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as of june 1st we had 492 fte which includes 8.5 ftes at fbc we currently employ 717 employees some of them are part-time there are currently 118 vacancies across the agency in the financial comparative data the collected revenue for budget fiscal year 2022 is 29.2 million 3.6 percent lower than budget fiscal year 2021 revenue of 30.2 million the primary decrease is as result of voucher revenue for april was not received until june this was offset by the increased revenue for the prop 301 funds the increase in obligated expenditures of 500 000 in budget fiscal year 2022 compared to budget fiscal year 2021 is based on the reduction in payroll and equipment offset by the increase in professional and outside services on page seven of the report it shows the budget to actual expenditures as well as the remaining budget balance by object class by fund and by program the high number of vacancies vacant positions has resulted in salary and ere being under budget by 8.6 million dollars a year to date the professional and outside services is over budget by 900 000 since we did not anticipate the increased costs in fbc contracts or the contractual transportation services page 9 has the expenditures by operational area by object code and by fund overall the cost for each operational area has remained fairly consistent however the expense categories have changed specifically in transportation and food services page 12 has the budget status report for all sources it is important to note the revenue exceeded the expenditures for budget fiscal year 2022 by 464 thousand while the revenues exceeded expenditures by 2 million in budget fiscal year 2021.

the increase in actual expenditures includes 1.8 million in professional and outside services for food service contract fbc services and transportation and related services including one-to-one nurses an increase of 710 000 in other operating resulting from the increase in risk management and the maintenance of the fleet and increased costs of fuel if there are no other questions on the information presented this concludes my report of the agency's information and fiscal data for the business services thank you are there any questions uh seeing them we'll go to 5.01 approval of burger performing arts center and other rental agreements uh this was on the consent agenda [Music] sure this is board member chance i only request that we help this one separately for discussion because i noticed that sometimes for the burger contract we are able to have a date created before the board meeting so i want to make sure that we as a board need to review and approve the contracts for burger to make sure that we are getting good revenue from it for the campus what i'm seeing and what i'm hearing from the community not just the deaf community but also the hearing community is that this is a place that the community really looks to for events and we don't want to create any unnecessary barriers when people are interested in renting out the space out of curiosity are we creating more barriers by having the board review the contract for approval and what can we do to have the contract ready in place sooner so the board can't have access to that contract sooner as well i'm assuming that's a question for superintendent rickman they're asking the board [Music] foreign can you please start your statement over we're having a very hard time hearing you yes so what can i do is this better yes that is better thank you okay so with the burger performing arts center [Music] the contracts you see listed there are organizations in community groups outside of asub that come in contract with us to use this particular auditorium it has nothing to do directly with providing services to our students on the chiefs on campus so the recent policy thing does not impact the impact contact this is board member chance i would like to provide some clarification i want to make sure that the board is familiar with the contract requirements and if we had a specific date in mind how would we be able to review the contract before we meet as a board are we creating more barriers for the community is it necessary for the board to be reviewing that contract or is that something that perhaps should no longer be a contract requirement for the board to review that policy uh pv this is david um i've been uh asked to give breaks every hour and 15 minutes this meeting instead of every hour and a half um for the interpreters so we're going to take that break now so we'll be back in 10 minutes this is linda david um linda bob speaking i feel like we're you know we were kind of left hanging with a question that was on the table without an answer so can we finish getting an answer to that question and then take a break uh that's uh that's fine in another minute superintendent likeman yes again there's another connection between the contracts we have for the being packed and some exceeded services as for the timeline of these contracts some of them have already occurred so you are post approving these contracts so this has been the way business has been conducted between the horns and they be packed the burger performing arts center since before i became superintendent so there's no change here there's no barrier here this is this is david um this has been a consent agenda item for every single meeting in the last at least seven years since i've been on the board there's no change in this to our prior practice you can go back again look at every meeting in seven years it's always been on the consent agenda uh why we need to get board approval for these i'm not sure i'd have to go back and look on the policies to see i would think that if one of these organizations was somehow objectionable or would bring people that are dangerous to our community to the bpac that we would take some action against it again you know we're a public agency i don't even know what that action would be um but we'd have to look into it um if there was going to be again some sort of just you know uh of some vile organization let's say to want to use the space or an organization that would bring again people that are dangerous we have to take a lot of care on this campus because we do have students and we have residential students so we want to be careful with who comes onto campus in most of those cases there's there's no issue and there hasn't been an issue every time we've passed this on the consent agenda as superintendent rickman mentioned many of these happened in the past we're merely ratifying it i don't recall any time in that last seven years where there has been some kind of issue with the excuse me with the group uh that's been seeking to uh rent uh the b-pack um i suppose we can direct superintendent rightman to go back and verify that the policies indeed require board approval for renting to outside groups i'm not sure if they do um or if just it's been a practice that's been carried over from you know prior administrations um with that said it's uh it is now going to be 5 20 so we're going to take that break myself they're trying to figure out why we're getting that kind of yeah because annette i already said i'm i'm muted too i'm off on the zoom so i'm like i don't know i do um so i can see just saying from that perspective [Music] because i usually go out this way so then i found my way to the bathroom but i got stopped like three times on the way to the bathroom um we have one minute we need to flash the lights in the hallway right now yeah flashlights in that lobby please [Music] all right it is uh it is 5 30 so we are going to return now um i think we just had that discussion is there any further discussion on 5.01 yes this is board member chance thank you president nigro i appreciate that break as well i'm sure the interpreters and other members of the board appreciate it also if the board does need to approve something that's already happened if it's possible to consider this from to removing this from future agendas i am definitely open to that if it's something that the board does not need to be involved with can um say something um i would like clarification from miss murphy as to whether or not there's policy on that and and the only reason i would have concerns from completely removing it even post occurrence is that if there were a group that would sue for us turning them down from utilizing the facility that lawsuit does usually include the board and i would like to have some input on whether or not that's or at least some guidance from policy uh board member conifel after an initial review of the policy manual i did not see anything specific that states that the board is required to approve these however again it was a very cursory review so i'd like to have the opportunity to take a day to just pour over it and make absolutely certain but yes thank you ms murphy um uh uh pv you go ahead i was gonna say the the um you know it seems like there may not be a policy that we may be able to remove it um the benefit of having it here and again it's been on the consent agenda for years and years you know the benefit is if there is a group that we think has a propensity to be violent or commit acts of destruction or to otherwise endanger our community here whether it be children or staff um you know we'd want to know about it and we'd want to work within the confines of the law to to mitigate that risk but that that said i know that our staff is equipped to do that and they they likely don't need our intervention thank you president nigro and i agree with you and i agree with board member connectful as well perhaps instead instead of a consent age item consent agenda item perhaps we could look at a policy change to say that it would be part of the report that we receive so we're still aware of who is contracted and who is in the building that way we can maintain our knowledge of that uh thank you pv we wouldn't need a policy for that if in fact this there's not a policy that says we have to approve these types of contracts um it could we could just not put it on future meetings and have the superintendent either let us know in her report um or the uh or assistant superintendent cooper whichever it fits into uh to do that but we don't we don't need another policy to to change that it really would more be practiced unless there are other board members that that feel differently or would like to keep it on this is board member dance i do think it is worth looking into and getting us the official notice on it that way at the next board meeting we can talk things over for now i would like to make the emotion to approve the contracts for burger rental okay zero in a second okay second all in favor say aye aye any opposed okay we can move on to 6.01 consent agenda item intent to offer fiscal year 2023 employment contract to george martin assistant superintendent curriculum instructional services pursuant to ars 3843103a1 the board may vote to go into executive session for the purposes of discussion and consideration of employment matters this is on the consent agenda item or this was on the consent agenda it is now not so we opened at any comments tv thank you this is board member jans thank you president nigro my request was for two reasons that we take the time to address the community concerns about the contract and secondly to share my experience with assistant superintendent martin to make sure that we are addressing the community concerns i completely understand the community concerns and i share a similar concern when we found out about the appointment i requested a meeting with superintendent reichman and she did provide me with a brief uh explanation on why the panel was in 100 support of the hiring of assistant superintendent martin and with that full confidence i was willing to accept that as an as a fair decision but i did request if it is fine to have a meeting with assistant superintendent martin a superintendent reitman did approve that last week assistant superintendent martin did confirm that he has been pretty much put in the hot seat since the first meeting and i brought those questions to him left and right and i see him kind of laughing i don't think he was expecting some of those difficult questions that came in that meeting and i can guarantee to the deaf community that i was pretty uh blunt with some of the questions that i asked and some of the comments that i made and he really took those questions well and it was a wonderful discussion that we had and we were scheduled for an hour we went long we went half hour over because of our lengthy discussion it was a great discussion that we had and assistant superintendent martin seemed very open to the ideas that i had from the deaf community from the deaf community perspective i brought up some of the concerns and i provided him with some potential homework he said that he was interested in reading a couple of articles one is called death epistemology in the second one the second article is deaf epistemology a criticism and i recommended that he read those two articles he agreed to reading those two articles we had a nice heart-to-heart discussion i talked about my experience and my background that i've had in the deaf community and the experiences that other members of the deaf community have experienced and i was pretty blunt in my comments to him about the school being in place since 1880 and talking about what we can do to change things that have been in place since then and he seemed open and ready for the challenge and i wanted to share my confidence in assistant superintendent martin i believe that we as a deaf community need to give him a chance and give him the opportunity to build and earn our trust before we decide that he can't have our trust the deaf community needs to give him a chance to see what he does let's see what he makes use of with his background and his knowledge in order to successfully transform asdb as an agency that's all i'm asking from the community and now i move to approve assistant superintendent martin's contract a second uh all in favor aye aye aye aye aye aye any opposed okay uh going to move to 6.04 tend to offer teacher employment contracts pursuant to ars 38 4303 a1 the board may vote to go into executive session for the purposes of discussion consideration of employment matters that one was on the consent agenda and it is now not are there any board members that would like to make a comment no there are no board members don't like make comment okay um i move that we approve the contract slated in item 6.04 is there a second this is uki second all in favor say aye are there any opposed this is board member chance i abstain okay thank you all right that passes now we're going to go on to 6.06 action item intent to offer salary increase to superintendent reichmann pursuant to ars 384303a1 the board may vote to go into executive session for the purposes of discussion and consideration of employment matters um here we heard earlier today and via email earlier in the week that the legislature approved a 10 increase for all full-time and part-time employees of the agency um that's fantastic news that's going to help us compete better in the market to able to recruit and retain highly qualified staff teachers staff leadership other other services other job classifications that will help us again i think that will really help us the agency and getting highly qualified folks uh into the agency when i met with superintendent reichman to go over the draft agenda i i asked her if it would include her and she said she wasn't sure so we looked into it and there's at least some doubt as to whether or not the legislature that uh action included her based on her contract we we looked at it uh quite carefully um so you know from again from my perspective uh i think that superintendent should reichman should join in that 10 increase i wouldn't want to leave her at least my opinion wouldn't want to leave her out um if uh everyone else was getting a raise i mean i'm a firm believer that the leader should eat last um and certainly that's the case here um and i do want to note this is not something that she brought up or she asked this is this is something that i um asked about and wanted to make sure that we that we get right so again it's within the board's discretion to uh to offer that increase or not um there is in the executive content of board docs that's available in the board members um an addendum that was drawn up by uh our legal counsel um to affect that um this is gonna have any discussion on that this is linda yes i would like to make a comment regarding um superintendents across the country and what their pay looks like i would like to say that i serve on other boards um one based in new york so what that means is that we just hired a new superintendent and their pay is commensurate to what arizona superintendents are receiving so i'm very happy with that and i do agree that this pay increase is deserved and i'm happy that as superintendent arizona is getting paid what a superintendent in new york city is getting paid and we are lucky to have superintendent rising here thank you linda are there any other comments this is board member jans president nigro you mentioned that this was written by the ag i don't see that in board docs am i looking in the wrong spot uh it should be under executive content i see it in mind right now if you're logged in if you're not logged in you won't be able to see it okay i would like to review that if i'm given the opportunity um do we have that printed out latisha okay i'm looking at it on linda's computer okay all right thank you i have had the opportunity to review it with that salary increase does that impact the entire executive team as well does the board need to make approvals for others or is this only an approval for the superintendent this is only an approval for the superintendent all the other leadership team would be included by that legislative action so from what hr tells me the only full-time or part-time employee that did not receive a ten percent or there's some question as to whether or not she is entitled to that ten percent raise uh is the superintendent so because there's some uncertainty about it uh this addendum will remove that uncertainty sorry this is board member chance again just to double check if confirmed then adoa will be increasing the pay that comes from 8008 not from the asdb operating budget is that correct no that's from our budget this is assistant superintendent kirbler to clarify we will receive funding for the agency-wide state wide salary increase for all full-time and part-time there is still question as to whether or not as needed temporary staff will be eligible to receive the 10 salary increase however that funding we will be receiving from the legislature of that amount i'm not quite sure if it's going to fully fund the 10 agency-wide and that again is what i alluded to in my report that i will need to determine how much of that funding will be covered from the state and then what will need to be coming from the operating budget to fund that 10 salary increase and uh superintendent just to set the context here as everyone knows on the board uh superintendent um new contract just began uh on the first of this month uh so this raise would continue for the next um three years minus about a week this is board member chance i believe i can say with confidence that i don't think superintendent reichman would be happy if the agency had to incur that cost for her increase assistant superintendent cooper are you able to find out what the exact amount is that we will be getting from the legislature for salary increases yes i clarified that we will not receive final amounts on the operating budget until the latter part of july early august when we receive our final appropriations i can provide more information in the september 8th meeting however i do want to clarify it is my understanding all state agencies are to be funded for the statewide salary increase and in this matter as it pertains to superintendent reichman that would include her adjustment to also be funded from the state legislature as well thank you are there any other comments from the board this is sukay i move to approve uh second uh all in favor uh to approve the addendum as proposed say aye aye [Music] any opposed and any abstentions this is board member jans i abstain okay thank you all right that passes and the next um 6.07 information discussion item compensation restructure anita payat executive director of human resources good afternoon board president nigro members of the board superintendent reichman assistant superintendent cooper and assistant superintendent martin in your board packet is a copy of a board summary on asdb's compensation architecture project the sdb compensation architecture project also referred to as acap is asdb's two to three year plan in addressing the agency's compensation and classification structure this project entails reviewing and analyzing position classifications our grading system salary schedules years of service minimum wage increases and scheduled reviews for market analysis we completed a mark analysis for all positions in 2019 which took us about three years to do that in the first phase we focused on addressing the compression in the classified salary schedule which was compounded by the minimum wage increases over the last several years we re-graded all positions on the classified salary schedule ranging from 1 to 22.

the budget fiscal year 2022 actual revenues were 49.5 000 compared to 51.2 i'm sorry 49.5 million compared to 51.2 million in budget fiscal year 2021. again the major differences were the 3 million decreased in vouchers offset by a 1.7 million increase in prop 301 funds the budget fiscal year 2022 actual expenditures and encumbrances were 52.8 million compared to 52.3 million in budget fiscal year 2021.

also we want to ensure that the updated classified salary schedule structure supports any future adjustments for minimum wage increases we've identified position classifications in grades one through nine and are addressing the salary compression by aligning entry level rates with market studies and giving increases to current asdb staff members based on the years of service with asdb these positions include administrative support instructional assistant technical aid residential security transportation and entry-level support for business services human resources and facilities the salary adjustment will impact a little over 200 staff members and will range between anywhere from zero to five percent depending on the staff members years of service with asdb so to summarize for this fiscal year the following will be implemented all staff members as we know will receive a 10 increase to their base pay effective july 9th 2022 staff members in grades one through nine on the classified salary schedule will receive is anywhere from zero to five percent based on their years of service which will take effect july 24th of 2022 teachers will be granted an additional step on the teacher's salary schedule which will also take effect on july 24th of 2022 in the next two years we will be addressing grades 10 through 22 on the classification salary schedule as well as other salary schedules to address a more holistic approach to our compensation structure that creates a consistency of application among the salary schedules our overall salary schedule analysis and restructure is to ensure grades align with the market salary benchmarks levels of responsibility placement decisions assessed by education and experience with the maximum placement defined this means that staff members will not be compensated over the maximum of the grade in the salary schedule and will be redlined in 2024 and finally adding a planned schedule of market benchmark reviews to cycle through all positions every three years there may be occasions where in-range adjustments are warranted to resolve compression issues to align with external markets in highly competitive situations or to resolve pay equity issues at this time i like to make myself available for any questions that you may have are there any questions okay um i have one good this is board member chance sorry president nigro this all looks great my only question for you is are there any thoughts or opportunities or potential discussion on how we can assist instructional assistants to get them scaffolded to become future instructors yes with the changes that we're making currently in the classified schedule we are creating a career ladder for instructional assistants to move into other positions with also the intent to help assist with teachers i know we have done that in the past with several instructional assistants on our campuses that have become teachers thank you okay any other questions okay uh thank you uh miss maya thank you uh next up is 701 information discussion 2021 2022 strategic plan and dashboard uh superintendent reichman although i believe um courtney fritz is going to be presenting this as well yes hello this is superintendent weissman i will turn this over and miss courtney fresh to give you a summary overview of the first year report of the strategic plan and hopefully her audio better than mine hello yes hello this is courtney fritz can everyone hear me okay we can okay great and i will also try to speak slowly because i have a tendency to speak too fast good afternoon for president nigro members of the board superintendent reichman assistant superintendent cooper and assistant superintendent martin it is my pleasure to share with you today an update regarding the ascb strategic plan as you recall the board voting to approve the new strategic plan in may therefore this evening is our first year report of working with and reporting on the various measures within the strategic plan i have been working with agency leadership and key asdb staff members in order to compile and report data within the strategic plan for both 2020 2021 as well as 2021 2022 school years during this time erin moya and i have worked extremely close together to ensure that the data recorded and the format for the strategic plan could seamlessly be loaded into a dashboard on the asdb website i am happy to report that not only do we have a comprehensive 75-page strategic plan document we also have a very user-friendly dynamic dashboard i really want to tip my hat baron and all of the work that he did to transform the data into a visual representation that is easy to access easy to navigate and easy to understand you should have received an updated copy of the strategic plan in your board materials as well as a link to the ah ascb dashboard as linda mentioned there was there's a lot and we're certainly not going to be able to unpack it in this couple of minutes but there are a few things that i really wanted to pinpoint and highlight for you most of the data is reported following the school year calendar for those items you will see the data points referenced in school years such as 20 and then 21-22 however there are some data points that more accurately align to the fiscal year calendar and therefore we did not change those and force them to fit in the school year calendar date for those items you will see sy21 to represent fiscal year 21.

the increase in actual expenditures includes 1.8 million in professional and outside services for food service contract fbc services and transportation and related services including one-to-one nurses an increase of 710 000 in other operating resulting from the increase in risk management and the maintenance of the fleet and increased costs of fuel if there are no other questions on the information presented this concludes my report of the agency's information and fiscal data for the business services thank you are there any questions uh seeing them we'll go to 5.01 approval of burger performing arts center and other rental agreements uh this was on the consent agenda [Music] sure this is board member chance i only request that we help this one separately for discussion because i noticed that sometimes for the burger contract we are able to have a date created before the board meeting so i want to make sure that we as a board need to review and approve the contracts for burger to make sure that we are getting good revenue from it for the campus what i'm seeing and what i'm hearing from the community not just the deaf community but also the hearing community is that this is a place that the community really looks to for events and we don't want to create any unnecessary barriers when people are interested in renting out the space out of curiosity are we creating more barriers by having the board review the contract for approval and what can we do to have the contract ready in place sooner so the board can't have access to that contract sooner as well i'm assuming that's a question for superintendent rickman they're asking the board [Music] foreign can you please start your statement over we're having a very hard time hearing you yes so what can i do is this better yes that is better thank you okay so with the burger performing arts center [Music] the contracts you see listed there are organizations in community groups outside of asub that come in contract with us to use this particular auditorium it has nothing to do directly with providing services to our students on the chiefs on campus so the recent policy thing does not impact the impact contact this is board member chance i would like to provide some clarification i want to make sure that the board is familiar with the contract requirements and if we had a specific date in mind how would we be able to review the contract before we meet as a board are we creating more barriers for the community is it necessary for the board to be reviewing that contract or is that something that perhaps should no longer be a contract requirement for the board to review that policy uh pv this is david um i've been uh asked to give breaks every hour and 15 minutes this meeting instead of every hour and a half um for the interpreters so we're going to take that break now so we'll be back in 10 minutes this is linda david um linda bob speaking i feel like we're you know we were kind of left hanging with a question that was on the table without an answer so can we finish getting an answer to that question and then take a break uh that's uh that's fine in another minute superintendent likeman yes again there's another connection between the contracts we have for the being packed and some exceeded services as for the timeline of these contracts some of them have already occurred so you are post approving these contracts so this has been the way business has been conducted between the horns and they be packed the burger performing arts center since before i became superintendent so there's no change here there's no barrier here this is this is david um this has been a consent agenda item for every single meeting in the last at least seven years since i've been on the board there's no change in this to our prior practice you can go back again look at every meeting in seven years it's always been on the consent agenda uh why we need to get board approval for these i'm not sure i'd have to go back and look on the policies to see i would think that if one of these organizations was somehow objectionable or would bring people that are dangerous to our community to the bpac that we would take some action against it again you know we're a public agency i don't even know what that action would be um but we'd have to look into it um if there was going to be again some sort of just you know uh of some vile organization let's say to want to use the space or an organization that would bring again people that are dangerous we have to take a lot of care on this campus because we do have students and we have residential students so we want to be careful with who comes onto campus in most of those cases there's there's no issue and there hasn't been an issue every time we've passed this on the consent agenda as superintendent rickman mentioned many of these happened in the past we're merely ratifying it i don't recall any time in that last seven years where there has been some kind of issue with the excuse me with the group uh that's been seeking to uh rent uh the b-pack um i suppose we can direct superintendent rightman to go back and verify that the policies indeed require board approval for renting to outside groups i'm not sure if they do um or if just it's been a practice that's been carried over from you know prior administrations um with that said it's uh it is now going to be 5 20 so we're going to take that break myself they're trying to figure out why we're getting that kind of yeah because annette i already said i'm i'm muted too i'm off on the zoom so i'm like i don't know i do um so i can see just saying from that perspective [Music] because i usually go out this way so then i found my way to the bathroom but i got stopped like three times on the way to the bathroom um we have one minute we need to flash the lights in the hallway right now yeah flashlights in that lobby please [Music] all right it is uh it is 5 30 so we are going to return now um i think we just had that discussion is there any further discussion on 5.01 yes this is board member chance thank you president nigro i appreciate that break as well i'm sure the interpreters and other members of the board appreciate it also if the board does need to approve something that's already happened if it's possible to consider this from to removing this from future agendas i am definitely open to that if it's something that the board does not need to be involved with can um say something um i would like clarification from miss murphy as to whether or not there's policy on that and and the only reason i would have concerns from completely removing it even post occurrence is that if there were a group that would sue for us turning them down from utilizing the facility that lawsuit does usually include the board and i would like to have some input on whether or not that's or at least some guidance from policy uh board member conifel after an initial review of the policy manual i did not see anything specific that states that the board is required to approve these however again it was a very cursory review so i'd like to have the opportunity to take a day to just pour over it and make absolutely certain but yes thank you ms murphy um uh uh pv you go ahead i was gonna say the the um you know it seems like there may not be a policy that we may be able to remove it um the benefit of having it here and again it's been on the consent agenda for years and years you know the benefit is if there is a group that we think has a propensity to be violent or commit acts of destruction or to otherwise endanger our community here whether it be children or staff um you know we'd want to know about it and we'd want to work within the confines of the law to to mitigate that risk but that that said i know that our staff is equipped to do that and they they likely don't need our intervention thank you president nigro and i agree with you and i agree with board member connectful as well perhaps instead instead of a consent age item consent agenda item perhaps we could look at a policy change to say that it would be part of the report that we receive so we're still aware of who is contracted and who is in the building that way we can maintain our knowledge of that uh thank you pv we wouldn't need a policy for that if in fact this there's not a policy that says we have to approve these types of contracts um it could we could just not put it on future meetings and have the superintendent either let us know in her report um or the uh or assistant superintendent cooper whichever it fits into uh to do that but we don't we don't need another policy to to change that it really would more be practiced unless there are other board members that that feel differently or would like to keep it on this is board member dance i do think it is worth looking into and getting us the official notice on it that way at the next board meeting we can talk things over for now i would like to make the emotion to approve the contracts for burger rental okay zero in a second okay second all in favor say aye aye any opposed okay we can move on to 6.01 consent agenda item intent to offer fiscal year 2023 employment contract to george martin assistant superintendent curriculum instructional services pursuant to ars 3843103a1 the board may vote to go into executive session for the purposes of discussion and consideration of employment matters this is on the consent agenda item or this was on the consent agenda it is now not so we opened at any comments tv thank you this is board member jans thank you president nigro my request was for two reasons that we take the time to address the community concerns about the contract and secondly to share my experience with assistant superintendent martin to make sure that we are addressing the community concerns i completely understand the community concerns and i share a similar concern when we found out about the appointment i requested a meeting with superintendent reichman and she did provide me with a brief uh explanation on why the panel was in 100 support of the hiring of assistant superintendent martin and with that full confidence i was willing to accept that as an as a fair decision but i did request if it is fine to have a meeting with assistant superintendent martin a superintendent reitman did approve that last week assistant superintendent martin did confirm that he has been pretty much put in the hot seat since the first meeting and i brought those questions to him left and right and i see him kind of laughing i don't think he was expecting some of those difficult questions that came in that meeting and i can guarantee to the deaf community that i was pretty uh blunt with some of the questions that i asked and some of the comments that i made and he really took those questions well and it was a wonderful discussion that we had and we were scheduled for an hour we went long we went half hour over because of our lengthy discussion it was a great discussion that we had and assistant superintendent martin seemed very open to the ideas that i had from the deaf community from the deaf community perspective i brought up some of the concerns and i provided him with some potential homework he said that he was interested in reading a couple of articles one is called death epistemology in the second one the second article is deaf epistemology a criticism and i recommended that he read those two articles he agreed to reading those two articles we had a nice heart-to-heart discussion i talked about my experience and my background that i've had in the deaf community and the experiences that other members of the deaf community have experienced and i was pretty blunt in my comments to him about the school being in place since 1880 and talking about what we can do to change things that have been in place since then and he seemed open and ready for the challenge and i wanted to share my confidence in assistant superintendent martin i believe that we as a deaf community need to give him a chance and give him the opportunity to build and earn our trust before we decide that he can't have our trust the deaf community needs to give him a chance to see what he does let's see what he makes use of with his background and his knowledge in order to successfully transform asdb as an agency that's all i'm asking from the community and now i move to approve assistant superintendent martin's contract a second uh all in favor aye aye aye aye aye aye any opposed okay uh going to move to 6.04 tend to offer teacher employment contracts pursuant to ars 38 4303 a1 the board may vote to go into executive session for the purposes of discussion consideration of employment matters that one was on the consent agenda and it is now not are there any board members that would like to make a comment no there are no board members don't like make comment okay um i move that we approve the contract slated in item 6.04 is there a second this is uki second all in favor say aye are there any opposed this is board member chance i abstain okay thank you all right that passes now we're going to go on to 6.06 action item intent to offer salary increase to superintendent reichmann pursuant to ars 384303a1 the board may vote to go into executive session for the purposes of discussion and consideration of employment matters um here we heard earlier today and via email earlier in the week that the legislature approved a 10 increase for all full-time and part-time employees of the agency um that's fantastic news that's going to help us compete better in the market to able to recruit and retain highly qualified staff teachers staff leadership other other services other job classifications that will help us again i think that will really help us the agency and getting highly qualified folks uh into the agency when i met with superintendent reichman to go over the draft agenda i i asked her if it would include her and she said she wasn't sure so we looked into it and there's at least some doubt as to whether or not the legislature that uh action included her based on her contract we we looked at it uh quite carefully um so you know from again from my perspective uh i think that superintendent should reichman should join in that 10 increase i wouldn't want to leave her at least my opinion wouldn't want to leave her out um if uh everyone else was getting a raise i mean i'm a firm believer that the leader should eat last um and certainly that's the case here um and i do want to note this is not something that she brought up or she asked this is this is something that i um asked about and wanted to make sure that we that we get right so again it's within the board's discretion to uh to offer that increase or not um there is in the executive content of board docs that's available in the board members um an addendum that was drawn up by uh our legal counsel um to affect that um this is gonna have any discussion on that this is linda yes i would like to make a comment regarding um superintendents across the country and what their pay looks like i would like to say that i serve on other boards um one based in new york so what that means is that we just hired a new superintendent and their pay is commensurate to what arizona superintendents are receiving so i'm very happy with that and i do agree that this pay increase is deserved and i'm happy that as superintendent arizona is getting paid what a superintendent in new york city is getting paid and we are lucky to have superintendent rising here thank you linda are there any other comments this is board member jans president nigro you mentioned that this was written by the ag i don't see that in board docs am i looking in the wrong spot uh it should be under executive content i see it in mind right now if you're logged in if you're not logged in you won't be able to see it okay i would like to review that if i'm given the opportunity um do we have that printed out latisha okay i'm looking at it on linda's computer okay all right thank you i have had the opportunity to review it with that salary increase does that impact the entire executive team as well does the board need to make approvals for others or is this only an approval for the superintendent this is only an approval for the superintendent all the other leadership team would be included by that legislative action so from what hr tells me the only full-time or part-time employee that did not receive a ten percent or there's some question as to whether or not she is entitled to that ten percent raise uh is the superintendent so because there's some uncertainty about it uh this addendum will remove that uncertainty sorry this is board member chance again just to double check if confirmed then adoa will be increasing the pay that comes from 8008 not from the asdb operating budget is that correct no that's from our budget this is assistant superintendent kirbler to clarify we will receive funding for the agency-wide state wide salary increase for all full-time and part-time there is still question as to whether or not as needed temporary staff will be eligible to receive the 10 salary increase however that funding we will be receiving from the legislature of that amount i'm not quite sure if it's going to fully fund the 10 agency-wide and that again is what i alluded to in my report that i will need to determine how much of that funding will be covered from the state and then what will need to be coming from the operating budget to fund that 10 salary increase and uh superintendent just to set the context here as everyone knows on the board uh superintendent um new contract just began uh on the first of this month uh so this raise would continue for the next um three years minus about a week this is board member chance i believe i can say with confidence that i don't think superintendent reichman would be happy if the agency had to incur that cost for her increase assistant superintendent cooper are you able to find out what the exact amount is that we will be getting from the legislature for salary increases yes i clarified that we will not receive final amounts on the operating budget until the latter part of july early august when we receive our final appropriations i can provide more information in the september 8th meeting however i do want to clarify it is my understanding all state agencies are to be funded for the statewide salary increase and in this matter as it pertains to superintendent reichman that would include her adjustment to also be funded from the state legislature as well thank you are there any other comments from the board this is sukay i move to approve uh second uh all in favor uh to approve the addendum as proposed say aye aye [Music] any opposed and any abstentions this is board member jans i abstain okay thank you all right that passes and the next um 6.07 information discussion item compensation restructure anita payat executive director of human resources good afternoon board president nigro members of the board superintendent reichman assistant superintendent cooper and assistant superintendent martin in your board packet is a copy of a board summary on asdb's compensation architecture project the sdb compensation architecture project also referred to as acap is asdb's two to three year plan in addressing the agency's compensation and classification structure this project entails reviewing and analyzing position classifications our grading system salary schedules years of service minimum wage increases and scheduled reviews for market analysis we completed a mark analysis for all positions in 2019 which took us about three years to do that in the first phase we focused on addressing the compression in the classified salary schedule which was compounded by the minimum wage increases over the last several years we re-graded all positions on the classified salary schedule ranging from 1 to 22.

since we just just last week for this week's broadcast fiscal year 22 that data is not included in the update that you received we do anticipate most of those items being completed this month but there are a few related to finance in the business services department that might not be ready till october the post-school outcome [Music] cso data is also not completed for the 21-22 school year yet the itinerant program and the campus program do have last year's data included in the update but they are following the timeline provided and requested by adb so the time frame or the window opened in june and it will close in september therefore the data will be completed no later than that september due date also included in your board docs is an overview of the due dates for pillar one we have that information for the other pillars as well and this is just an example to show the master timeline that we have and that we are following to make sure that each data measure is reported on time throughout our workfield there were some minor changes you know the strategic plan was set up with that thinking in mind but as we started to work with it there were some minor things that needed to be tweaked if there were minor edits on the measures you will see that representative with an asterisk that says chart revised was the date to indicate when it was changed there have been some discussions regarding the need to significantly change how some of the data is reported up until this point that's specifically related to the elt and itinerary program our goal is to present this to you this evening to hear your feedback and of course determine next steps but we would like to have any changes for the 2022-2023 school year done sooner rather than later so that the directors the principals know what that data collection looks like for the entire year in your board docs was a supplemental report for the elp program they are part of a new program and therefore wanted to provide a full comprehensive picture of their work this year versus just sticking with what was in the strategic plan j johnson has also worked on a draft proposal for the itinerant program which will include reporting iep goal attainment data versus the state assessment data that has been a challenge to gather from the individual school districts and ade for their district students as i mentioned our goal is to really fine-tune the data reporting within the associated plan so that it accurately reflects the work the programs are doing while also staying true to the format and consistency of the strategic plan this evening we are really looking forward to hearing from you the board in regards to what has been done thus far and the information that's been reported to you and so at this time i will open it up for any questions or comments you might have there any questions for courtney yes courtney and board members as well i do want to reiterate what i said at the beginning i didn't realize that i should have made that comment later on in the agenda um i went into a sprint rather than a slow walk that's what i tend to do so i do want to reiterate what i mentioned earlier in the meeting i do think that it would be valuable to us as a board to have some more in-depth conversation about this it was our responsibility to develop this plan it took us a year or longer and we have been very hopeful that it would work and so i really want to i know that so many people have worked very hard on collecting this data and working in the strategic plan um you did mention courtney that there are some specific deadlines and due dates um that that you're working within and i would really love to have time to um hear more from specific departments that are collecting and using this data so that we become more familiar with it and again being our responsibility as the board to create that strategic plan i would love to see whether it's operating effectively so i would like to ask president nico if we could create a work study session in the fall to have some more time to sit with the strategic plan report thank you linda we're going to be talking about upcoming work study sessions later in the meeting so we can take that out there and and i sprint it again i did it again are there any other questions i had a couple of questions and this is really more for superintendent reichman 2.23 a uh nb it looks like in ela and math we uh we we had a decrease over last year and wanted to know you know what we're thinking about what we need to do i mean that's part of the reason why we have the strategic plans that we we you know we don't know where the problems are if we don't collect any data so we did that and here we are with you over your data and now we can see where we need to focus our efforts so obviously that's one of my few others here um and again supernatural recommend you don't have to speak to that right now but i mean to me that's that's one of the areas where we need to focus our efforts to improve for next year i also would include um well we'll go ahead if you have any any responses to that superintendent yes this is superintendent reichman we are well aware of the ela english language arts and math scores and then do you need a really focused on that which is part of getting back to school improvement and this will be one of the priorities that assistant superintendent martin will be focusing on for the next year and beyond uh thank you superintendent um also maybe this is for courtney 2.24 a the itinerant data seems to be unavailable um is that because we don't have good data sharing agreements with some of the cops or is that for some other reason this is courtney um yeah the short answer i would say yes um jay johnson as well as other agency leaders have tried to figure out the best approach in gathering that data aeb has [Music] given different answers at different times but i believe it kind of all goes back to the itinerary program and the services they provide they are not the teacher of record assessing the students with the state assessment they are the provider for the iep goals as written in the iep uh that's the best oh sorry i didn't mean to interrupt you well no you can go ahead okay i was just going to say that the itinerary program has not been successful in getting the data directly from ade the other discussion has been getting the data from the individual school district and that has also not been successful right and if we if we thought it could be gathered that way there's discussion of it would it accurately reflect or measure the work that the itinerant program is doing and so that's why at this point jay johnson and his team have worked to propose looking at the iup goal attainment data versus state assessment data not meaning they're not going to look at it at all but if it's not readily available do we have other data that is readily available that we can use now to monitor and measure and look at the effectiveness of the program uh thank you courtney i remember at one point we did and again the azmerits evolved but years several years ago we did get easy merit data from the co-ops and also when we were having our lea not lea discussions recently you know one of the you know one of the pro lea factors was that we would own the data for the brick and mortar students um but that was mitigated i remember dr rex telling us that we could amend the igas pretty easily to be able to get access to that data and you're 100 right we don't own it the individual lease that we work with own it um but if we ask nicely hopefully they can give it to us in most places because i would like to see uh that data in the ituner again we saw it several years ago on uh azmerit scores um and that helps us give a you know a picture of who we're serving um in the itinerance you're right um you know the the instruction that the core academic instructions being done by the las in those cases and not not by our employees but we still want to see how those students are doing um so i think that would be important for us if we don't have it in the igs that we amend them to to get it so that we get a better picture of who we're serving and again you know the co-ops are serving around 2000 students a year so it's a it's a large cohort of uh children that we we need to be monitoring yes and i will say that although it's not the state assessment data we were successful in getting the pso data for the itinerant student so that is something positive that we're you know at least making some headway and are able to have that data at this time sure thank you um and superintendent reichman 4.2 the facilities plan i know we had that as part of our strategic plan it got delayed a bit for various reasons in the last year as we mentioned earlier in the meeting it's going to become much more of a priority the second half of this year getting that together in response to you know what the auditor general's findings are likely going to be so i want to make sure that we are on track again a little bit later in the meeting we're going to discuss work study sessions related to that but i want to make sure that we're you know responding to that appropriately so next year we're not you know we're not seeing it you know we see some significant progress in the next year and that in 4.2 um also on 4.4.4 that's the cost per student i don't see preschool included we probably should include that we have in our other previous finance report reports so i think that needs to be added back along with a weighted student number if we can the way the student number's in um it's like it's a couple of data points above that but if we add it i think would be easier to add it to this one so that um just like we can on the uh on the more detailed report that mrs cooper gives us we can multiply the cost per student by the weighted student number and get to the total programmatic budget president yes i have a question for clarification this is linda we had a little bit of a hard time hearing so can you go back to um the school started with the w i think the interpreters didn't catch it weights the weighted student number the weighted student number yes right if we can add the weighted number it's in the strategic plan it's just not also in that um you know in the 4.4.4 i think it'd just be easier to read if it were in there as well so it's easy to check you can multiply quickly you know these are the these are my weighted students this is my cost per student and then i get back to the total programmatic budget it's similar to the other reports that mrs cooper has given us and then um 4.4 sure i think you're bringing up some really good points and some great questions that i am very interested in knowing more about and i think you're sort of um giving me more reasons to want to sit down and have a longer work study session and look at a lot of these numbers in this data that is so important um i don't fully understand the struggle with um getting that state data that seems um yeah i wonder i wonder why that ade has made that so difficult and hasn't responded or has responded with different answers so we are under the department of education correct so i'm just struggling to understand why we wouldn't be able to get that data i mean so that's not correct we're not we're not uh an arm of the department of education okay okay so then that leads me to my next question um then why should we follow ade regulations if we're not under them so now now this is this is sukay i don't know if i'm are you hold on this is i think one of the points of clarification is the information that we are able to collect on the campuses as opposed to information that we can collect via the co-ops because this co-op students belong to their individualized districts those districts are the owners of that information and i think that is where we find it challenging to be able to collect comprehensive and accurate data on those students because they are not technically considered ours okay i understand thank you stephen this is board member chance is it possible to have separate agreements have separate igas to have a contract amendment if school districts decide to do that could we include language about information sharing that way we can get that information more easily through a contract agreement through co-op services pv this is david i believe that that it is uh when we update these igas uh periodically and we have i don't know a couple hundred maybe or or so um and that was one of the things that we were going to do were we not to proceed with were we not to have lea status we would have lost all the data related to the students that attend the brick and mortar schools and that would have made it much harder to track their progress um but the idea would be that we would include that in the iga agreements um again they're updated periodically could they be updated by it being an addendum all at once um that really depends on you know a school district by school district case i would like to do that or i'd like to see if that can be done so that we can get access to that data and we can better track the students that we serve in the itinerant program um you know but again as as sue kane mentioned um you know that student data is the school districts and it's it's not ours so they they could technically say no if they wanted to i agree and if the igas make it difficult to get the information then maybe we could consider putting language in the itinerary contract so when they agree to our itinerary services they're also agreeing uh as part of the contract to share data on the students who are providing those services too uh correct that is what the igas are they're inter governmental agreements between the school district and the agency to provide those services so we we should be able to include terms like that in the future great um and then one more just small item 4.4.6 it looks like there hasn't been any progress there um we we probably want to make some progress for you know for next year there any other questions about the strategic plan report the dashboard looks great by the way if anyone has seen the website it looks great i'm doing the pdf as well but uh that's just an excellent job on that i know it took a long time to put that together i know we've seen kind of the beta version of that in the past but it it looks pretty good it's accessible to the public this is really uh you know this is really great to see a year out from uh you know where we began and this is board member james thank you president nigro you stole my thunder there uh i appreciate that comment thank you and um two other things that i wanted to mention we need to be aware that we need to be careful with some of the data covid may have impacted some of those data points and so we need to be aware of that and we can't use that as the end-all be-all covet unfortunately significantly impacted deaf education and deaf education services so that's something that we need to keep in mind as far as future analysis goes the second point that i wanted to make with the ela and the improvement that we've seen we have been as an agency working toward this lea status and now that we know that we are a bilingual bicultural school we need to focus on english and asl and we need to formalize that instruction we have been doing formal english instruction and i think that this is a good time to start down the path of recognizing that we need to create a strategic plan for formal asl instruction to help those deaf and hard of hearing students improve their science skills and give them that language foundation that first language foundation will help them focus on their second language and they can't be formally taught english but only have social asl i think it's so important for students to have formal asl instruction as well what are we doing to make sure that we have formal asl instruction for the students if there is nothing i believe we need to address that gap to ensure that we are providing those campus staff the opportunity to pull in asl specialist to provide that instruction superintendent reichman can you respond to that yes this is superintendent reichman um right up until this point we've been focusing on establishing the basic curriculum if you recall we started with the english language arts curriculum english the first year i believe that was in 2017 2018 the next year we established the math curriculum the year after that the science curriculum and then the year after that is social studies we we then got products with the covert pandemic the shutdown of the schools so we have not yet really gone back to the beginning she needed the ela curriculum we have been working on what's called the bdc the bilingual glamour quick clip that uses american sign language as a first language to teach that as a language and to use it to scaffold english as a second language some of our teachers understood campuses in the elementary schools are using the dbcdc on top of the national geographic english curriculum not all of them are doing that so what what um mr dance is suggesting is something that we are working towards it's not where we are at today and some within the next year or so we need to start you visiting the entire curriculum model that we have and start from the beginning the good news is we spend five years into implementing the different curriculum whereas previously the schools didn't have formal curriculum at least for a time now we have formal curriculum in all the subject areas so with the new assistant superintendent martin you will have the opportunity to review and to see where we're at and then how do we move forward we also have in-house experts within the organizational development division with mr owen tata and his team of the education specialists that have been working on developing materials and training related tcdc the bilingual grammar curriculum and uh i'm speaking of specifically tina charlter rose andrea cola and indian michael olivier so we have the pieces in place now it's just putting them all together and that's those are the next steps for the agency thank you superintendent thank you superintendent i appreciate your comments and i agree with you i think that that is a good challenge for assistant superintendent martin to address as well i want to mention how critical it is that we have the experts who can provide asl assessment to identify language gaps and to also identify how we can scaffold their asl language to assist them with the bridging of the english language and as a board we should provide the same level of support to the lsl students and so when i think about the pdsd campus there are two asl special specialists there and we need more we need them to be an important part of the iep team especially when working with the youth at that critical language window it's so important that the children have the opportunity to have that exposure and to have more than just access to two asl specialists on a campus in theory we should be able to provide asl specialist services for the itinerary students as well if the iep team would agree that that service would be necessary so what is the plan to expand the asl specialist positions because i would like to see that number increase as of today we do not have a specific plan to increase the number of american sign language bachelet that said like i said we do have the pieces within the agency today that we didn't have five years ago so it's a matter of putting those pieces together determining what the gaps are and what resources would need to be reallocated to sell in those gaps we are just on the front end of doing that thank you super dent reichman are there any other questions or comments on this item okay as seeing them we're going to go to 702 information discussion item legislative update marie murphy director of policy and government relations good evening board members you have before you the abstract that i wrote providing a summary of the arizona state legislative session um assistant superintendent cooper uh covered most of the major takeaways for asdb so i do not believe that i need to guild the lily any further um at this time i would just like to make myself available for any questions regarding this year's legislative session there any questions pv yes this is board member james miss murphy i really appreciate your work and your effort during the legislative session i was a little bit disappointed to find out that the allocation for transportation costs were a one-time allocation do you have any idea or insight into why that was a one-time allocation rather than being a recurring funding source was there a reason given there was no specific reason given to me board member chance from what i understand the request that we made was a rather large request it was it was almost kind of like a moon shot um to put it in perspective we asked for around two million dollars in recurring funding when we were looking at hiring 20 additional teachers for the early learning program versus 4.2 million dollars recurring for transportation this year so i believe that they they wanted to do something to help us but i think that 4.2 million recurring was a pretty big ask and i think that this year we are going to be probably much more precise in what we're asking for with our decision package to ospb and we will come back again next year to ask for additional funding um you probably don't recall but the first time that we asked for the funding for the 20 additional teachers we were shot down but we came back the next year and we got it so we just need to make sure that we are being pleasantly persistent and i i feel confident that we we should be able to get something in in the future but yes i i understand it was a disappointment i was disappointed too great thank you does that include the mileage reimbursement request or is that a different request the so um house bill at 2566 was basically drafted in such a way that it looked at doing a per route mile and it also included increasing our capital outlay by tying it to something additional tying it to something similar to district additional assistance the one-time funding that we were given is a line item that just says additional transportation assistance for increase in student accounts so that i i believe that so long as we use that funding for transportation we can decide where we would like to specifically direct that funding for what purposes great thank you and hopefully next year we can try again with that request for the mileage rate uh increase and hopefully we get that approved sometime in the future yes together any other questions for miss murphy on this okay so now we're going to go to 7.03 information item introduction to possible discussion of policies g p e c g p e c a e e a e e a a and g gbpd marie murphy director of policy and government relations good evening again so you have before you the red lines of the above title policies the policies were posted to the public for review i have not received any comments regarding the policies from the public however i would like to note that board president nigro reached out to me with some questions in regards specifically to policy gbpd this is the new policy that was intended to combine eliminate the three policies which were felt to be redundant and to combine it into one new policy with those questions that he had specifically in regards to medical marijuana and wanting to add in potentially some things from the policies that were eliminated we are continuing to work with our assistant attorney general on on fixing some of the language in in this proposed policy so i want to let everybody know that when this comes back for a second read this is going to be looking different than what it is looking like now simply because we want to make sure that uh when we are doing uh drug testing of our employees that we are covering all of our bases and taking a 360 degree view on that uh thank you ms murphy and i just want to elaborate on that i mean some of the policies you see that several of them were just wholly eliminated and then there's this new proposed unified one um you know but there's some some holes in it um that we need to fix i mean one of them is you know under the influence of alcohol and under the use of drugs are defined defined in the policy but they're not used anywhere in the policy um importantly there's no prohibition of an employee you know reporting for duty under the influence of alcohol or drugs it's just our prohibition of them making using manufacturing those drugs while on duty while on campus so you know we need to we need to certainly fix that hole you know the the existing policy does account for the medical cannabis law that arizona has does not account for the recreational cannabis that was just passed a couple of years ago and we're going to need to account for that so we'll need to again medical cannabis users have certain labor and employment protections that we need the policy to reflect as for recreational users that's a stickier issue my understanding is that we can treat recreational cannabis use just like other illegal drug use so if there's a test that that shows a metabolite of cannabis that um you know that that would be the same as another a positive test or another illegal drug or we can treat it more like alcohol where you can't be under the infl again after the policy is updated it can't be under the influence of alcohol at work or on duty or around children um or you know while on premises um but uh we wouldn't um you know take advantage action if there was a you know metabolite found from you know consumption that was that was off off duty and not done children not on premises etc uh and i really want to see and and so that the board can have some input on that um i really want to see what asba says if there's a best practice out there that they published what they think i want to see what the board thinks on that because that's something that we'll have to wrestle with with this with this policy whereas on the medical side i think we have to mirror what the medical cannabis law says about you know what the certain protections are and again i think that's limited to intoxication you can't be intoxicated at work and you can't have toxic metabolites in your system while on duty but if there were metabolites found we may be prevented in some circumstances from taking adverse action the other part of is we want to make sure that we're covering abuse of otc drugs as well although they can be abused abuse of prescription drugs and even there are some prescription drugs that are taken as needed to treat a medical problem under the supervision of a qualified practitioner and they still might impair certain you know the operation of the machinery or driving or other things like that so we need to make sure that we account for all of those things um in this policy and at the same time you know we need to make sure that that if there is an employee that has a substance abuse problem that we support them and they're getting help and treatment for that that's in the proposed policy but you know again just to reiterate that that that we are um supportive of uh employees that that have a problem and that uh seek treatment and seek help to to remediate it are there any other questions about that yes this is board member chance i have two things is there any consideration or referral to adoa policy on this topic they do have some very specific procedures as supervisor as a supervisor i have to follow and we have to make sure that our our policies are in alignment with adoa as well so in answer to that question board member chance asdb is not considered a system a agency and because we're not a system a agency we're not held to um 80 ways personnel rules now um we can certainly if there are um policies or procedures that we think would be helpful that could be of use to us in general application we certainly can adopt some of those um policies and practices but as a general rule we're not required we're a little bit different okay thank you for that information i appreciate that i do think it would be worth taking a look at the 808 policy just in case there's something that they have that we think is great we wouldn't have to reinvent the wheel we could use it or borrow it and modify it to include certain uh things like medical cannabis if they already have if they have something that's tested and it's worked then we definitely don't need to reinvent the wheel now as i'm looking through the policy i don't see anything about the eap the employee assistance program or any supplementary resources or services to provide support i think it would be important to include that in policy and procedure that way staff is aware that the eap is available to them and supervisors should also be recommending the use of eap as much as possible i know that human resources does an excellent job of publicizing eap services what i would say is that if we want to include information about eap services that that would be something that would probably be a little bit better suited to a regulation um so we're we're certainly i'm certainly open to that so we i understand that we need to do a little bit more work on this particular policy and yes thank you this is um sukay i am really just in support and i second what board member jan said i think there are some adoa policies that would lend themselves very well um whether or not um aseb is a system a agency and i i would say that the alcohol and drug policy would be one of those thank you get any other questions for ms murphy okay thank you miss murphy um next up is 704 cons this was on the consent agenda item approval policies gcd and gcch marie murphy director of policy government relations this was on the consent agenda item and now it is not um so these these particular policies cover um situations for individual asdb staff members gcch covers bereavement leave and the main difference that is being proposed with that particular policy is that staff members uh will now be expected to require some kind of um supporting documentation by submitting a copy of an obituary a prayer card copy of a death certificate basically just to verify that there was actually a death in the family and then gcd discusses annual leave and holidays and the main difference in that that we're proposing is that a non-exempt employee will be compensated hour for hour of additional pay at the current hourly rate and working on a holiday has to be approved by the superintendent or the designee go ahead thank you president nigro what prompted the revision of this policy how did this come up this policy was revised at the request of human resources oh and and uh director piott would like to go ahead and offer you a little bit of additional information on why anita piatt here are you referring to both policies or one in particular both policies okay so for the bereavement leave historically our policy has always stated that you could only have one a year and so with the covet pandemic there are situations where employees were you know losing family members in multiple situations and so it was a hardship and so that's why we updated that policy and what was the reason for the second policy so for the second policy for the holiday leave we wanted to address that staff members if they were going to work on a holiday it had to be approved meaning those were essential um functions that needed to be carried out over a holiday and so that's why that was changed great thank you for that first one some of the questions that i um had were answered by the uh answer that i got i did i didn't realize that we weren't under 8008 it does make sense now now that i know that are there any opportunities or were there any opportunities to compare this policy to adoa's policy for example uh adoa says that if you have any out of state travel is a mandatory five-day bereavement something like this should be at an individual discretion if something occurs then it would be a three-day bereavement if something else occurs then it would be a five-day bereavement for example yes we did review ada's policies and so i believe ours mimics there's where it's um three days for in-state and then five days for a out-of-state or longer travel time right but in here it says may approve and i do have some concern that if a person is out of state and if there's an out of state death and the person puts in the request and it is denied i would don't think that would be fair or reasonable i think that there should be certain language in here for out-of-state travel just making that note to the board um we uh it's certainly possible that we can pass this policy and then ask for another one to account for that come back next next time and i guess i would say that because it says may approve we wouldn't want someone to think automatically based off where the funeral is at obviously out of state would be five days but if there's an exceptional long travel time let's say somebody lives in tucson and they're traveling to the four corners that they may not be going out of state it may be still in arizona but that's a far distance to travel for that that funeral exactly and that's why i think that it should be more clearly delineated that way it's not at the discretion of an individual if it's let's say more than a four hour drive hypothetically then that would make more sense if it's out of state that makes sense i i don't want it to be a decision that's made at a lower level and not have it be equitable i want everyone to have the same benefit from the policy so for the extent for the extended leave for bereavement leave that would be need required to be proved by the superintendent and or the designee but again in here it says may and so i know that the adoa regulations say or policy says that if it's an out of state death they automatically are given five days of bereavement to keep things equitable and i think that in here you might want to say all right testing okay okay so for example this is only a hypothetical if it is a for if someone is going to a funeral that's four hours away then they would be given two days that way it's more clearly defined in the policy so just to clarify what you're recommending is to put in there that the the um approval of additional days would be for four hours or more is that what you're recommending i think it could go one of either ways if an employee has an out of state death i think that they should automatically be given five days which would be in compliance with the adoa policy that's already in place it's and secondly or you know this is another option if someone had to go somewhere and let's say it was at least four hours or further away then they would automatically be given those five days i i'm working with hypothetical numbers here and i think that's something that could be uh worked on but the term may in there does make me nervous i think that there should be certain parameters that if a then b or if c then d someone is given three days or five days okay okay um it has been another hour and fifteen minutes so we do need to take a break for the interpreters so let's hold that thought and come back at 6 57.

also we want to ensure that the updated classified salary schedule structure supports any future adjustments for minimum wage increases we've identified position classifications in grades one through nine and are addressing the salary compression by aligning entry level rates with market studies and giving increases to current asdb staff members based on the years of service with asdb these positions include administrative support instructional assistant technical aid residential security transportation and entry-level support for business services human resources and facilities the salary adjustment will impact a little over 200 staff members and will range between anywhere from zero to five percent depending on the staff members years of service with asdb so to summarize for this fiscal year the following will be implemented all staff members as we know will receive a 10 increase to their base pay effective july 9th 2022 staff members in grades one through nine on the classified salary schedule will receive is anywhere from zero to five percent based on their years of service which will take effect july 24th of 2022 teachers will be granted an additional step on the teacher's salary schedule which will also take effect on july 24th of 2022 in the next two years we will be addressing grades 10 through 22 on the classification salary schedule as well as other salary schedules to address a more holistic approach to our compensation structure that creates a consistency of application among the salary schedules our overall salary schedule analysis and restructure is to ensure grades align with the market salary benchmarks levels of responsibility placement decisions assessed by education and experience with the maximum placement defined this means that staff members will not be compensated over the maximum of the grade in the salary schedule and will be redlined in 2024 and finally adding a planned schedule of market benchmark reviews to cycle through all positions every three years there may be occasions where in-range adjustments are warranted to resolve compression issues to align with external markets in highly competitive situations or to resolve pay equity issues at this time i like to make myself available for any questions that you may have are there any questions okay um i have one good this is board member chance sorry president nigro this all looks great my only question for you is are there any thoughts or opportunities or potential discussion on how we can assist instructional assistants to get them scaffolded to become future instructors yes with the changes that we're making currently in the classified schedule we are creating a career ladder for instructional assistants to move into other positions with also the intent to help assist with teachers i know we have done that in the past with several instructional assistants on our campuses that have become teachers thank you okay any other questions okay uh thank you uh miss maya thank you uh next up is 701 information discussion 2021 2022 strategic plan and dashboard uh superintendent reichman although i believe um courtney fritz is going to be presenting this as well yes hello this is superintendent weissman i will turn this over and miss courtney fresh to give you a summary overview of the first year report of the strategic plan and hopefully her audio better than mine hello yes hello this is courtney fritz can everyone hear me okay we can okay great and i will also try to speak slowly because i have a tendency to speak too fast good afternoon for president nigro members of the board superintendent reichman assistant superintendent cooper and assistant superintendent martin it is my pleasure to share with you today an update regarding the ascb strategic plan as you recall the board voting to approve the new strategic plan in may therefore this evening is our first year report of working with and reporting on the various measures within the strategic plan i have been working with agency leadership and key asdb staff members in order to compile and report data within the strategic plan for both 2020 2021 as well as 2021 2022 school years during this time erin moya and i have worked extremely close together to ensure that the data recorded and the format for the strategic plan could seamlessly be loaded into a dashboard on the asdb website i am happy to report that not only do we have a comprehensive 75-page strategic plan document we also have a very user-friendly dynamic dashboard i really want to tip my hat baron and all of the work that he did to transform the data into a visual representation that is easy to access easy to navigate and easy to understand you should have received an updated copy of the strategic plan in your board materials as well as a link to the ah ascb dashboard as linda mentioned there was there's a lot and we're certainly not going to be able to unpack it in this couple of minutes but there are a few things that i really wanted to pinpoint and highlight for you most of the data is reported following the school year calendar for those items you will see the data points referenced in school years such as 20 and then 21-22 however there are some data points that more accurately align to the fiscal year calendar and therefore we did not change those and force them to fit in the school year calendar date for those items you will see sy21 to represent fiscal year 21.

okay everyone it is uh 6 57 we are at approval of policies um so i know that there's been some discussion of potential amendments to this um you know one option is just not to pass policies right now and have them come back next time in september the other time is to uh pass one well right we can pass one or both um and then have another amendment uh come up at the next meeting you know it's really up to the board this is board member chance president nigro i move that we pass that we approve both of the policies with the understanding that we would like to have the opportunity for continued revision on bereavement leave and that's something that we'll talk about get updated language at the next board meeting can we pass a policy that we're not accepting no we can pass the policy and then they'll be further provisions okay gotcha all right okay yeah the other part is not really for the motion it's just awesome so i'm just saying we're gonna um the motion to clarify is to pass the policies but the staff understands that further revision is likely gonna be warranted or at least explore to the next meeting this is uk i second that motion uh all in favor aye aye okay any opposed no and then we're going to go on to 705 information discussion item on votes person position superintendent reichman hello this is superintendent reichman i will take this brief i just wanted to share with you the board of directors that we have just hired a new unboxed person for asdb this person is miss donna williams you have her bio in the board docs agenda please take a few minutes to take a look at that he is a classic practicing attorney that focuses on conflict resolution outside of the courtroom she has expertise in mediation she works with individuals organizations and small businesses to resolve conflicts using specific mediation techniques she happens to be an instructor with the university of phoenix she teaches courses on criminal justice effective communication and mediation she also works with the arnona department of education she works with parents who have children with disabilities who are disagreeing with school officials on idea requirements and services being provided to those builders in public schools she served as a mediator in those situations to resolve those conflicts so she has considerable special education expertise there's a bachelor's degree in sociology from university of california in san diego her law degree is from the university of california davis she is licensed to practice as an attorney in nevada maryland and in arizona she will begin to work with us next week monday july 11th i will be sending out an email to the agency sharing information about miss williams to the agency and to the community as well as contact information and how to reach out to her yes questions from us that staff would like someone to speak with as well as other stakeholders including the community and that's what i wanted to share with you this evening no action required just for your information thank you superintendent are there any questions for the superintendent this is linda i just have a couple of things that i'm wondering about and i and i may have um overlooked this from previous conversations uh i think that this came up a couple meetings ago and a lot of that information has left my mind i'm wondering about the frequency of work what do you have in mind or what is the agreement with ms williams and what would her compensation look like how has that been arranged just as a board member i would like to know that information and please do forgive me if this is something we talked about and i just forgot there was a lot going on in those previous meetings all right um miss williams is working part-time she can work up to 19 hours a week we are not providing benefits we are giving her a direct hourly rate i cannot share that information in this public forum but i am happy to share that information in an email to the board [Music] okay thank you i appreciate that are there any other questions casing none we're going to go to 7.07 approval of minutes of the regular board meeting of may 5th 2022 the special board meeting of may 25th 2022 and the finance committee meeting of april 28 2022 this is on the consent agenda and now it is not okay um if there are no comments i move that we remember james sure thank you president niagara just trying to get that document pulled up appreciate your patience i'm looking through the meeting minutes and i noticed that there was one objection that was noted in the minutes many of my other objections on specific policies and issues were not included in the minutes i do think that is an important thing that we need to include for the record i would like because i made comments when i made my objections and i think it's also important to include some of that negative language that was used um is there a negative language in particular that you are uh would like to see in there yes i can give you an example terms like being ridiculous terms like being called an things like that that's important i'm sorry who i don't recall that ever being said by anyone at the meeting it is on the record it is on a recording so it is there and i i was able to view that and who okay it i i watched it afterwards because i was unable to and it is on the recording i i'm not sure by whom but it is on the recording i'd i'd like to go back and take a look at that um you know in terms of the the specific um you know uh points i think we can we can update that um and we can go back and look at the recordings anything in particular like to have on there for the other ones we can move to accept the other minutes okay so i moved to except minutes for april 28th and may 5th okay uh all executive okay all in favor aye aye aye any opposed no okay um 808 call the public call the public on non-agenda items we have two that were submitted and sue k will summarize they're they're actually very different the first non-agenda item was submitted by marcus titus in regard to the assistant superintendent um so the overall concern is that um the changing environment of asdb as far as the number of students dramatically dropping here on the the campus and in the residential programs and the concern of how to either a increase those numbers or make this a viable campus again and they're just their concern of wanting to see this be a place like it was when they were in in school here um and the second is a comment from samantha moore um in re and the subject line reads board president needs to go um and it just in summary it is saying that president nigro is oppressive and has discriminated against the death he did not listen or handle board meetings effectively with deaf board members and this is how he acts towards the agency that will impact the campus as a whole uh thank you and then we go to 8.02 discussion possible auction item agenda items for the next regular board meeting scheduled for september 8th in tucson and we're post work study on the master facility plan uh so here sorry it's been a three-hour meeting [Music] well i was just going to introduce the item so we have um you know potential agenda items for september um and then uh in tucson it looks like october 20th we did a doodle um poll before the meeting uh looks like october 20th is going to be the date for the master facility plan work study session as i mentioned the master facility plan is going to be a big push for the second half of the year and then going forward it was the one to find where it is likely going to be the one finding uh from the auditor general um is the uh that we have to address the facilities and again when we get that report uh in october we'll see in great detail and the board will get a draft of that um you know in advance um the agency to my knowledge has not gotten a draft yet we only have those um uh oral summary of a preliminary finding so there'll be a draft and those a whole process before we get to final but that final should happen in october so we'll have some weeks to review it or some days to review it in detail but again that's going to be an important thing is to take a look at our facilities plan and try to move forward president nigro this is uk this is something we have brought up kind of here and there in board meetings in the past and i know that superintendent reichman has held town hall meetings for community stakeholders i would like to touch on that again and again suggest that [Music] that there be board involvement in those one of the things i think just based on the comments that have come up in recurrent meetings i think one of the things that we need to address in a town hall kind of forum is sort of the evolution of asdb i think a lot of the concerns and comments that have been brought to the attention of the board based on how asdb used to be and how vibrant it used to be as a campus i think the community needs to understand the responsibility of asdb under idea as opposed to how it might have run prior to idea and public law 94-142 i you know understanding this as being a least restrictive environment and how that needs to be identified before students can be here i think is some of why we see some of the the comments that we keep getting so i think if we could address that possibly in a town hall where um superintendent reichman kind of does an evolution and possibly have board there to hear community concerns and even ideas and suggestions for how we should move forward i second that and i'm in support of that as well this is linda i support that very much okay and then linda i think earlier in the meeting you had mentioned you wanted to have um you know perhaps a small work study on the strategic plan is that is that correct yes okay um if the board would like to do that we can i don't know that i would call it small but i would like to have okay sure um we can do the the doodle poll again um i'm not sure when the timing of that will be it will probably be in late november or early december based on our current schedule um but we can we can do that and then set the date via the doodle poll like we normally do okay sounds good thank you thank you i do actually have one more thing that i would well a couple of things that i would like to mention sure i'm not sure if this would necessarily require any action but at least for some discussion um i i've not always known whether something should be an agenda item or something should be a work study item but there is something that i've uh discussed with superintendent reichman um so when it comes to a policy establishing a new policy or changing an existing policy policy if i recall um and if this is a memory that has stayed with me from when i first joined the board my very first year on the board there was a policy committee and i do remember sitting on that policy committee once wanting to learn about that and i sat with a couple of board members here who who are here present currently in this meeting um and what i'm wondering is does that policy committee still exist or where are we at with that um so i would like i would like to see that policy committee function continue to function i do think that like with our finance committee and um having a policy committee to have more in-depth conversations um and be able to bring back information and recommendations to the full board i think that would help us run more efficiently and effectively and stick to um to more efficient timelines and so that's something that i wanted to suggest it was erecting that policy committee media or policy committee that doesn't currently exist and if it if we could then i would like to stay on that and have a couple other board members join me i'm not sure what needs to happen in order to for that to occur president sure so we can agenda is that for another meet for the next meeting um but the you know the the short answer is a number of years ago um someone who's not the former president of the board who is not on the board right now um kind of in a in a meeting just said okay we'll have a policy committee and you know you two are on it um and that was uh and that that's what he said um as we looked at it later um the you know there is a policy that uh says there that the special president formed committees um should be uh for special purpose and should be ad hoc and for a limited time and have a set end date that the only standing committee is the finance committee so to continue to have a policy committee or to have a policy committee we'll need to update our other policy that says there's a standing committee of finance and then there's a standing committee of a policy committee so we can do it if the board wants to do it but we have to change and i don't know the number of the letters of the policy offhand but we do need to change that to make a policy committee as a standing committee that doesn't have an end aid and isn't for a specific purpose um just also for a point of clarification that we as as david said it was sort of just fallen told um previously and but there are a couple of us that do um do read-throughs and ask questions and provide comments and feedback to maria murphy when she is doing red lines um so i i and i'm one of those people um so i i don't know if that is what you are meaning or if you are looking to have a specific committee that meets on a regular basis to discuss the policies or to just discuss the the changes that the hr team and maria murphy are making to policy so i'm i guess i'm asking for clarification sure yeah absolutely um i would like to be able to ask more questions and um and get into the why of certain things and get clarification and have time to have that conversation outside of the regular board meeting we can bring that information back um with you know three committee members um and i think it would be more efficient in terms of time and give us a little bit better balance or more fairness in examining those policies i think i think a three-person committee is sufficient um and you know if we are able to express our view and take the time to really talk through it um you know i think that we would preemptively address a lot of the questions and concerns the board might bring up in a public in a policy conversation at a board meeting right and so it gives us an opportunity to have different views shared so hopefully that makes sense i agree to take that clarification okay um thank you we can um superintendent uh right if you're gonna make a note to agenda is that for the next time uh to change the policy at least talk about it um you know i add that anything on you know that this agenda goes up usually before you know the friday before meeting uh you know you can always email anyone any of the staff um if you have any questions you can email ms murphy about a policy or or anyone miss cooper mr martin the superintendent right men you can always ask them questions about why is this on here what's the back story here what's the context help me you know help me understand this um i do understand what you're saying i am if we couldn't ask those questions in advance and things like that and i think that it has a bit of a different feel than three people sitting together and really talking through things in that moment it's a much more organic conversation rather than i send an email and they get an answer and then they send another email i want to see those different perspectives and i want to get into a dialogue about some of these things and for myself as a deaf board member um i i feel like i really want to have that that contact that eye contact that physical contact where we can be together in a room and really and feed off of each other learn from each other i don't want to be isolated um and have that siloed kind of information sharing only if this is the right question is asked at the right time i think it would make it more collaborative and so that's why i brought that up so i have a follow-up comment if that's okay sure yes okay thank you i have discussed that with superintendent reichman um i want her view um her input and i feel like um as a board member um it could be a work study i'm not i'm not entirely sure um i know that we've got a lot to do coming up in terms of work studies already but in terms of the board and the school the agency staff as well and i'm sure sue k is aware i would like to look into what is called power privilege and depression plus autism that could be a workshop or a training or that kind of concept i think it's important for us to sit together and talk about what those things mean power privilege oppression autism and i think for the board it is important to to sit and listen to um to that information and so um you know i would like to know from the superintendent what her vision is i know she's had some ideas on some work that she's been doing and i want that to be on the record so thank you this is the internet's weightless those speaking to power privilege and oppression we don't have formal training specific to that we are developing and have developed training pertaining to the deaf community the deaf culture and american sign language that we're beginning to provide to these staff members as they come to asub as new employees again we're on the front end of rolling that out but obviously when we talk about the deaf community the deaf culture in american sign language the topics of power of tribulation and oppression are intermixed into those discussions i looked at and i have spoken about this before and one idea that is being presented is some kind of cultural awareness sensitivity training to the board of directors as a collective and if this that interests board members individually and collectively i am certainly open to researching training opportunities and setting those up for members of asub board of directors thank you this is linda thank you superintendent reichman um and that is exactly why i brought this up because now i as a certified deaf interpreter um and sue k as an interpreter as well working outside with the community are finding a lot of discussion about power privilege and oppression and this is a very important topic and we're having to do a lot of self-assessment and self-reflection um it's making us better making personally me a better interpreter and i think that it would be a great thing for board members to dig into and i think most of the board members on this board are privileged if we're being honest um and i won't i won't speak to power and other things but i do think that it's important that um we are able to have that conversation so we can ensure that we're having uh showing mutual respect for each other and that we are a strong leading body and so that is some training that i've had to take um online and i um it has been very useful and i thought that those perspectives might be useful um for the board in my four years here i have seen um i've seen a need for that i think that it's an issue that needs to be raised and superintendent thank you for um listening president nigel uh i will turn it back to you thank you thank you can i add one more piece to that um in support of what linda is saying i think also um you know we i have brought it up here in regards to the um ombudsman position i i think it needs to be a larger agency goal as far as diversity equity inclusion and accessibility and i think as board members we need to make sure we are doing our part to emulate that as best as possible and be role models in that way and i i would support any type of training that as a board member that we could participate in i know that there are um there's things out of harvard and a few other places on implicit bias assessments and then follow-up trainings and things like that and i i just think it would be good for us to sort of do a little self-analysis and check ourselves all right thank you sue kane you know with that i'll move that we set the proposed work-study uh for october 20th and that we have one at a date to be named later about the strategic plan and the progress thereof this is board member james i've been thinking since linda and sue k made their comments also prior to the meeting a community member did come up to me and give me their thoughts and their opinions uh it was a staff person who told me that the the board is dysfunctional and that was something that was brought to my attention and so i feel like maybe a board retreat might help bring the board together and it was really a valid point and a good suggestion something that i've been thinking over and especially as linda and sue k made their comments i suggest that the board takes some time to get together privately and to talk about why we're here you know we're here for the kids and the executive team is here for the kids the staff the teachers those who work in transportation instructional aides support staff we're all here for the kids and so we need to get back to a position where we're remembering the reason that we're here and we're here for the kids and it's something that we always need to keep in the back of our mind and so i suggest that we perhaps consider a retreat or some opportunity to get together to talk things over because whether we like it or not part of that sunset audit and part of the master facilities plan will require some tough decisions and we want to be able to make those decisions with the kids best interest in mind and we need to focus on our ability to work together to get that to that place okay um we uh we certainly can do that in the the context of the november december meeting um you know again it can be in private it's got to be open um doesn't necessarily have to be broadcast or recorded but it does have to be open to the public and properly noticed president nigro we have done similar to work study as a retreat where it was open to the public we just did not allow for let's just say we were able to contain commentary and include public in part of that discussion yeah no no we've certainly done it before we can we just you know we have to follow the rules yeah agreed okay i mean we can certainly do that on the meeting for the strategic plan so again i've moved to set that meeting on a date to be determined and set the october 20th date for the master facility plan is there a second i second uh all in favor hi hi hi any opposed no okay um action item 9.01 at german this is commissioner james oh sorry yes pv thank you just wanted to i wanted to make sure that we continued the discussion for future agenda items for future board meetings there are two things that i think are important that we need to consider as future agenda items first i think as a board we do need to get together and consider possible ramifications of policy changes when it comes to contracts i we may need to get the assistant ag feedback on that i want to make sure that we're all on the same page with the common understanding of our responsibilities when it comes to the contracts make sure that we have full understanding secondly we also need to recognize and understand excuse me sorry that for language acquisition we are actually incorporating early learning and that we have something on the agenda to talk things over so we can see those specialized services identified and provided for early intervention for those who are birth to three plus for those who are in preschool i also would like to continue the discussion of the asl specialists in the k-12 arena and also the funding sources and that could be something that the finance committee could talk over i thought that uh that was a decision that had already been made i thought that we were already providing that service in early intervention but we are not providing those comprehensive services like o m evaluation services for students who are blind but those are services that we should be providing to the students students long before they come onto campus when they're in that home environment so we need to have a discussion about how we can ensure that those resources are in place in those areas that's an area that the board needs to take action to address okay um superintendent cube no not the same i know we're going to 9.01 action item adjournment um you move to adjournment i do move thank you sir a second this is uki second uh all in favor say hi hi any any opposed all right all right uh thank you everyone uh thank you to the staff i know we're back in person again thank you for producing a great meeting [Music]

since we just just last week for this week's broadcast fiscal year 22 that data is not included in the update that you received we do anticipate most of those items being completed this month but there are a few related to finance in the business services department that might not be ready till october the post-school outcome [Music] cso data is also not completed for the 21-22 school year yet the itinerant program and the campus program do have last year's data included in the update but they are following the timeline provided and requested by adb so the time frame or the window opened in june and it will close in september therefore the data will be completed no later than that september due date also included in your board docs is an overview of the due dates for pillar one we have that information for the other pillars as well and this is just an example to show the master timeline that we have and that we are following to make sure that each data measure is reported on time throughout our workfield there were some minor changes you know the strategic plan was set up with that thinking in mind but as we started to work with it there were some minor things that needed to be tweaked if there were minor edits on the measures you will see that representative with an asterisk that says chart revised was the date to indicate when it was changed there have been some discussions regarding the need to significantly change how some of the data is reported up until this point that's specifically related to the elt and itinerary program our goal is to present this to you this evening to hear your feedback and of course determine next steps but we would like to have any changes for the 2022-2023 school year done sooner rather than later so that the directors the principals know what that data collection looks like for the entire year in your board docs was a supplemental report for the elp program they are part of a new program and therefore wanted to provide a full comprehensive picture of their work this year versus just sticking with what was in the strategic plan j johnson has also worked on a draft proposal for the itinerant program which will include reporting iep goal attainment data versus the state assessment data that has been a challenge to gather from the individual school districts and ade for their district students as i mentioned our goal is to really fine-tune the data reporting within the associated plan so that it accurately reflects the work the programs are doing while also staying true to the format and consistency of the strategic plan this evening we are really looking forward to hearing from you the board in regards to what has been done thus far and the information that's been reported to you and so at this time i will open it up for any questions or comments you might have there any questions for courtney yes courtney and board members as well i do want to reiterate what i said at the beginning i didn't realize that i should have made that comment later on in the agenda um i went into a sprint rather than a slow walk that's what i tend to do so i do want to reiterate what i mentioned earlier in the meeting i do think that it would be valuable to us as a board to have some more in-depth conversation about this it was our responsibility to develop this plan it took us a year or longer and we have been very hopeful that it would work and so i really want to i know that so many people have worked very hard on collecting this data and working in the strategic plan um you did mention courtney that there are some specific deadlines and due dates um that that you're working within and i would really love to have time to um hear more from specific departments that are collecting and using this data so that we become more familiar with it and again being our responsibility as the board to create that strategic plan i would love to see whether it's operating effectively so i would like to ask president nico if we could create a work study session in the fall to have some more time to sit with the strategic plan report thank you linda we're going to be talking about upcoming work study sessions later in the meeting so we can take that out there and and i sprint it again i did it again are there any other questions i had a couple of questions and this is really more for superintendent reichman 2.23 a uh nb it looks like in ela and math we uh we we had a decrease over last year and wanted to know you know what we're thinking about what we need to do i mean that's part of the reason why we have the strategic plans that we we you know we don't know where the problems are if we don't collect any data so we did that and here we are with you over your data and now we can see where we need to focus our efforts so obviously that's one of my few others here um and again supernatural recommend you don't have to speak to that right now but i mean to me that's that's one of the areas where we need to focus our efforts to improve for next year i also would include um well we'll go ahead if you have any any responses to that superintendent yes this is superintendent reichman we are well aware of the ela english language arts and math scores and then do you need a really focused on that which is part of getting back to school improvement and this will be one of the priorities that assistant superintendent martin will be focusing on for the next year and beyond uh thank you superintendent um also maybe this is for courtney 2.24 a the itinerant data seems to be unavailable um is that because we don't have good data sharing agreements with some of the cops or is that for some other reason this is courtney um yeah the short answer i would say yes um jay johnson as well as other agency leaders have tried to figure out the best approach in gathering that data aeb has [Music] given different answers at different times but i believe it kind of all goes back to the itinerary program and the services they provide they are not the teacher of record assessing the students with the state assessment they are the provider for the iep goals as written in the iep uh that's the best oh sorry i didn't mean to interrupt you well no you can go ahead okay i was just going to say that the itinerary program has not been successful in getting the data directly from ade the other discussion has been getting the data from the individual school district and that has also not been successful right and if we if we thought it could be gathered that way there's discussion of it would it accurately reflect or measure the work that the itinerant program is doing and so that's why at this point jay johnson and his team have worked to propose looking at the iup goal attainment data versus state assessment data not meaning they're not going to look at it at all but if it's not readily available do we have other data that is readily available that we can use now to monitor and measure and look at the effectiveness of the program uh thank you courtney i remember at one point we did and again the azmerits evolved but years several years ago we did get easy merit data from the co-ops and also when we were having our lea not lea discussions recently you know one of the you know one of the pro lea factors was that we would own the data for the brick and mortar students um but that was mitigated i remember dr rex telling us that we could amend the igas pretty easily to be able to get access to that data and you're 100 right we don't own it the individual lease that we work with own it um but if we ask nicely hopefully they can give it to us in most places because i would like to see uh that data in the ituner again we saw it several years ago on uh azmerit scores um and that helps us give a you know a picture of who we're serving um in the itinerance you're right um you know the the instruction that the core academic instructions being done by the las in those cases and not not by our employees but we still want to see how those students are doing um so i think that would be important for us if we don't have it in the igs that we amend them to to get it so that we get a better picture of who we're serving and again you know the co-ops are serving around 2000 students a year so it's a it's a large cohort of uh children that we we need to be monitoring yes and i will say that although it's not the state assessment data we were successful in getting the pso data for the itinerant student so that is something positive that we're you know at least making some headway and are able to have that data at this time sure thank you um and superintendent reichman 4.2 the facilities plan i know we had that as part of our strategic plan it got delayed a bit for various reasons in the last year as we mentioned earlier in the meeting it's going to become much more of a priority the second half of this year getting that together in response to you know what the auditor general's findings are likely going to be so i want to make sure that we are on track again a little bit later in the meeting we're going to discuss work study sessions related to that but i want to make sure that we're you know responding to that appropriately so next year we're not you know we're not seeing it you know we see some significant progress in the next year and that in 4.2 um also on 4.4.4 that's the cost per student i don't see preschool included we probably should include that we have in our other previous finance report reports so i think that needs to be added back along with a weighted student number if we can the way the student number's in um it's like it's a couple of data points above that but if we add it i think would be easier to add it to this one so that um just like we can on the uh on the more detailed report that mrs cooper gives us we can multiply the cost per student by the weighted student number and get to the total programmatic budget president yes i have a question for clarification this is linda we had a little bit of a hard time hearing so can you go back to um the school started with the w i think the interpreters didn't catch it weights the weighted student number the weighted student number yes right if we can add the weighted number it's in the strategic plan it's just not also in that um you know in the 4.4.4 i think it'd just be easier to read if it were in there as well so it's easy to check you can multiply quickly you know these are the these are my weighted students this is my cost per student and then i get back to the total programmatic budget it's similar to the other reports that mrs cooper has given us and then um 4.4 sure i think you're bringing up some really good points and some great questions that i am very interested in knowing more about and i think you're sort of um giving me more reasons to want to sit down and have a longer work study session and look at a lot of these numbers in this data that is so important um i don't fully understand the struggle with um getting that state data that seems um yeah i wonder i wonder why that ade has made that so difficult and hasn't responded or has responded with different answers so we are under the department of education correct so i'm just struggling to understand why we wouldn't be able to get that data i mean so that's not correct we're not we're not uh an arm of the department of education okay okay so then that leads me to my next question um then why should we follow ade regulations if we're not under them so now now this is this is sukay i don't know if i'm are you hold on this is i think one of the points of clarification is the information that we are able to collect on the campuses as opposed to information that we can collect via the co-ops because this co-op students belong to their individualized districts those districts are the owners of that information and i think that is where we find it challenging to be able to collect comprehensive and accurate data on those students because they are not technically considered ours okay i understand thank you stephen this is board member chance is it possible to have separate agreements have separate igas to have a contract amendment if school districts decide to do that could we include language about information sharing that way we can get that information more easily through a contract agreement through co-op services pv this is david i believe that that it is uh when we update these igas uh periodically and we have i don't know a couple hundred maybe or or so um and that was one of the things that we were going to do were we not to proceed with were we not to have lea status we would have lost all the data related to the students that attend the brick and mortar schools and that would have made it much harder to track their progress um but the idea would be that we would include that in the iga agreements um again they're updated periodically could they be updated by it being an addendum all at once um that really depends on you know a school district by school district case i would like to do that or i'd like to see if that can be done so that we can get access to that data and we can better track the students that we serve in the itinerant program um you know but again as as sue kane mentioned um you know that student data is the school districts and it's it's not ours so they they could technically say no if they wanted to i agree and if the igas make it difficult to get the information then maybe we could consider putting language in the itinerary contract so when they agree to our itinerary services they're also agreeing uh as part of the contract to share data on the students who are providing those services too uh correct that is what the igas are they're inter governmental agreements between the school district and the agency to provide those services so we we should be able to include terms like that in the future great um and then one more just small item 4.4.6 it looks like there hasn't been any progress there um we we probably want to make some progress for you know for next year there any other questions about the strategic plan report the dashboard looks great by the way if anyone has seen the website it looks great i'm doing the pdf as well but uh that's just an excellent job on that i know it took a long time to put that together i know we've seen kind of the beta version of that in the past but it it looks pretty good it's accessible to the public this is really uh you know this is really great to see a year out from uh you know where we began and this is board member james thank you president nigro you stole my thunder there uh i appreciate that comment thank you and um two other things that i wanted to mention we need to be aware that we need to be careful with some of the data covid may have impacted some of those data points and so we need to be aware of that and we can't use that as the end-all be-all covet unfortunately significantly impacted deaf education and deaf education services so that's something that we need to keep in mind as far as future analysis goes the second point that i wanted to make with the ela and the improvement that we've seen we have been as an agency working toward this lea status and now that we know that we are a bilingual bicultural school we need to focus on english and asl and we need to formalize that instruction we have been doing formal english instruction and i think that this is a good time to start down the path of recognizing that we need to create a strategic plan for formal asl instruction to help those deaf and hard of hearing students improve their science skills and give them that language foundation that first language foundation will help them focus on their second language and they can't be formally taught english but only have social asl i think it's so important for students to have formal asl instruction as well what are we doing to make sure that we have formal asl instruction for the students if there is nothing i believe we need to address that gap to ensure that we are providing those campus staff the opportunity to pull in asl specialist to provide that instruction superintendent reichman can you respond to that yes this is superintendent reichman um right up until this point we've been focusing on establishing the basic curriculum if you recall we started with the english language arts curriculum english the first year i believe that was in 2017 2018 the next year we established the math curriculum the year after that the science curriculum and then the year after that is social studies we we then got products with the covert pandemic the shutdown of the schools so we have not yet really gone back to the beginning she needed the ela curriculum we have been working on what's called the bdc the bilingual glamour quick clip that uses american sign language as a first language to teach that as a language and to use it to scaffold english as a second language some of our teachers understood campuses in the elementary schools are using the dbcdc on top of the national geographic english curriculum not all of them are doing that so what what um mr dance is suggesting is something that we are working towards it's not where we are at today and some within the next year or so we need to start you visiting the entire curriculum model that we have and start from the beginning the good news is we spend five years into implementing the different curriculum whereas previously the schools didn't have formal curriculum at least for a time now we have formal curriculum in all the subject areas so with the new assistant superintendent martin you will have the opportunity to review and to see where we're at and then how do we move forward we also have in-house experts within the organizational development division with mr owen tata and his team of the education specialists that have been working on developing materials and training related tcdc the bilingual grammar curriculum and uh i'm speaking of specifically tina charlter rose andrea cola and indian michael olivier so we have the pieces in place now it's just putting them all together and that's those are the next steps for the agency thank you superintendent thank you superintendent i appreciate your comments and i agree with you i think that that is a good challenge for assistant superintendent martin to address as well i want to mention how critical it is that we have the experts who can provide asl assessment to identify language gaps and to also identify how we can scaffold their asl language to assist them with the bridging of the english language and as a board we should provide the same level of support to the lsl students and so when i think about the pdsd campus there are two asl special specialists there and we need more we need them to be an important part of the iep team especially when working with the youth at that critical language window it's so important that the children have the opportunity to have that exposure and to have more than just access to two asl specialists on a campus in theory we should be able to provide asl specialist services for the itinerary students as well if the iep team would agree that that service would be necessary so what is the plan to expand the asl specialist positions because i would like to see that number increase as of today we do not have a specific plan to increase the number of american sign language bachelet that said like i said we do have the pieces within the agency today that we didn't have five years ago so it's a matter of putting those pieces together determining what the gaps are and what resources would need to be reallocated to sell in those gaps we are just on the front end of doing that thank you super dent reichman are there any other questions or comments on this item okay as seeing them we're going to go to 702 information discussion item legislative update marie murphy director of policy and government relations good evening board members you have before you the abstract that i wrote providing a summary of the arizona state legislative session um assistant superintendent cooper uh covered most of the major takeaways for asdb so i do not believe that i need to guild the lily any further um at this time i would just like to make myself available for any questions regarding this year's legislative session there any questions pv yes this is board member james miss murphy i really appreciate your work and your effort during the legislative session i was a little bit disappointed to find out that the allocation for transportation costs were a one-time allocation do you have any idea or insight into why that was a one-time allocation rather than being a recurring funding source was there a reason given there was no specific reason given to me board member chance from what i understand the request that we made was a rather large request it was it was almost kind of like a moon shot um to put it in perspective we asked for around two million dollars in recurring funding when we were looking at hiring 20 additional teachers for the early learning program versus 4.2 million dollars recurring for transportation this year so i believe that they they wanted to do something to help us but i think that 4.2 million recurring was a pretty big ask and i think that this year we are going to be probably much more precise in what we're asking for with our decision package to ospb and we will come back again next year to ask for additional funding um you probably don't recall but the first time that we asked for the funding for the 20 additional teachers we were shot down but we came back the next year and we got it so we just need to make sure that we are being pleasantly persistent and i i feel confident that we we should be able to get something in in the future but yes i i understand it was a disappointment i was disappointed too great thank you does that include the mileage reimbursement request or is that a different request the so um house bill at 2566 was basically drafted in such a way that it looked at doing a per route mile and it also included increasing our capital outlay by tying it to something additional tying it to something similar to district additional assistance the one-time funding that we were given is a line item that just says additional transportation assistance for increase in student accounts so that i i believe that so long as we use that funding for transportation we can decide where we would like to specifically direct that funding for what purposes great thank you and hopefully next year we can try again with that request for the mileage rate uh increase and hopefully we get that approved sometime in the future yes together any other questions for miss murphy on this okay so now we're going to go to 7.03 information item introduction to possible discussion of policies g p e c g p e c a e e a e e a a and g gbpd marie murphy director of policy and government relations good evening again so you have before you the red lines of the above title policies the policies were posted to the public for review i have not received any comments regarding the policies from the public however i would like to note that board president nigro reached out to me with some questions in regards specifically to policy gbpd this is the new policy that was intended to combine eliminate the three policies which were felt to be redundant and to combine it into one new policy with those questions that he had specifically in regards to medical marijuana and wanting to add in potentially some things from the policies that were eliminated we are continuing to work with our assistant attorney general on on fixing some of the language in in this proposed policy so i want to let everybody know that when this comes back for a second read this is going to be looking different than what it is looking like now simply because we want to make sure that uh when we are doing uh drug testing of our employees that we are covering all of our bases and taking a 360 degree view on that uh thank you ms murphy and i just want to elaborate on that i mean some of the policies you see that several of them were just wholly eliminated and then there's this new proposed unified one um you know but there's some some holes in it um that we need to fix i mean one of them is you know under the influence of alcohol and under the use of drugs are defined defined in the policy but they're not used anywhere in the policy um importantly there's no prohibition of an employee you know reporting for duty under the influence of alcohol or drugs it's just our prohibition of them making using manufacturing those drugs while on duty while on campus so you know we need to we need to certainly fix that hole you know the the existing policy does account for the medical cannabis law that arizona has does not account for the recreational cannabis that was just passed a couple of years ago and we're going to need to account for that so we'll need to again medical cannabis users have certain labor and employment protections that we need the policy to reflect as for recreational users that's a stickier issue my understanding is that we can treat recreational cannabis use just like other illegal drug use so if there's a test that that shows a metabolite of cannabis that um you know that that would be the same as another a positive test or another illegal drug or we can treat it more like alcohol where you can't be under the infl again after the policy is updated it can't be under the influence of alcohol at work or on duty or around children um or you know while on premises um but uh we wouldn't um you know take advantage action if there was a you know metabolite found from you know consumption that was that was off off duty and not done children not on premises etc uh and i really want to see and and so that the board can have some input on that um i really want to see what asba says if there's a best practice out there that they published what they think i want to see what the board thinks on that because that's something that we'll have to wrestle with with this with this policy whereas on the medical side i think we have to mirror what the medical cannabis law says about you know what the certain protections are and again i think that's limited to intoxication you can't be intoxicated at work and you can't have toxic metabolites in your system while on duty but if there were metabolites found we may be prevented in some circumstances from taking adverse action the other part of is we want to make sure that we're covering abuse of otc drugs as well although they can be abused abuse of prescription drugs and even there are some prescription drugs that are taken as needed to treat a medical problem under the supervision of a qualified practitioner and they still might impair certain you know the operation of the machinery or driving or other things like that so we need to make sure that we account for all of those things um in this policy and at the same time you know we need to make sure that that if there is an employee that has a substance abuse problem that we support them and they're getting help and treatment for that that's in the proposed policy but you know again just to reiterate that that that we are um supportive of uh employees that that have a problem and that uh seek treatment and seek help to to remediate it are there any other questions about that yes this is board member chance i have two things is there any consideration or referral to adoa policy on this topic they do have some very specific procedures as supervisor as a supervisor i have to follow and we have to make sure that our our policies are in alignment with adoa as well so in answer to that question board member chance asdb is not considered a system a agency and because we're not a system a agency we're not held to um 80 ways personnel rules now um we can certainly if there are um policies or procedures that we think would be helpful that could be of use to us in general application we certainly can adopt some of those um policies and practices but as a general rule we're not required we're a little bit different okay thank you for that information i appreciate that i do think it would be worth taking a look at the 808 policy just in case there's something that they have that we think is great we wouldn't have to reinvent the wheel we could use it or borrow it and modify it to include certain uh things like medical cannabis if they already have if they have something that's tested and it's worked then we definitely don't need to reinvent the wheel now as i'm looking through the policy i don't see anything about the eap the employee assistance program or any supplementary resources or services to provide support i think it would be important to include that in policy and procedure that way staff is aware that the eap is available to them and supervisors should also be recommending the use of eap as much as possible i know that human resources does an excellent job of publicizing eap services what i would say is that if we want to include information about eap services that that would be something that would probably be a little bit better suited to a regulation um so we're we're certainly i'm certainly open to that so we i understand that we need to do a little bit more work on this particular policy and yes thank you this is um sukay i am really just in support and i second what board member jan said i think there are some adoa policies that would lend themselves very well um whether or not um aseb is a system a agency and i i would say that the alcohol and drug policy would be one of those thank you get any other questions for ms murphy okay thank you miss murphy um next up is 704 cons this was on the consent agenda item approval policies gcd and gcch marie murphy director of policy government relations this was on the consent agenda item and now it is not um so these these particular policies cover um situations for individual asdb staff members gcch covers bereavement leave and the main difference that is being proposed with that particular policy is that staff members uh will now be expected to require some kind of um supporting documentation by submitting a copy of an obituary a prayer card copy of a death certificate basically just to verify that there was actually a death in the family and then gcd discusses annual leave and holidays and the main difference in that that we're proposing is that a non-exempt employee will be compensated hour for hour of additional pay at the current hourly rate and working on a holiday has to be approved by the superintendent or the designee go ahead thank you president nigro what prompted the revision of this policy how did this come up this policy was revised at the request of human resources oh and and uh director piott would like to go ahead and offer you a little bit of additional information on why anita piatt here are you referring to both policies or one in particular both policies okay so for the bereavement leave historically our policy has always stated that you could only have one a year and so with the covet pandemic there are situations where employees were you know losing family members in multiple situations and so it was a hardship and so that's why we updated that policy and what was the reason for the second policy so for the second policy for the holiday leave we wanted to address that staff members if they were going to work on a holiday it had to be approved meaning those were essential um functions that needed to be carried out over a holiday and so that's why that was changed great thank you for that first one some of the questions that i um had were answered by the uh answer that i got i did i didn't realize that we weren't under 8008 it does make sense now now that i know that are there any opportunities or were there any opportunities to compare this policy to adoa's policy for example uh adoa says that if you have any out of state travel is a mandatory five-day bereavement something like this should be at an individual discretion if something occurs then it would be a three-day bereavement if something else occurs then it would be a five-day bereavement for example yes we did review ada's policies and so i believe ours mimics there's where it's um three days for in-state and then five days for a out-of-state or longer travel time right but in here it says may approve and i do have some concern that if a person is out of state and if there's an out of state death and the person puts in the request and it is denied i would don't think that would be fair or reasonable i think that there should be certain language in here for out-of-state travel just making that note to the board um we uh it's certainly possible that we can pass this policy and then ask for another one to account for that come back next next time and i guess i would say that because it says may approve we wouldn't want someone to think automatically based off where the funeral is at obviously out of state would be five days but if there's an exceptional long travel time let's say somebody lives in tucson and they're traveling to the four corners that they may not be going out of state it may be still in arizona but that's a far distance to travel for that that funeral exactly and that's why i think that it should be more clearly delineated that way it's not at the discretion of an individual if it's let's say more than a four hour drive hypothetically then that would make more sense if it's out of state that makes sense i i don't want it to be a decision that's made at a lower level and not have it be equitable i want everyone to have the same benefit from the policy so for the extent for the extended leave for bereavement leave that would be need required to be proved by the superintendent and or the designee but again in here it says may and so i know that the adoa regulations say or policy says that if it's an out of state death they automatically are given five days of bereavement to keep things equitable and i think that in here you might want to say all right testing okay okay so for example this is only a hypothetical if it is a for if someone is going to a funeral that's four hours away then they would be given two days that way it's more clearly defined in the policy so just to clarify what you're recommending is to put in there that the the um approval of additional days would be for four hours or more is that what you're recommending i think it could go one of either ways if an employee has an out of state death i think that they should automatically be given five days which would be in compliance with the adoa policy that's already in place it's and secondly or you know this is another option if someone had to go somewhere and let's say it was at least four hours or further away then they would automatically be given those five days i i'm working with hypothetical numbers here and i think that's something that could be uh worked on but the term may in there does make me nervous i think that there should be certain parameters that if a then b or if c then d someone is given three days or five days okay okay um it has been another hour and fifteen minutes so we do need to take a break for the interpreters so let's hold that thought and come back at 6 57.

thank you what really matters to me is my faith my husband or some daughters parents my family friends and colleagues and what brings a sense of joy and happiness is of course my husband and my daughters spending extreme quality time with my parents laughing with my teachers with my colleagues with all of you and disneyland i think i found out this year that that's when i had one of my happy spots to just forget about stuff yes i love it and then my 10 values that i eat contribution honesty humor kindness love persistence respect self-development spirituality and trust so what really matters is family and health happiness is um my achievement as well as helping others too much authenticity contribution encouragement excitement fitness friendliness fun patience humility and support just cruise over time so it matters um i said independence love honesty and forgiveness what brings the sense of joy is freedom family security true friendship and self-respect my values cooperation creativity freedom forgiveness honesty independence love open-mindedness respect and trust great so what really matters to me is family what brings a sense of joy and happiness my grandkids they really make me happy um but also seeing the lives that my own kids have carved out and seeing that they're doing better at the same age that me and my wife did so just seeing that they're able to do better than what we were able to do and hopefully that just goes along and grows my common values in order trust humor justice order honesty courage challenge assertiveness authenticity and equality thank you and since i get to pick twice i'll catch roxanna okay so what really matters to me is my family relationships faith respectfulness learning and optimism what brings me a sense of happiness is peaceful respectful interactions spending time with family and friends watching babies kids and people grow and learn and that excitement that comes with a new experience or profound knowledge values i have caring and kindnesses together contribution cooperation excitement honesty love persistence respect self-control spirituality and trust all right what really matters to me my family my work my education and my faith what brings me joy my kids my family green when i get a chance to and my pets um and then in no particular order my values cooperation curiosity friendliness humor independence kindness respect responsibility self-awareness and supportiveness good so we talk a lot about quality world picture and we share that with our staff and with our kids and we all with what we value and what really matters to us and what makes us happy is what we have in our quality world picture right we want to see happy kids or people practicing their faith or valuing cooperation and trust and building that so in quality world picture we know that what we value and what we need is not always what other people value and what they need so if i'm thinking about our team and where we're coming from our experiences obviously affect what we value affects how we act how we interact with each other what we say and do on a regular basis and sometimes when you're when you have people who are different than you are or the quality world picture is not the same that's where conflict arises so when you think about even kids in the classroom who you know the teacher values self controls in her quality world future but you have kids who lack self-control hence that's where the stress and the conflict comes in for the teacher right and having to understand what other people value what other people want or need and we know that kids and people misbehave when you're not getting what you need or when you feel people should value what you value or if you're feeling like i mean a lot of us mentioned the respect right so a lot of the stress comes when we maybe feel that we're not being respected or we're not being accepted or contribution you know i just came from a family vacation with my kids and my son-in-laws and the grandkids and i really realized how much i value contribution because when everybody on the team is not working 100 to get all the bags and the strollers and the car seats and the kids out of the way at the airport it's really frustrating and and you know that energy or that excitement of this goal and not everybody shares that is when there's conflict it's like okay let's get moving somebody's not doing it right so um again i just think it's very important for us as a leadership team as a school board to know where we're all coming from to know what we value and to respect each other's values and needs and that importance of what makes you happy is super important because we all need to go to our happy place and balance you know hence the other side when you look at what is it that you need and when we talk about you know being balanced the love the achievement the fun and the freedom and you can put all these things in categories and if you're not feeling that love and belonging that sense of achievement or having fun or having that sense of freedom to choose how you're going to do things how you want to do things how you're going to operate or manage then your scales are tipped and we talk about like the four days of a chair if you're off balance and if you're not getting one of your needs met we say your scales are tipped and you're not the best that you can be so just a reminder that we all need to work hard to stay balanced and to depend on each other when we're not when we know we're off you know to be able to sing and build that trust and that um that relationship with each other to say you know i'm you know i'm not my best right now because i do have things that i value that are stressing me out that are not going so well with family with friends i think that's one of the things with teachers you know that when we can really reassure them that we understand that their families are important their kids are important and that they need to take care of themselves and we can pick up the slack and do what needs to be done to help each other be successful it's very important does anybody else have any other thoughts as we did this exercise what you just said about knowing our values to respect each other's core values and get to know each other and which i think you can do there's always room to grow and when we have new people coming on board you know we talk about new board members on boarding and what we can do to make that build that sense of belonging and having people feel welcomed because it is you know hard just like it is for kids to come to a new school in the middle of their you know education because parents have moved their situations have changed and hasn't been able to understand that and have that empathy and do what we can in order to have everybody feel welcomed and respected anything else we have been working um as you know with generation schools network who came to work with us to kind of help us just put all of our work that's in our hands together in developing we've been working for measurable objectives so we wanted to share what we developed with generation schools network and larry martinez will be here on monday for our board meeting for any questions and we probably will share a little bit on the process of the work on what he observed in working with our um the teachers who came together on the last day of school and then you know we met as an admin team and then our team went to avid so um we really feel like we have a good road map to success what we'd like to do is review it um with everyone here and monday hoping we can make changes right now and hoping one day that we can get it um approved and also with the understanding that it is a living document and as we grow and as our goals change or percentages need to change with our achievement goals we can adjust it along the way okay so for starters we have our mission and our vision so we review this again and we review it every year with our kids with our teachers newbies coming in the continental school community strives to achieve excellence in academics life skills and character our vision statement building for the future learning cooperating and caring and it was yeah we had added and caring for all okay so um as you know we developed our governing board goals and they're there academic greater and excellent state minority learning environment and financial strength so as i was thinking about the fundamental way this is us and that's going to be our theme for this year this is us this is who we are this is who we serve this is how we operate and um and we are unique and special and different because we are rural and we are small and so we really wanted to emphasize this is us the district road back to excellence and um so as i was thinking i was thinking of the four a's so we know our goal is for an a letter grade we want an a plus state recognition we want awesome characters and our kids and our staff and amazing attitudes so i was just thinking of and albert put this little visual together for us on our district's roadmap to excellence and i think roadmap to excellence diana on the first page it says roadmap to success i think i like excellence better what do you think going down to excellence versus success okay so we can change that later okay so as we and what we did together as a leadership team when we took our board goals and then we added our um our our mentors so in goal one academic rigor and excellence establish expectations for increased student performance as measured by the state assessment but also ten percent of continental students grades three through eight as measured by aasa who were below proficiency in june 2022 due to proficiency and above in ela and mathematics by june 2023 um continental school as measured by double asa will earn an a better grade by june 2025 so when we analyzed the data and looked at progress we believe that at the very latest 2025 we will have an a better grade a monthly review of vacant and concentrate data 100 percent of continental teachers will monitor weekly bi-weekly student academic progress using standards-based formatives as measured by indicating that from august to may okay goal two safe and orderly learning environment can we talk about that yep can we go back to the first one yes um i'm on the ten percent is that impressive enough the reason the reason i say that is if we took our june results this year and if we moved ten percent of our of our kids in each grade level in from a low proficiency to proficiency we would increase our overall to just under 50 in ela and slightly over 50.5 in math um so we would still have half of our kids not meeting grade level standards in in math and english even if we meet that 10 objective well this is in one year though this is 23.

and his father fell and injured himself and albert's happy who was in the hospital community today and back so he also apologizes for not being able to make money but he'll probably call in so we'll just know it now but he'll call himself please enter the conference pin numbers you are currently the only person in this conference [Music] yes let's adjourn all right we'll do the pledge [Music] [Laughter] [Music] and miss kate so um um notifies that she will be she apologizes that she couldn't make it to the meeting today just for your information to the hospital has been for several days um concerning hopefully had some complications from culver that he had that's the situation okay thank no there's nobody on the line back we're going to do an acrostic with your name so you need to come up with a word for every letter of your name that describes you okay so for example in our i will say rowdy hang on now is rich doing rich or richard he's doing richard okay a word and this is supposed to describe ourselves yes something that will help us get to know you one word not like two uh this is an acrostic so when kids do acrostic poems they write a word and then they write words or phrases that we're supposed to write just write them on here so it's going to look like this okay all right it's probably easier if you do two words like you have to you call it's an acrostic across it and across the acrostic pole we should have these fancy things [Music] anxious amazing always always up at the crack of dawn um ambitious ambitious [Music] um to go after that too it enlighten you too okay are we ready who would like to start mindy since you are our newsfeed director why don't you introduce yourself and you can go first and tell us a little bit about yourself sure my name is mindy swaz i'm the new special education director i'm super excited to be a part of the continental family i've been working in education since 0.5 and i've worked in special education that entire time um various roles and so i'm excited to take on this new role um my i go by mindy so you'll see melinda on things here and there i do go by mindy so i put down a meticulous because you have to be pretty ridiculous in my chosen field innovative nice detail oriented and where were you before here i was in tusd okay i was at saguaro high school i've worked with a couple different districts stephen lee so i'm stephen i'm the director of transportation for my name i used selfless talkative empathetic personable hardworking encouraging and nocturnal nocturnal is my thing because i'm currently finishing my bachelor's i'm in my home stretch and the midnight one o'clock hour usually is where i'm done with homework and read that song thank you you could come watch some california you're saying um [Music] i've got art resilient i've got irritating i can h is humorous so i think i added a sense of humor i've got achieving i couldn't think of another r and i have d is dedicated good thank you that was the same as steven um team everywhere like you kids say you're everywhere um personable helpful excitable i can't watch scary movies jump out of my i have um nice ambitious lifesaver likable anxious and life would love working so and then i incredible all right thank you so i have rowdy outstanding extra energy for the x i don't know what else to do amazing with horses never negative and adventurous it's indiana and i put dimples empathetic analyzer nimble winning do you know what that means knobby do you know it means stylishly fashionable and adventurous all right my name is also steve but i think have some different ones out there but steady trustworthy earnest value and i put evaluation since we're evaluators that's a big part of our our job as administration r requires feeding e for energetic till about noon and w for y's but for something else thank you well i put keen okay i collected last a days rigid experienced and grown it's like but we are we're here to help you become gregarious and there was something in there about not wanting your help i'm fine okay good well just wanted to do a little activity so that you could get to know each other a little bit more and learn what an acrostic poem is i don't know the pressure that kids feel when teachers have them just write something think of a word think of anything next i have this values identification that i received at the asa conference that i thought would be fitting for our retreat and for our teachers as we kind of talk about what is it that we value as we work on our vision and our mission as we've developed our continental way our roadmap to success so if you could look at this and write down what really matters to you in your life what brings you a sense of joy and then below there's a list of common values and just circle 10 that are the ones that stick out to you as most important in what you value so we'll take five minutes on the front part and then for those of you super overachievers who work faster when you turn it over there's physical mental and emotional health and it's looking at these areas and where you are now on a scale of one to five and where you want to be in terms of a scale of wounded white and i'll set the title for eight minutes so thank you is sometimes i so mix so hmm foreign okay so [Music] there's water and snacks get two launches i showed you not again you never saw me the first time so okay third time who has a birthday closest to today and share their values and what really matters to them what really matters to you what brings you happiness and your top 10 values my faith family and patriotism what brings me a sense of joy and happiness is time with my family my kids my grandchildren relaxing with the rest of mind worship listening to music spirituality love industry humor honesty gratitude generosity fun friendliness and freedom okay good thank you we'll just go to your left unless you want to pick somebody i want to hear from our new board secretary so what really matters to me in my life is my family um and my goals and what great sense of joy it will be um spending time with my family and my pets and then would be for me top 10 would be gratitude forgiveness respect responsibility patience more courage authenticity freedom um and justice love kindness um independence which is more than ten yes oh yeah [Music] yes mrs kelly what really matters to me is family integrity being mindful my health what brings me a sense of joy and happiness is my family organization adventure art my top 10 values are adventure creativity curiosity fun humor mindfulness open-mindedness respect self-awareness and self-development all right well this is an easy one for the first couple okay entrance to our our operation at the mountain it says faith man and agriculture the three were taught that mean a lot to us myself and my family what brings you a sense of joy and happiness those three things as well as integrity let's see i'm going to start with the top ten freedom gratitude honesty humor kindness love trust authenticity courage thank you all right so my what really matters to me is faith family not agriculture community and recreation and what brings me a sense of joy are those exact same things they're interchangeable to me you can't try to focus on what matters is what makes me happy as well as far as my 10 acceptance adventure challenge contribution courage encouragement fairness honesty safety and trust top 10.

yeah so this is by next june right next to the the 10 so when we did this and i would say that the thing is most is it aggressive enough probably not is this attainable and doable yes right so i think that we're not saying we're not willing to go like our goal is obviously going to be always if we can move them further we definitely will but when you talk about strategic planning and goals 10 percent is a realistic goal when you think about the students and where they are meeting them where they are and making progress and and what this is saying is um we'll move to proficiency and above when we looked at the data we looked at the kids who were approaching and and the kids who were falling far below and how we can move them to the next step so it doesn't mean that the kids who are falling apart below you know they will have to make more than 10 progress but this is looking at our kids who are at um what is it at approaching to move into proficiency right so that's different than the falling part below is moving into approaching and the approaching moving into proficiency is there a specific standard um on aasa to earn an a letter they have it's it's that whole entire formula that takes they give you points for specialized kids the information there's just no specifics as far as what exactly you would need to do aasa wise to meet that criteria within the other ones well that's where when they give us what the what the breakdown is on when they do the formula and put in all the numbers and the charts then we will know okay like our letter grade of a b we drop from an a to a b because our approaching kids we did not maximize the points of the approaching kids moving to proficiency so then we know that that's the group of kids we really need to focus on because we did get all our points in the past for special ed students for ell kids for attendance for our kids who were already proficient being maintained but we dropped and lost points on our approaching kids so that's where you've got to kind of once the formula comes out which we're expecting the letter grades are to come out in september then we'll be able to further analyze the data and break down where the true need is but teachers get really nervous when we put goals like 15 or 20 percent when we looked at the data and you look at okay so ms webbos when we looked at the data we looked at third grade and we look at ten percent of the kids that need to move you can find those seven or eight kids and know okay we know that these are the kids that we have to watch it doesn't mean we ignore everybody but these are the kids are gonna truly affect our goal in our data i believe realistically it can be not just every teacher who could move at least minimal minimum 8 to 10.

thank you what really matters to me is my faith my husband or some daughters parents my family friends and colleagues and what brings a sense of joy and happiness is of course my husband and my daughters spending extreme quality time with my parents laughing with my teachers with my colleagues with all of you and disneyland i think i found out this year that that's when i had one of my happy spots to just forget about stuff yes i love it and then my 10 values that i eat contribution honesty humor kindness love persistence respect self-development spirituality and trust so what really matters is family and health happiness is um my achievement as well as helping others too much authenticity contribution encouragement excitement fitness friendliness fun patience humility and support just cruise over time so it matters um i said independence love honesty and forgiveness what brings the sense of joy is freedom family security true friendship and self-respect my values cooperation creativity freedom forgiveness honesty independence love open-mindedness respect and trust great so what really matters to me is family what brings a sense of joy and happiness my grandkids they really make me happy um but also seeing the lives that my own kids have carved out and seeing that they're doing better at the same age that me and my wife did so just seeing that they're able to do better than what we were able to do and hopefully that just goes along and grows my common values in order trust humor justice order honesty courage challenge assertiveness authenticity and equality thank you and since i get to pick twice i'll catch roxanna okay so what really matters to me is my family relationships faith respectfulness learning and optimism what brings me a sense of happiness is peaceful respectful interactions spending time with family and friends watching babies kids and people grow and learn and that excitement that comes with a new experience or profound knowledge values i have caring and kindnesses together contribution cooperation excitement honesty love persistence respect self-control spirituality and trust all right what really matters to me my family my work my education and my faith what brings me joy my kids my family green when i get a chance to and my pets um and then in no particular order my values cooperation curiosity friendliness humor independence kindness respect responsibility self-awareness and supportiveness good so we talk a lot about quality world picture and we share that with our staff and with our kids and we all with what we value and what really matters to us and what makes us happy is what we have in our quality world picture right we want to see happy kids or people practicing their faith or valuing cooperation and trust and building that so in quality world picture we know that what we value and what we need is not always what other people value and what they need so if i'm thinking about our team and where we're coming from our experiences obviously affect what we value affects how we act how we interact with each other what we say and do on a regular basis and sometimes when you're when you have people who are different than you are or the quality world picture is not the same that's where conflict arises so when you think about even kids in the classroom who you know the teacher values self controls in her quality world future but you have kids who lack self-control hence that's where the stress and the conflict comes in for the teacher right and having to understand what other people value what other people want or need and we know that kids and people misbehave when you're not getting what you need or when you feel people should value what you value or if you're feeling like i mean a lot of us mentioned the respect right so a lot of the stress comes when we maybe feel that we're not being respected or we're not being accepted or contribution you know i just came from a family vacation with my kids and my son-in-laws and the grandkids and i really realized how much i value contribution because when everybody on the team is not working 100 to get all the bags and the strollers and the car seats and the kids out of the way at the airport it's really frustrating and and you know that energy or that excitement of this goal and not everybody shares that is when there's conflict it's like okay let's get moving somebody's not doing it right so um again i just think it's very important for us as a leadership team as a school board to know where we're all coming from to know what we value and to respect each other's values and needs and that importance of what makes you happy is super important because we all need to go to our happy place and balance you know hence the other side when you look at what is it that you need and when we talk about you know being balanced the love the achievement the fun and the freedom and you can put all these things in categories and if you're not feeling that love and belonging that sense of achievement or having fun or having that sense of freedom to choose how you're going to do things how you want to do things how you're going to operate or manage then your scales are tipped and we talk about like the four days of a chair if you're off balance and if you're not getting one of your needs met we say your scales are tipped and you're not the best that you can be so just a reminder that we all need to work hard to stay balanced and to depend on each other when we're not when we know we're off you know to be able to sing and build that trust and that um that relationship with each other to say you know i'm you know i'm not my best right now because i do have things that i value that are stressing me out that are not going so well with family with friends i think that's one of the things with teachers you know that when we can really reassure them that we understand that their families are important their kids are important and that they need to take care of themselves and we can pick up the slack and do what needs to be done to help each other be successful it's very important does anybody else have any other thoughts as we did this exercise what you just said about knowing our values to respect each other's core values and get to know each other and which i think you can do there's always room to grow and when we have new people coming on board you know we talk about new board members on boarding and what we can do to make that build that sense of belonging and having people feel welcomed because it is you know hard just like it is for kids to come to a new school in the middle of their you know education because parents have moved their situations have changed and hasn't been able to understand that and have that empathy and do what we can in order to have everybody feel welcomed and respected anything else we have been working um as you know with generation schools network who came to work with us to kind of help us just put all of our work that's in our hands together in developing we've been working for measurable objectives so we wanted to share what we developed with generation schools network and larry martinez will be here on monday for our board meeting for any questions and we probably will share a little bit on the process of the work on what he observed in working with our um the teachers who came together on the last day of school and then you know we met as an admin team and then our team went to avid so um we really feel like we have a good road map to success what we'd like to do is review it um with everyone here and monday hoping we can make changes right now and hoping one day that we can get it um approved and also with the understanding that it is a living document and as we grow and as our goals change or percentages need to change with our achievement goals we can adjust it along the way okay so for starters we have our mission and our vision so we review this again and we review it every year with our kids with our teachers newbies coming in the continental school community strives to achieve excellence in academics life skills and character our vision statement building for the future learning cooperating and caring and it was yeah we had added and caring for all okay so um as you know we developed our governing board goals and they're there academic greater and excellent state minority learning environment and financial strength so as i was thinking about the fundamental way this is us and that's going to be our theme for this year this is us this is who we are this is who we serve this is how we operate and um and we are unique and special and different because we are rural and we are small and so we really wanted to emphasize this is us the district road back to excellence and um so as i was thinking i was thinking of the four a's so we know our goal is for an a letter grade we want an a plus state recognition we want awesome characters and our kids and our staff and amazing attitudes so i was just thinking of and albert put this little visual together for us on our district's roadmap to excellence and i think roadmap to excellence diana on the first page it says roadmap to success i think i like excellence better what do you think going down to excellence versus success okay so we can change that later okay so as we and what we did together as a leadership team when we took our board goals and then we added our um our our mentors so in goal one academic rigor and excellence establish expectations for increased student performance as measured by the state assessment but also ten percent of continental students grades three through eight as measured by aasa who were below proficiency in june 2022 due to proficiency and above in ela and mathematics by june 2023 um continental school as measured by double asa will earn an a better grade by june 2025 so when we analyzed the data and looked at progress we believe that at the very latest 2025 we will have an a better grade a monthly review of vacant and concentrate data 100 percent of continental teachers will monitor weekly bi-weekly student academic progress using standards-based formatives as measured by indicating that from august to may okay goal two safe and orderly learning environment can we talk about that yep can we go back to the first one yes um i'm on the ten percent is that impressive enough the reason the reason i say that is if we took our june results this year and if we moved ten percent of our of our kids in each grade level in from a low proficiency to proficiency we would increase our overall to just under 50 in ela and slightly over 50.5 in math um so we would still have half of our kids not meeting grade level standards in in math and english even if we meet that 10 objective well this is in one year though this is 23.

if you look at the climate survey every teacher says that every student has the ability to learn every student has to ability to learn almost 100 percent on climate surveys and if we changed our vision [Music] the success um i i i would think that our teachers would not be uh concerned about raising those and having them higher and more challenging just my feeling we spent a lot of time discussing the percentage um it's a difficult thing because we're not talking about just some staff we're talking about human beings children children come from broken homes children they come from you know they don't have parents at all moving them is not as easy as it sounds sometimes and so when we look at that ten percent i'll be honest we started down around four percent we also look at what's realistic whether what do we put out there that doesn't intimidate or make our teachers feel like we have unrealistic expectations you're a thousand percent right when you say our teachers want to move all of them there's a difference between moving them our goal is to move every single child and to make a year's growth in a year's time all of our teachers go into it with that goal but if i'm a fifth grade teacher and i have a kid that's coming to me at a first grade level and i moved him a year's growth where is he second grade finishing second grade when you talk about the state testing although i've done my job maybe i moved him 120 maybe i've gotten third grade when you look at the state testing he's falling far below i did my job as a teacher i'm dealing with a real human being who comes from doesn't know where his next meal is coming from we need to make our teachers know that our goals and objectives are obtainable for them but also challenging i believe that this 10 percent is going to be a challenge if it wasn't we'd be way ahead of it realistically we would be here 70 80 90 already if it wasn't challenging it is challenging therefore 10 is a pretty significant increase of progress in my opinion when you look at business or even even students we we do believe that we can break this down for our teachers i'm going to be honest when we roll this out to them completely that the uh staff training at the beginning here there's going to be a lot of people that are going to see that 10 percent automatically wonder if it's obtainable we've already got a plan for that to help lead and guide them and help them understand i want to be clear when we look at it um it talks ten percent of content on grades 338 measured by that who were below proficiency so it's not the entire student population it's the ones that fell below so we're talking about not moving all of them there but we're focusing on them you've also got to make sure the others don't drop right and so that's in there as well when they have to make where you're trying to pull those up we talked about we look at each grade level to make sure you know in each cohort what does that look like and it's i think it's a realistic we can sell it to our teachers that it's a realistic obtainable it also gives them we hope that it gives them the encouragement that they can do it do i believe that we're going to obtain more than the 10 i do but we also need to make sure we're not overwhelming and setting a bar that our teachers give up on day one in teacher orientation because they don't feel they can achieve 30 do i believe we can do it we have awesome teachers here i do believe that we're going to see some amazing growth with the strategies that mrs cuevas and mrs rico and i are are presenting to our staff this year and aligning our curriculum for the first time since i've worked here i can confidently say we're going to have two good curriculums for our core subjects and the first time in 15 years there's a lot of great things that are going to happen but we need to make sure that our teachers feel supported and that we're setting realistic expectations for that and i think steve you you hit it when you said we're only talking about the 10 who were below level so we're not talking about the ones that are already meeting the world so that will definitely increase our shall we also in tandem have an expectation on math growth so this is our connectivity movement yes sir even more than the absolute ada essay so so this is district goals when we talk more we have site goals right so this is based off of your district board goals that's where these goals are generated then we will have more goals that will be rolled out for our staff that will help lead them to meet this goal so there's underlying goals and a definite part of that you'll see later in the presentation we have stuff in there about and and map is hard and we'll talk about that in a little bit too on how we saw how the reports come in because it's diagnostic so it doesn't ever tell you how many kids reach proficiency it tells you how many were expected to grow its expected growth not based on proficiency versus the state assessment is on proficiency levels right so we do have to have two separate ways of looking at the data and analyzing growth versus proficiency but part of their calculation is growth from the student from one year's state test to the next which is going to be interesting this year to see if they even though they didn't use last year's state testing as a to come up with the letter grade if they're going to use last not this possible year but the year prior state testing as a baseline to find out to make to do their calculations for girls because i do believe they're going to release the letter to have these grades days that they're expected to come up in september okay and safe and organized learning environment we have 100 of continental staff will implement the positive behavior intervention support system to create a positive social emotional environment as measured by quarterly discipline reports student climate surveys and frontline domain for evidence through the 2022-23 school year a continental school will work with state local law enforcement agencies to conduct an annual free security audit i don't know if you need to put the word into the better um increase the safety and the use of technology student digital driver's license student cyber security will be earned annually for all students so at the beginning of school year there's a there's like nine lessons on cyber security and technology that kids teachers have to go through with their kids and then they earn their digital driver's license to be able to take their chromebooks home and um so that will be something that we do annually and then teacher technology usage form will be signed annually by staff also in policy there is a technology forum that teachers should sign that they're going to use district um technology there's a lot of people who have been fired and who have lost jobs for misuse of school property in terms of chatting and google chat and emails and that kind of etiquette okay oh any questions on that one so if you recall our district goals this is what we want to put on our website okay so this is what the public will see in terms of overall general how what our goals are and how we're going to operate what's our timetable for the security of it so i put annual there so that we would know and obviously it would be done summer and fall each year we've already completed one agency has completed theirs um one branch within that agency if you will um and at the end of the meeting this week is going to carve out some time for me to kind of talk a little bit about their suggestions already moving forward as you know there's lots of different things so we're looking at the bomb techs coming in we're looking at swap coming in but every single pima county sheriff deputy who is on day shift has had a complete tour of the school so far this summer and we're looking at having sarita's pd do that as well before school starts and their sergeants have come through and given us suggestions along with them do you want to put prior to the beginning of the school year each year or by you know if possible i think that's smart to me to me it's one of those things that it's ongoing they've all evolved is ongoing um and we'll always continue to look like mr greg talked about one that i wasn't aware of so we're going to add that one i don't know if we'll get it before school starts but the trust our insurance company comes and does audits as well so to me it's we'll schedule them as often as frequent is available it's not always realistic to get them done before obviously there's that's a priority right and and their preference and that's why we have many of those already scheduled and i've already done one since our last meeting um and so we continue to schedule those and have those so we're kind of at the mercy of the agencies as well you are at the mercy of the agencies the other thing that i like is to have them come through when we actually have students here because that really drills down on our policies being followed and not that's where some of the you know the agencies when they come in they get to see an action versus an empty hall of show i can say anything i want about our campus when no one's here um you know because they don't see it but when they see it in action they can see those weaknesses with our staff and our students on campus and have a better recollection so to me i like both having some come from now but then having that when our campus is operational currently using all strategies that we have incorporated right the visual of just seeing kids running around the whole parking lot you know how they interact at the end of school beginning of school recession um every year so the kids can practice the true lockdown i don't remember doing the cold war girls and i can make in transportation we're working on the evacuation drill so if something does happen uh and myself and your ladies are working on taking all the buses and get the kids off campus now that's also what works so do you want to add it says annually but do we want to add maybe the initial one by first quarter well i i thought that we at least we're gonna make it a big effort to have one completed before we started just to see if we've got any significant things that need to be addressed before our kids come back yeah and that's what mr baker has been working on and he'll share that our primary law enforcement agency has already come in and done an evaluation with with their with the local force so and that's our primary talk a little bit more about this yes sir okay and there there's just to be brief but there's some things i probably won't mention in the meeting because since we talked about it it exposes potential weaknesses that may not be fixed yet so that's something that we can set up executive session or things like that but i think we can all understand that when we're talking about safety there's some things that we can talk about for you then there's some that we need to protect in our financial strength they fundamentally maintain some fiscal stewardship of financial resources financial district leadership team will monitor expenditures of federal and state grants to locate using a google monitoring spreadsheet during the 2022-23 school year so we will have that and when we meet it's obviously a google doc that we can share with the board governing board also in terms of helping the board see what we what we've allocated and what we've actually spent and where we are with the resources and spending regularly monitor audit findings continental district leadership team will meet monthly to monitor procedures enlisted to address material weaknesses so i don't know we talked a lot about that on saying you know we're we're never going to have a perfect audit you know that so i mean we're still kind of struggling with how the board feels like this should be written the critical element here is is the material weaknesses that's the critical element because that's the thing that can lead to misrepresentation on the financial statements for the public you know if a certain expense voucher wasn't processed properly that's going to be pointed out in an audit but it's not a material weakness and and you know my my major problem with with bullet points one and two is those are activities they're not goals to to me a goal is adherence to a budget that we we follow the budget a goal is no material weaknesses these are just activities so our goal is to maintain sound fiscal stewardship what does that mean though what does found fiscal stewardship of financial resources mean what does that mean to you it means adherence to a budget okay that we follow the budget that we establish at the beginning of the year and do we do that is that something that we need i mean that's what we do but that's what our expectation is but yeah i mean we follow our budget um does our budget get adjusted throughout the year absolutely but are we over extending our budget absolutely not are we overexpended in any area and we shouldn't do that that should be the goal those things that you just you just mentioned all this talks about monitoring expenditures i i think that's the main change though is it's it's more of a instead of it's a me and roxanna conversation this is an entire administrative team conversation so expanding that knowledge base from just roxanna and myself so mr lane okay now i'm just explaining what what that what that goal actually is on the audit findings we can monitor this stuff all through the year procedures and addressing material witnesses but if they show up again on the next slide have we met our goal he said it may be a nuance roxanna but you know i think our goal needs to be no material weaknesses because that's the integrity of the financial statements themselves and that should be our goal there's no no material weaknesses this is an activity to make sure we meet that but the goal is zero so will the goalies be specific measurable attainable so that's where i where we're talking about even going back to the ten percent goal for the student progress right that's a great goal it's a great goal specific is measure right so but is it i mean we can put 100 percent um continental will be we'll have 100 will have zero material weaknesses i think that would be great i think that's a great okay is it how are we going to measure it the next product comes out we don't have any material weeks and we're going to meet monthly to monitor everything and to address anything that was on there before and make sure that we're not gonna have any uh on the next uh but even then it's not that the next dog is the next two on it's because if you were doing something incorrectly i i i i'm just arguing with some answers okay so we we can put here continental by i mean we can say by the end of the 2022-23 school year continental elementary school will have zero you could do you could do it just in your in your in your bullet point right that's right you just put regular monitor audit findings to achieve zero or material witnesses leadership team will regularly or meet no monthly or overcomplete to monitor procedures invested to avoid material weaknesses do you want that richard enlisted to avoid material weaknesses or you wanted to say i would put it in the the bullet point itself yeah regularly monitor audit findings to achieve zero material weaknesses or something the board goal in black what we're doing because this is the we can change them it's just because the board goal initially when we wrote it was regular to want it audit finders to address material weaknesses that's the goal that we came up with now here [Music] and just to raise that continental district leadership team will meet monthly to monitor procedures and visited to 11 8 material weakness okay instead of a void eliminate the big thing there's not really a timeline so if we're talking two years out like you're saying i would just put it in december and then they'll come back in january february to finish it up and it's usually done by march okay um what do we want i know you mentioned the first one what are you thinking for um during churches to school here to ensure i'm okay i i um i just think uh you know maintaining found uh sound fiscal stewardship of financial resources that's fine um you know we we just need to make sure we're following the budget and adhering to questions so that's fine and because we can put a financial distribution team we'll monitor expenditures how about we save will adhere to approve budgets right and we'll monitor expenditures does that sound better if we put that there though that that limits me from being able to move funds from one spot to another because the budgets they approved are not going to be what we'll adhere to establish annual established budgets i mean because that that's not saying it's not gonna allow you to move because what you move comes to the board for approval no the only thing that comes to the board for approvals are the proposed budget at the beginning of the year and then the adopted and then you know we have you know contingency funds within there so that's going to adjust that budget throughout the course of the year right so i i see it as tying the hands of the finance office by saying adhering to the budget if we adhere to budget expenditures budgeted a state allotted budget that allows for that movement throughout the course of the year why did we submit a budget to the state in all the subcategories all salaries benefits capital outlay everything else and we submit those numbers to the state if we change those if we move from one category to another are we not changing the budget yes we are changing the question that we have submitted and it is allowable by the state to do that they want to know okay you've got eight million dollars budgeted where do you think you're spending it the only thing that they're really concerned about is one that your budget's correct that you haven't over budgeted they don't care if you've under budgeted because that saves them money they care if you've over budgeted and if you haven't gone over that allotted amount by the end of the year well one example is the grant that we received for summer school because we had budgeted and submitted to ade for summer school payment for teachers out of esser and title one what we put it out of title one and out of esser and then we get this grant so now we're gonna do journal entries and we could use the title money that we had allotted for summer school because summer school was paid for we can re adjust the budget through revising the title grant to say now we're going to use the funds to pay for an additional parapro if that's what we choose to do and that's an allowable thing to do so it's just kind of just leave that but i want to make sure that you know we're that everybody's okay and that they understand why we're doing why we're giving it or why we're adding or changing i just have a basic underlying concern maybe i'm completely off base that we can move money from this account to this account to this account with freedom without any board approval i i am concerned we could move money from uh from from supplies into salaries [Music] according to one we could move money from salaries into supplies we can't mess around with restricted funds but within mno we can move any money any way we want to based on what you're saying without board approval even though the board has to approve the initial question that bothers me so and i think that's where i mean when we talk about trust and we talk about knowing i mean you have hired us to do our job and ensure that we're policy following policy protocol ade state requirements there's so much that has to go into that where i'm thinking if let's just say we're we know that we're getting like just in terms of i mean we we have to it's like your own budget at home it's like you could budget so much on your home budget in this category but if something goes wrong you have to readjust adjust your budget right to say this is where we're gonna stand i just so i think that's and i'm glad that you said that because that's you know when we talked we're like we're not sure what the concern is is that we're misusing funds that we're understanding over spending not using it where we've allocated and when we talked to esser because we had an answer monitoring meeting that greg and i had to meet with ade and they wanted to know you know what were the major expenditures under um that you determined because of colby what are some of the um it's much easier for federal uh grants and things of that nature because those all come with strings attached that are monitored right uh and again if we get you know you know this board never approved the nester grant yeah i mean if they came to the school from the feds we didn't approve that right because you trust that we know districts who still have not had their best or funds approved because they can't get it right and they can't satisfy adhd we still have to sign the vouchers so we're still approving the expenditures of those funds even though it's different than what is original kelly i agreed with you on that but when the district financial report comes out and all of a sudden the numbers are significantly different than what the original budget was approved at then there should be a paper trail well there would be a there would be a paper trail but you know i look at the vouchers each month i'm not adding all the vouchers up to see if they're in compliance with a certain expenditure okay so and with that in mind we've talked about how can we help you know the board understand or you know we talked about doing a monthly budget meeting where any if you want to come in and meet with greg and i to review the budget prior to the board meeting so that you have the information that you need um so that we can avoid these conversations in public with you know at our meetings so right and i would like to think if you've got to move something from a to b d e that's significant or something it's not going to happen in the silo that you know there's always great will to say hey we had to i don't know get a new heating and air conditioning unit that we didn't budget for so i had to take some money from over here and move to over here you know things like that because i i mean you're so transparent it's you know at least in my perspective that i really appreciate that and like kelly said the purple part is to make sure that it's not going into account stiva and i think we've gotten better on our agendas on saying this is coming out of mno or this expenditure and you know we can add you know if we needed to put money into capital for whatever reason or we need to move money into salary in the explanation if that would help and then at the end of the year we have the proposed the actual expenditures to in each category so we know what was under budget what was over budget it should all shake itself out wouldn't it yeah there's a happy meeting here somewhere because we cannot as a board breathing down everyone's back here and say did you press that not that high i get it on the financials yes we have to make sure they're correct but the day-to-day operations there's no one on the sport that has the time to come in here and you certainly wouldn't want it either it would ride you guys crazy uh it's not our job to micromanage it is our job to make sure that we're headed down the right path and that expenditures are appropriate and frankly we should hear about things like that if he has to move 10 grand from a to b because of this reason we should go about it but i don't think i don't think we're here to to be a safe stop unless you're if you're moving anything over a 20 bill we want to hear about it i think that's first-class ticket to a stagnant environment where you need nothing to accomplish but on the other hand we have to make sure things are correct too so there's a happy medium there somewhere well there's there's so many layers like the approved budget as signing all the vouchers and then the final report what was budget versus what was actually spent they should all balance i think generally it's been fine i don't have any major objections as long as there's an open line of communication why something happened and then we're not looking back six months and saying why did that happen and why do none of us know about it right that to me would be a red flag and that would be inappropriate but you know i think we either trust them or we don't we trust everyone in this room to do the best job that they can and i don't know i just think that we and when i was at asa also i talked to a lot of different superintendents and talking about our conversation about contingency funds and where do they put them and it's technically up to every uh business manager to put it where they know it's at very well everybody had something different and they talked about that church that switch of a new business manager coming in and you have the business manager who has added contingency funds in every single category and the superintendent never knows where the extra carryover funds in case of an emergency are work to we put it in benefits or we put it in um you know transportation or we put it in so everybody does it different which is frustrating also because when i try to get direction from the other superintendents to say help me out these questions are coming up everybody has a different way of doing it are they all adhering to the budget yes are they all moving money within their budgets yes which which could easily be solved if we had a reserve fund we wouldn't need to hide money from here and here and here it could be in a reserve fund for contingencies and we would know what is there we would know the amount as opposed to say well we've got a little in benefits we've got a little bit in food we've got a little bit here to the state department and tell them hey this is a problem because they're the ones who determine where what the categories are and where we put money they just need to add to their total i mean we're getting off the subject here about this and that's a subject that's a subject for the budget yeah and so for that okay so we're gonna agree to leave it this way but we understand what it means and what our expectations are okay so then when we talk about this is us the districts world map tech so it's talking about the things that we need to work on is instruction leadership our systems and our culture in our school and when we talk about you know not it just not being about academics when we met with our teachers and we talked about why is it that our kids are not achieving at the level we want them to why is it that their behaviors are the way they are why is it that the parental involvement is where it is we had them just brainstormed on what they thought the problem was just brainstorm and then we put it in is this something we can experiment we don't have the answers to we need to figure out some possible solutions or changing the systems we have in place is this just noise in the system that we need to be aware of that we need to protect so when we this is coming from our teachers from our staff right so noise is the system that needs protection they said parents are busy and don't have the time to even read emails or texts staff are disrespectful during assemblies such as this one continuing to have sight conversations when speakers in the front are speaking morning announcements are way too loud with a lot of static etc very unpleasant to the ears parent view how many parents even log into synergy mail miscommunication interruptions during the school day meetings run on time parents don't take responsibility at home homework meeting etc education isn't respected how do we create a mutual respect environment um site conversations during staff meetings different perspective who's right who's wrong we are raising a bunch of um too tender parents taking side of the child instead of the teachers students student and family input students and families too much social media for students and families and then coping so these are things that teachers feel is a problem and it's noise in the system is things that we really can't control right we have to we can try to protect it and try to fix it sorry could you say that again sorry siri experimental like things that we don't know that need trial and error so we talk about cumbersome communication process when reaching out to parents too many avenues for info weekly news emails robocalls google calendar teacher word of mouth hallway meetups student word of mouth expectations are unclear and inconsistent throughout the school too many avenues of communication too many options for communications too many options and yet i mean these are probably teachers who want freedom but then when we give them freedom it doesn't get done or too much communication i've never heard that being a problem um oh yeah great areas um there aren't clear defined rules or um but we don't i don't can't read that electronics in the hands of students at home and at school are distractions no curriculum available in all subjects lack of team projects assumptions disrespect among people why because we don't know each other very well lacking collaboration everyone's too busy to get to know each other people teachers parents students isolated during covet forgot how to interact nicely parents don't show up reasons they're tired they work too many fundraisers family input teachers don't mingle staff is excluded in many ways people think it's not their job parents need help no time for the kids at home we are separated as a staff and is trial and error worth looking into we work too hard and don't play enough as a staff community building between staff and admin is missing wanting to keep parents at arms made lack of trust lack of better communication directions on what is expected confusing directions welcome parents that keep them from your classroom during drop-off cell phones to call parents staff is exhausted emotionally exhausted year due to combat teachers are constantly creating from scratch programs no time for extras so this is our teachers our staff in what they're thinking and how they're feeling granted it's at the end of the school year and when i mentioned that our climate surveys that we have happy kids and happy parents for the most part and you can see the toll it's taken on our teachers on where they're feeling the stressors so as a leadership team we take all that feedback right and we know that we need to work on these four areas the systems and the culture as we can't lose sight of the instruction and it goes back to that balance and their values so we have to balance this as well so that teachers do feel a sense of cohesiveness do feel supportive you know you have the teachers who want the collaboration and the fun time but yet you have the teachers who don't want the collaboration on time and they just want to be left alone so that they can find their lesson so we have to balance it for all right to make sure that we're getting a good result okay so as we talk about instruction and this is what we're going to go over with our teachers we talk about college and career readiness positive peer influences goal setting and monitoring and rigor for all and just so you know for each of those points we already have what the action steps are going to be as well as the why what's the rationale behind them on another presentation so that way we're going to be going spending time probably just a day for each of these four domains on instruction and what does that look like what's our roadmap for us to be successful towards excellence systems site and district teams equity and access professional learning and collective agreements and collective agreements is a nice way of saying the non-negotiables leadership distributed leadership transparency mutual respect and communication and i think that distributed leadership is really one that you know i work hard to build that sense of trust with my team so that they can do their jobs and we distribute leadership when we talk about you know diana steve they went to avid conference came back super excited the three teachers that went are super excited about it but we have to build capacity and it's not just diana and steve that are going to make avid be successful those three teachers that are excited have to share that enthusiasm and that excitement and their learning with their colleagues in order for everybody to get excited and for it to become part of the system and the culture of how we operate so that distributed leadership and when you look at the values on the contribution you know when you look at the post-its that say tell us what to do no i want you to contribute an idea and your boots on the ground you tell me how you're going to do it you tell me what idea you have and as a leadership team we're going to be right behind you and we're going to help you see it through and make it happen we're not going to be an obstacle in a roadblock but i think teachers you know prior to me being here this is my sixth year coming in and i hear it less but i heard all the time just tell us what you want us to do and i'll do it i'm like no because you need to have an idea and you need to know how to reach your kids you know where they are i don't know where they are and what they need on a daily basis so you tell me what's going to be effective okay culture high expectations for all positive state learning environment and family community involvement okay here's our smart goals that we talked about so these are these are our goals we need to have how we're gonna we know what we want to do for where we're starting our starting point is but what what are we working towards and this is what our focus is going to be it's very clear and this is something that we discussed with all the teachers before they went on summer break they they helped guide us in this in a direction so and they're excited about it they're excited to see the work that they've also been a part of and contributed towards what our goals are going to be so there's clarity so it's not like all over the place okay teaching practices this is what we expect teachers to do the collective agreements learning standards and objectives accurate content and real-life application classroom environment rituals and routines blended and rotational learning student engagement student grouping progress monitoring and assessment differentiation observed student parent feedback loop and professional learning communities the plcs to have those conversations on wednesday about teaching and learning what a professional learning community well i'm glad that you asked because i've been thanks a lot is based off of our smart goals it's everything we're going to do throughout the year sometimes people will say you'll hear school or districts say we're doing plcs and we're doing a book study that's not a p it could be a part of a plc but a plc isn't something that you can just buy it's a philosophy it's the work and the time that's going to go into it but it's intentional it's it's cooperative we have cooperative learning communities where the teachers might get together and say okay what are we going to be teaching in this unit what are the copies we need then you have the collaborative learning communities which is what the plc is is where we're like okay let's go back to our smartphone where are we on with what we're with the end game where we want to be in may what are we doing where are we at bi-weekly check-ins checking in a plc isn't just oh we do our plc's on wednesdays it's all the time it's ongoing it's that collaborative talk to see where their students are and that's what we're so excited about heading into this year because we feel like everything is starting to go into placement uh superintendent rico was going over what the board goals are and then they tracked down we worked on what the district goals are now it gave us what are our cycles going to be and i know when we were at the avid conference we had a lot of time to speak with the teachers that were there with us and talking to them about us they're so excited because it's narrowed down what we need to get done for the school year and they know now that when they meet and they talk and they discuss it there's a purpose for it what's the purpose here it is this is what we're trying to do how are we going to do it and then the rationale behind why so all of that's going to be very clear plc's when i was a teacher they just said everyone's doing what we need it's a plc that's not what a professional learning community is and they just we don't even need to tell teachers if you all see it we're meeting and this is what we're doing because we're working towards our end goal sometimes when you say we're doing the plc it's like oh it's something else they're tacking on to us but it's not it's but that is what plcs are yeah i love it the great things about plc's is they don't cost to operate like a lot of things that we bring in um it's just kind of the how we conduct business um it's a roadmap but it is it's free nothing's free anymore they can be really amazing i've worked at various schools where plc's changed the culture and we started like kind of said we started with a book and not really knowing why we're reading this book but like okay we're gonna do it because that's what you know we need to know and by the end of the year for my experiences specifically like it changed the culture of my team and so it's a really great strategy when it is effectively used and i love hearing the ideas that are out there because i think it's going to be great just one more point as a teacher when we plan and i tell you like okay unit here oh we did that last year okay what pages do you need we're going to make these copies we'll do these worksheets oh we're going to have them do this activity that we did last year no what if he comes is it's up in the ringer and it's saying okay we did this but based on the students we have based on our bi-weekly formatives what should we do to make this lesson better than we did here before it's that it takes it deeper yeah so there yeah and it's also people have buying in and having those courageous conversations and everybody understanding the light we're doing it why it's important and happy that that mutual respect and to contribute you know a lot of times you get people who just sit back and are just like i don't think this pertains to me well yes it does because we have the data right here in front and how are we going to do things differently and also because their contribution is valuable to the excellence and success of the students and the light bulbs will start turning on and they're going to start getting even more excited about what we're doing it brings in that team building velocity through the okay this is what we did last year oh but i did this a little differently oh that's a really great idea let's do that and change it and modify it and there's just there's so many possibilities to it and it's that trust factor too that you i mean we have teams who don't really know how to team and this is structuring their team time so that they're so it is productive right so it's not just a pitch session or it's not just so it's unfiltered where do we want to go right we're going to have professional conversations about teaching and learning in my business it's called adaptive management as you go you adjust the knees as you see that drive down yes just because it worked last year on group a doesn't mean it's going to work this year on group b or hey this was really cool maybe we could implement that over here blah blah blah blah when you're tracking down to the granule level using all these results how does that affect like the social studies and the science teachers where do they get therapy so for social studies and stuff well that's the thing that we have talked about for nwe math we need to get the science component for that because they do have the component for science on the end of baby and then for social studies and science as well they wrap in for elementary school into the new curriculum we have benchmark events so it intertwines within the writing for eastenders but our our goal as a site would be hopeful that in the future we could get a full-on science curriculum and social studies take up especially for our middle school that would be the next step too because yeah they're going in between the state standards and creating as they go i think that's great that it's integrated yes you know there's so many different things you can learn about while you're doing this and math you could be doing something complimentary in social studies or science instead before well that's where the project-based learning comes in and happy to do that cross-content collaboration because social studies teachers need to know the reading standards and the science teachers need to know the math standards and vice versa um and like i was sharing we talked about i didn't begin this disruptive thinking in our classrooms and talking about things that we have to stop doing the drill and kill you know kids don't learn that way they don't learn when they're in rows they don't learn when they don't get to collaborate they don't get they don't learn as much when they're not creating when they're not sharing when they're not talking when they're not presenting and this is huge i'm talking about the importance of plcs and teaching teachers they have to they have to start shifting how they think and how we're educating kids because we're gonna not not intentionally cause a bigger academic gap for kids if we don't meet them where they are and change the way we're doing things so i have one last question on the second okay is this also going to help the grades interact more so the second grade knows what they're expecting in third grade and all that that's one of the big things we've been talking about is looking at both um horizontal and vertical yeah and so a lot of the avid concepts as well as plc's both of those really just scream and preach that it's not just like if i if the three of us are third grade teachers that we need to collaborate here but we also need to collaborate with second grade and fourth grade um and then fourth grade needs to boundary with fifth grade fifth grade needs to collaborate and so it's that looking to horizontal but also the vertically up and down so the continuity of the education is consistent like within our grade level but also from greater grades so we're not missing pockets you've heard me say this many times but a lot of that is we've had a long ways to go because we needed a consistent curriculum that allows for that to happen now we have that and so this is the perfect timing for us to go into the next step because we have the curriculum that is built designed to go from grade k to one to two to three and make sure that we're getting through that curriculum and not leaving gaps but also make sure that we're not just teaching through it and leaving kids behind which is why we're really pushing this here um the teaching enrich program so that we're not leaving gaps but then the kids that are get bored that we're also pushing them right that's that enriched component of that so that's it's all this is the perfect and we're really excited about this coming school year yeah i don't know if you could tell by mrs so it's just and then to kind of go back two questions ago in your three questions series um the state does do evaluations for science but any interest in eighth grade those results we haven't end in high school as well but as far as we're working through here um those results have not come out yet for the past four years um which is they take it before the asset so and the kids usually do really well on the science assessment so they should factor it into our letter grade and as far as as far as social studies goes there isn't anything at the state level we did have the opportunity this year to participate in the nate the national assessment deal which those results haven't been given to us either because they're doing the entire united states they take and to see and we got selected our eighth graders we had some lower grades that were selected for like reading writing math similarly but our 8th graders got picked to do social studies it wasn't even social studies it was civics so the concept is civic so we're excited to get those results as well when they come out but that takes longer because that's a national um publication that comes up so let's just explain what professional community is this wasn't as entertaining and there's expectations but it's there's a lot more expectations in our staff handbook but these are just more having to do with our pbis and helping the students with behavior management goals and expectations greeting procedures we want to make sure we'll talk with our staff about this that it's more unified all across our campus that they'll stand at their classroom doors and greet the students and some of them are you know getting last minute things prepared putting stuff on desks the students walk in they're getting them but we want to make it part of our environment here where you know the students are created as they walk in them so and then they know that they have their updated daily objectives on the board procedures in place for smooth attendance taking in the morning we need to make sure that that's done and then setting the tone for the day that no moment is wasted as it must be used for learning instructional shifts teachers seeking to engage all students link learning to life relevancy prepare students for success in state saturday's assessments instructional state standards should be consistently considered when planning and delivering instruction and then classroom setup just things that we need this is going to continue to be added on to on a different site because we're going to be presenting this at our kickoff and through our pre-service needs but these are the main highlights and that's where we're at are you going to do any more used to just felt pre-coded more like having the colt out there of course outfit and music and balloons and bubbles or whatever that might be you know when they come in especially on i know kelly and i've talked about it i mean testing days let's make those days fun you know have a horrible name when they're done there's a movie i don't know a movie or real pizza or you know just something yes fun funny celebration and you might get more participation from parents here's your project can you sponsor the music next tuesday is that sound my way she doesn't necessarily want to be ptc when we talked about doing going back to the friday flagpole you know that's building that sense of community with our kids that we stopped this past year basically no assemblies until fourth quarter and those were pretty limited um the students missed those greatly you'll even notice that on splash day we actually drop back a student versus student basketball game on the last day of school that was purely a student request that they felt chaptered that you better remember basis kids don't have any assemblies for any parental involvement or anything like that social skills is a great thing as well and so that's our students have requested those types of activities um so definitely those are things you know one of the things that that we've been super proud of in the past is doing as roxanna said the flag day where on the friday to close out our week um the start of that morning on friday the entire student body goes out and does the pledge of allegiance to start the day instead of just the intercom legible but we actually meet around the flagpole and it really embodies that sense of community that continental has come to stand for um and also the the patriotism that we as staff and administration and students show um coming to talk about flags we had a guy one year that we met at the bar who came when i say the bar it's our stop to remember and uh [Music] he's a local here in green valley and uh and you know yes we we hope to go back a lot more to those types of activities we also heard our teachers request have asked to balance those so in past you had so many assemblies awards assemblies and so many of these things that it actually starts to be a draw on the academic time so it is definitely a balancing act if you will what is the right amount of that social interaction versus what is too much in there for taking away from academic uh time and that's when we'll always continue to try and find out that right to that sweet point the only word to break down the awards assembly so it's amazing and then we're eight so they're not sitting there for the whole school assembly and something we did during philbid that we may actually stick with we want to talk to our teachers more about it instead of doing it k3 is we actually took them into their pot area they came inside on the floor so you're just spending time to recognize within that grade level and not bringing a whole school-wide assembly so you're not sitting there for eons but there are times where it's good for their peers that aren't integrated to see their accomplishments too so really focusing on some of those and but as far as cult of the month recognitions those can take an hour to two hours to go through the entire school for everybody but it only takes like 10 to 15 minutes but it's just in the cohort so by doing that it's a lot more manageable once a month that 15 minutes versus two hours so some of the time to get 600 kids into in and settle 10 to 15 minutes yeah so good good okay that can take a five minute break is that okay five minute break get some water get some more snacks [Music] what happened i last finally thought there was too many too many russian bonds yeah too many bucks i mean your post on court this morning the dance moves are amazing amazing [Music] that backflip though that was the best part of nightmares and how most of his buddies said said all this is this is the dumbest idea i ever heard a couple dudes all right oh [Music] oh do you want one [Music] i think you forgot how to get there [Music] your high school kid boss welcome to teacher okay right out of college yeah oh you know but he's excited like he's like and help me do my homework both of my kids [Music] yeah really excited to be a part of the team with them and i [Music] did you guys if you can you and mindy share these i'm not really a big fan of mindy but i will if you want to okay thank you he likes me or you could pull them up on your computer too but there's uh okay is two weeks ago [Music] yeah 18 is approach it was like some of the sprinklers were broken it was all flooded yeah for sure yes that's what we love so we can we can get started she brings it right back here um hopefully you've had time to look at the climate surveys and the comments we did they were on june meetings so you can see the comments we i did mention that we would have time to discuss and ponder some of the questions or um i think as we as you read the comments you'll notice widely made some of the changes that we've already made i think one of the things in the teacher comments was the fact of you know mentioning albert's name actually in terms of his lack of ability to be the technology instructional technology coach which is why we have and we already have known that for a couple of years that as we're growing one-to-one we need somebody who can put includes on the ground helping teachers and kids navigate the curriculum so you know he was very obviously very hurt by the comments but i'm like albert this was to be expected because we've had these conversations all year and we've been trying to explain to our teachers that you can't possibly be there helping them every minute of the day i saw the comments more as a help to him like he's being spread too thin and in order to succeed he needs to have a focus right and so this is going to help him succeed in his instruction event right and and that's why i told him don't take it so personal because you have stepped in to help us in an instructional realm way that isn't necessarily your strength and your will house but he's embraced it and he i mean him taking on habit you know normally it's principal bed but but albert took the initiative to say this is going to help our school and this is what we need and let's get the ball rolling with this and bringing deanna and steve alongside so that's just one of the initial thoughts that i had and i just want to hear from you on what you think i think when we talk about surveys and climate surveys and i review the climate surveys with our parents our parent advisory we'll review them with our ptc we review them with our students and our student advisory and we share information about the climate but i'd like us to think about you know questions to ponder how do we become a cohesive and a cohesive team in terms of the board team the leadership team the teacher team right the staff team how do we provide a unified front because i picked that up in the surveys in terms of you know the the stress or the conflict that people feel is happening um and how do we eliminate the noise in our system that parents and teachers feel was happening i've had i had a couple thoughts first of all a lot of that feedback was like communicating with parents and not getting enough of parents this marinade used class dojo last year and david and i have already said like oh my god what if her next teacher doesn't use class dojo like she could get a response from both of us like at the same time um we really liked it very good things that they did that's really all she used it for there were like little awards that she would give okay but i think that's kind of meaningless so i told my first friend ms miranda said you had good listening ears today i mean i guess it's good for me to like reaffirm that positive behavior or whatever but uh the communicating with her it's really really really nice it's very cool it's it's a really nice way to get that immediate response from parents my daughter uses it she's uh going to be a second grader uh her school uses it and it's a nice way to get a response from the parents and as a certified staff member like i don't like giving my cell phone number out to parents right but it also helps eliminate you know just an extra thing because this is like you can do like a email blast out to all parents at once and it goes to their phone they can go to their email but it goes to their uh like one example is she was looking for uh more chaperones on a field trip my husband and i both texted her back at the exact same time and said my wife will say i will do so that's something like the systems that we have because synergy platform has the ability for that to happen too yeah because we have we have our website gap has a way for teachers to send messages to just the classroom um and to certain you know bus routes or to certain grade levels but that's one of the things like there's a lot of different ways so we do have to sit together with our teachers and come up with okay are we all going to use class dojo or are we all going to use synergy or are we all going to use like the robocalls that go out the problem with that is that everybody with telemonica can you send that robocall out can you send that mobile call can you sit out and teachers should be able to send out their own calls coaches should be able to send out their own it shouldn't fall all on one person it's just confusing off the website it's like three or four steps to get to something yes that's why i stopped doing it and texting i just go primarily off my cell phone in text because it's too confusing with the steps right so so that's where we have to decide what is going to be our communication system so that as kids go through our system ka it's universal and parents are having to learn a new way every year i i like parent view but i've never not had like buggy issues with it i still had trouble getting addie registered through school through it this time and it seems stated our parent and then some of the teachers use google more than others like google classroom like it's not all put their assignments all in the same place sometimes you got to dig for it in the notes or there's a google email to the kid or something so those covers these conversations are exactly what we're going to talk about when we talk about our systems and we talk about communication not with us but that's where we meet with the teachers let's say okay let's talk about parent-teacher communication we know there's a lot what are we gonna do and collectively let's come up with you know what we're gonna agree upon but i'd like to hear the teacher's feedback on programs like class studios because from our end it is very very confusing it goes back to the comfort teachers who have used class dojo because how many teachers do we have would you say we use class dojo probably eight in elementary all the second grade does miss mills is going down a second so i'm sure she'll use it but fifth grade uses class dojo or used it and then so part of that will be you'll have 40 other people say i don't want to learn something new yeah this is working perfectly fine for me i love my google classroom i love peer review and don't make money with what i feel so that's kind of where we are with that text thing is so much stronger than emails and robo calls i mean just for 20 seconds i was trying to get people to come to my emails last emails said okay we're gonna call you take the top of the list i'll take the bottom and you're not getting anywhere i was in the doctor's office waiting and i just looked and started texting people and out of the first ten i got eight responses like i didn't care what the response was you know you just want to know you got it you know that they said yes or no but at least you don't seem to be communicating more via text quicker yes and it goes back to that um disruptive thinking because even the mobile calls come in as a 866 number and you have so many people who are you know the scammers that are calling but yeah it might be spam so i had to save that number under continental call but we have to teach our parents to do that so that they don't ignore the call you know my dad had the heart monitor on and they're starting to call me at two three in the morning because my mom is getting called at two three in the morning and she thinks it's a telemarketer so she turns the phone off and then my dad's phone's going off and she says turn down the volume and they're calling me and i think it's central alarm and that the wind tripped the door which happens often and it's four in the morning and i finally answer and the lady says thank god you answered your dad needs to go to the emergency room because we're getting a bad read on his heart monitor and i'm like oh my god but i'm like mom you have to answer the phone well they're telemarketers obviously they're not but that's what our parents think when that number comes through and they don't answer and they don't get the information so we have to like mass send out this is the number that will show up save it in your phone as continental and please make sure you listen because it's important thank you my other thoughts from the climate surveys was there were a lot of recurring names teacher turnover was a lot ethan you know your miss fanning and his flowers have been here forever seeing that teacher turn over it's hard on them too it's hard on everyone it's expensive for us and i think that's something that we need to keep an eye on and just when we get the opportunities to avoid it we should um a pro that came up a lot was that for a small school they like worked for a small school it's in the family field um which is wonderful and we'll probably always stay relatively small but that's not something that we can control it's something that it's just situational it was a gift to us and we can't take that for granted and lean on that too much um and again my theme is is looking at ourselves more as an employer it's been brought up that there's not as many people getting into education less graduates there are nice seasoned teachers who still have a lot of years left in their career who are choosing to leave the industry so we need to keep in mind that we need to be a competitive employer not just a school um i really love that our 301 committee gave themselves so many hoops to jump through to earn them those 301 funds because they definitely had their priority was how can we get these funds that benefit the school as much as possible too and it definitely benefits the school um and i brought up with how much pushback you get when you're interviewing and you said as long as you know you can explain it to them then they get it but i worry about how many teachers have you not had the opportunity to have that conversation yet because they're turned off by just a base salary um so i don't think it's anything to change right away but i think it's something that's going to have to change in the next couple years we're going to have to make our base hours more competitive who left us this year that they [Music] and that is really hard when we have a limited budget and 80 of our budget post discoveries already and then we operate everything else with the other so it's it's difficult and then i know it um this to me though is something that the board needs to address um we see there's all the mistakes as far as teacher pay teaching our teachers enough you're saying that we're losing our teachers to other districts and it would be an interesting challenge mr schubert say we want the board wants to give every teacher in this school and maybe differentiate a little bit between highly efficient and proficient or whatever but we want to increase everyone's payment ten percent how can you make that happen and i'm not asking you to answer that question right now but i'm just saying that if that was our challenge that that we we want to pay our teachers 10 percent more what would have to be done from a finance standpoint to make that happen i think it would be a worthwhile um thing to get into rich if i can being in the majority of the interviews for the entire district from bus drivers to teachers to special ed directors mr gray the biggest challenge that we have as administrators is we have to justify every single interview with our teachers here's our base pay but we got 301 money because it's not tied in and a lot of other districts tie it in and i get our logic and our logic makes perfect sense for me and my family my wife also works here and i prefer it this way we end up getting whatever is available not through me but she receives it where if you write it into their contracts at the beginning of the year it kind of pigeonholes that and limits them but what it does to us is we have to try to explain to somebody who's never worked in a district who operates that way that hey our teachers last year got 14 dollars additional to their contract which is phenomenal and takes them above anybody that i know at the same level as my wife sally takes them above because we have that flexibility but now it's gonna go down but it looks that way but it goes back to what the teachers like you talked about the weak fittings the flowers it's going to go back to average which is that five to seven thousand which if you still have that 507 000 on top of their contract takes them competitive if not a little bit above the other districts the problem is is it comes down to trust the person in my interview how can they trust me they just because we had a 30-minute conversation how can they trust me my families and flowers they trust because we've proven greg's proven our business manager's priority break proven that this is a system that works for us and it will benefit them sometimes greater than others some years it's been up to eight nine this past year has been the record in my 15 years in the district of 14 which makes me want to go back to the classroom a little bit but that's significant when we're trying to recruit it's a very hard concept for us to get across to those people sitting across from us that hey they're they're coming and they're telling us i'm here because i've heard amazing things about your school they tell us we've heard that this is a very community community-oriented family-oriented school um hear amazing things my friends kids go here i have teacher friends that don't work here this is the place i want to be and we say here's your salary and they say we're taking a job with bail well and that's the response and it's and we've talked with greg about this and greg has kind of talked back and forth of can we do some of it in there can we do all of it but to me we've got to figure that portion out so that we do have competitive and it's not just saying jumping to 10 and saying here it is but we've got to present us as administration a way for to sell them a little better because we don't have that trust the trust is not there we can't build it in 30 minutes they have no reason we're talking about supporting their families for an entire year that's a lot to just throw out there and trust two strangers that they just walked in and we need to rectify that and because we are having good candidates come in and we get a lot of them because we can sell our school we walk them around we show them our school we introduce them to our other staff people love to work here but what we do i understand what you're saying fruitful are is there a one money vegetable yes so it does go into pension calculations okay um i still don't think your favorite teachers are not funny i i i don't uh yeah you know i've seen i'm i'll go back 20 years ago my company was hiring kids right out of college with bachelor's degrees and paying them forty four thousand dollars a year as trainees okay now and i'm not talking the tech industry we're talking 20 years later and we've got starting salaries that are less than that significantly there yeah so my point is is that we're just not an attractive place to work for a lot of people i mean now i understand also the teachers don't go into this industry for money i understand that that's not the primary motivating factor [Music] you know 301 money aside yeah it's there but don't got it i think we need to find a way at continental and yeah there's issues at the state level there's no question about it but are there things that we can do at continental to improve the base pay for our teachers questions i don't know how this works uh but we've seen graphs of our pay uh our pay plus 301 funds and then like state averages and whatever do teachers have access to that like is there a place where they can go online i mean besides like glass doors companies like that before they even apply here before that you even have the opportunity to have a conversation with them yeah it's online do they see our basement and they never even apply so we've talked over and over and over i couldn't look anyways but like when beyonce told me where are you going to go out there look at the baseball how many wonderful teachers do you not even have the opportunity to make that argument for double i know the minimum so i researched it i researched and it's it's our reality we were gonna have someone that was gonna apply um from tusd and i thought oh they're you know it's hard for us to even get people to apply and i thought in case the question comes up so i looked online at tusd's um paid what is it called like their salary schedule and we are about 2 500 less than what their very base pay is but they do tax in their 301 money there and then if a person has a master's they give i think it's a thousand five hundred so i put it where this person i was gonna come to apply was at they were gonna be getting pretty much the exact same amount that they were at tosd except the base pay and you're right so i don't know if if we can't fix that problem this year where we give them what they're worth and a big raise is there something we can do to know that probably all these other districts basically know that from year to year they're guaranteed that they're at least gonna get five to seven thousand dollars in three or one monies so what they do is they tack on the 2000 right i don't know you would know because you just came from gst so right so what i was looking at so changing positions i was in the complete opposite of the spectrum i went up because of a changing position but if i would have continued as a teacher into usc with all of my years experience with my master's i would have only gotten a 500 raise that was it there's this beautiful graphic out there and it shows 500 rates but it also shows you get x amount you know in the fall for a retention bonus and you get this as a retention bonus and then there's at the bottom you know 301 money available you can get depending on your you know proficiency and whatnot based on your evaluation up to it's not guaranteed it's up to so you have to get you know proficient in order to get the max amount you just have to stay in your job to get the two retention bonuses like tosd was offering the 5 on which is taking teachers from other districts to there but that's not going to be but it's not here so if you look at this graphic you really analyze it the only thing that stays is the 500 okay but we're also looking at a district of aviation schools with thousands and thousands of employees like their budgets are going to look very different than ours but if we really can really look at what they're giving their employees it's no different than what we've been talking about the money that's different but i understand where you're coming from also because we want to be that competitive because we want them that is the key i mean there's no question that's the key i mean there's other mitigating factors i mean yeah we're generally talking about 10-month contracts instead of working a full uh 12 months a year and and we also have what i deem to be an extremely rich benefits package especially relative to private there are considerations from that standpoint um i mean defined benefit pension programs are gone in private industry they're gone things out is i have 15 drivers not 270 drivers so i have to be competitive with the districts that are making 20 i'm on the state average making almost 20 000 less than i could go into a bigger district but it's what we get staying here that we have um we talk about the pay and a great insurance package for me but we don't have a great insurance package for families so that's the struggles that i have to look at personally taking care of the family i can't take one full paycheck a month away just to pay for health insurance so the little guys who don't have all this great education we're on the bottom end of things trying to make it and that's and that's the hard part because i sit here and i listen i want to fight for everybody but the little guys in the districts kind of sometimes get forgotten about things my struggle is i'm getting ready probably in the next three years probably lose half of my staff just because of age and they don't want to do it anymore how can i compete when a district is making 20 an hour as a starting bus driver and i'm still at 14 or 1460 or whatever it is and every time i find drivers that are qualified that want to come work here i've got people that say if you can bump the pipe to what i'm making at zarita i'll come no questions asked there's another struggle on top of things as well and to tack on you know and i think i can say this with support it's the same for programmatic assistance as well now i will say it's really nice having a conversation uh with admin thinking you know oh if we have an open position there's more of an applicant pool out in the community because their kids go here their grandkids go here their nieces you know whoever so they want to work here regardless of the money but that's not the case always but then you still have those families those parents that oh i want to work there i'm going to get into education i want to get a sense of education whatever but it's the same idea that's the hard part you have a single school school district but you've got you can't you can't compare it to sarita you can't compare to tucson camp bail they have more money that's pulling in i mean i look at phoenix phoenix just bought five electric school buses at almost 500 000 a piece and they paid they wrote a check right then and therefore it'll take me 50 years probably to pay off one of those legislators you know what i mean it's just it's the luxuries of bigger districts being able to i think that's what's grabbing the teachers as they go i mean how do we compare i mean it sounds like the teachers is great but how do we compare it everywhere else too you know every every company school district or otherwise sees this i see it all the time in my industry i have guys that leave because they get paid more doing a lot of other things to be a cowboy but they failed they failed to remember that when they worked on our place they had a house and all utilities in their truck same thing the fight had no expenses zero expenses um and 60 days later they're calling and saying hey you know maybe you know because they forget about it and it kind of ties into the benefits yeah you know oh thanks for the benefits package but you don't realize it's valuable until you go somewhere else that doesn't happen uh you know i i think the school has done a remarkable job of giving me the resources we have i think it does warrant maybe a special meeting at some time in the next few months to figure out what can be done within within reason because i i don't think it's smart to take this budget all the way to the last development we've always been very nice i mean that's not fair to anybody um there's always going to be a hiccup that we need to be able to pay for but i think it warrants some further discussion i absolutely do yeah and we and we talked today to um we looked at the budget and what it would take to get all of our classified staff to 14 an hour because we still have you know class classified staff not even making um you know when when a person needs a position and we adjust the entry level page it's what it's supposed to be that's just they rate our maintenance person we need to empty that for three dollars more to go to bail and cut to take a birdie and coming back he would still even if he topped out at where our placement guide is he would not make nineteen dollars an hour or twenty dollars an hour what he's making now in tango bernie but how do we pay our maintenance person twenty dollars an hour when we have our admin assistants and office people making less than seventeen dollars an hour and this fed teacher says we need to spend teachers the maintenance guy says you need two maintenance people the office maybe two admin assistants because deanna doesn't have a secretary so do what i mean it's just like a constant how do we transportation when we look at where where they are compared to rural schools and that's why people don't look at also what is when you've got a 16 year old kid that can go work safeway mcdonald's or whatever and they're going to make more than three quarters my son's working for amazon and if he was full-time in amazon he's not full-time at amazon just because he's running and coming back but if he was working full-time with the benefits he would top me out okay just starting brand new that's the scary part so that's why i went back to school and that's already really some money and this or the state bellies up is you've got to cut cost and extent and then where are we willing to do that do you really want the new position in i.t for joe or we take that eliminated now we freed up 60 grand you know you're gonna have you can have this discussion with anybody i mean i'll never make it i'll never make more than maybe a mid-level manager at walmart never i never will but i feed a million half people every year so you know it's all relative it's what you want to do what you enjoy doing there's a value and that doesn't mean we don't try to do everything we can for but there's also you know i'm sorry but if someone's going to leave here for a dollar or two an hour then they didn't really want to be here because in this day and age you're going to burn that dollar to an hour just driving your truck the extra five months i mean that's just the reality i don't guess can i add them to that real quick what's really important to remember this is as someone who's brand new to the school like literally just like my fourth day the community here that is a selling point you don't have that in a bigger district you don't even have that in a midsize district it's the fact that i can walk into the front office and say hi to the superintendent she knows my name she's getting to know me as a person you don't have that anywhere else except a more rule community maybe you know wherever and i think that's really important because that allows us to kind of grow our own we can put those seeds into the kids we have some staff members you know who are going back to school because they want to teach great we will help you and support you come back you have a place here so i think it's just getting really creative so how do you equate that to a dollar an hour and the reality is we can sit here until our faces turn blue and try and get as much we get beat up gray as much as possible get every dollar beat you up but we do the best we can with what we have right and that's the reality unless we're gonna have a vape set when you get another extra half million dollars in the account right it's you know we do the best yeah but how many years in a row have we had this exact same company this is my ninth year i agree that you know if someone's leaving for a couple dollars for an hour maybe yeah they never wanted to be here but also you if you got kids to feed kelly said earlier the survey came out here and said retention's a problem so yeah we do have a lot of things to sell here other than just income but we're still losing teachers right and and and somehow we got in fact one of the comments i picked up what's the board doing about teacher retention specifically in one of the comments what's the board doing and and and more than nightly like the teachers who have left and like we're telling our teachers we're not at liberty to share with everybody by teachers choose to leave but i had to believe because their spouses get jobs and they follow their husbands we have some teachers who have met are really who we're saying if it wasn't the fit and you're not happy here money or not you know yeah good luck and you're always going to enjoy no matter what you do your voice yeah so it's just there's a variety of reasons i think the ones who have been here who are invested who want the small community feel you know it's debate and the beauty right yeah um where we are but nevertheless i agree with mr oliver yeah coming back around half hour ago we definitely need to sit down and just see what's possible and what districts the reason why we have not put 301 monies into our base salary is because it locks the district in to that amount of money and so if we were because other districts will pay out in general and then they bank the balance and don't give it to the teachers where continental has given all the money to the teachers so if you have 40 teachers opting for 301 then it's split by 40 teachers if you have 40 teachers and two decide they don't want to do 301 then the pot gets bigger for the other 38 but 301 that i've received over the last you know five years has drastically changed because that would help and then say hey we have here's your range you're guaranteed this is this amount if that happened when i was in my past district when one year our we got our contracts and they were like 2 000 less and everybody freaked out when we were getting our contracts and then the district release it's because we didn't put the 301 money but we'll give an intended thing that you will be getting but this year we didn't do the contract with the 301 money yeah i just i didn't want to go through page by page i wanted you guys to see [Music] i was honestly very surprised to see the non-bullying comments i know we addressed it but i don't know if it's getting worse the same it's better or it's more visible you know it's moving onto their phones yeah it could be just the environment of a perception too and then girls can they can be the worst bullies and looking at it from a third party perspective you and i have kind of talked about this a little bit before but from a behavior aspect let's obviously come to me quite a bit that's a part of that behavior aspect that i think in my job kova did us zero favors and it's because these kids even our kids for you know you're you're talking i don't know stephen how long were we kids out and we left four months in march until four or five months our society lived in fear these kids were in their bedrooms they were not practicing social interactions they were watching a lot of videos on youtube a lot when you have popular shows out there that are titled jackass and kids like that stuff and those are their favorites and i see people around time and laughing because your kids watching just like mine do and that's the example that these kids the only example these kids had for that four to six months we're lucky our kids at continental school we are lucky and we're lucky because we got our kids back in school fast and we have teachers back on their behalf telling them that's unacceptable behavior other schools that we've seen are having a harder time than us because they were out so you talked about usd who was one of them that was out one of the longest and they're having i've talked to their some of their administrators they're having harder times because the kids have lost respect for teachers respect for rules because that is what's cool you talk about um oh what's the name of them the uh the challenges challenges yeah the tick tock but devious licks that they're called deviously these kids are reading things on their social media telling them to go to school and distill the stall door to take the city off the wall to take a kool-aid and put it in bathrooms so it looks like a girl had a period all over the bathroom those are things that i deal with that social media is telling me that that it's okay so you want to talk about the reason why yes the bullying is worse this past year than any year that i've been involved we have still attacked all of it as we do and you can read that in the things that boeing's there their school does try to do things we've had assemblies with it we bring in guest speakers we go directly to classes where we know we're having issues and talk about these things the their world of being social is different than arms when we go out and play indians and cowboys that doesn't happen anymore where you're socializing it doesn't happen where we're going to the ballpark to play basketball drive by the parks our parks are empty during the summer our parks are empty where are the kids they're on their phones or they're on their other video games playing call of duty killing people so yes our behavior is worse our our bullying is worse we are attacking it we are changing our methods and how we're addressing it to try to relate to the kids um so instead of suspending kids which i i'll be honest how many times do you think this year kids just suspended probably 20 yeah because parents are working and they want to be suspended so we're like no you're going to stay here and spend time with me and socialize and learn how to communicate with an adult so we're changing our tactics we're changing our theories when i first started it was when kid crosses a certain line it's immediate suspension now we're talking about restorative practices how do we make a difference it is a challenge kids kids always have been just a little bit mean just transparent i have four it's ignorance they don't know with us we do more than just teach reading writing and arithmetic here um we teach them how to socially behave with with peers and that's why public school is so important and you can't get that at many other places in charter schools you start to lose that private schools online schools you lose it completely so that's why i choose to work at a public school and that's why it's in the position that i do so yes there is an issue we see those are there we're going to continue to work on that as we always do but bottom line students have to meet us somewhere they find it very interesting the comments of the students say i would love if we could attack some of the names i know because usually the kids that call out are the ones who start a lot of it and that's not always the case but a lot of the times when i do my investigation and the person that comes and says when i get down to the root of it they said it did something that was egregious to the other person and they responded in kind and so you know that's something that obviously we'll never know exactly what that is but just something to remember well and my son got stabbed a couple times here at school i only found out when uh i didn't meet the deputy see that stabbing he was like oh yeah it's no big deal we were joking around and it doesn't hurt as bad as the last time he stabbed that's a big part of it is you can't fix what you don't know well it says here the school's the student the school deals with bullies if you tell an adult if we don't know we can't and we tell the kids that you have to come to us and let us know because we can't fix something that we don't know but also like notice the kids perception of you know nothing happens because it's just kind of because they don't know what we do behind the scenes and when we're trying to modify them modify behavior but it takes time and when they see them go right back to class and be the clowns or do whatever they think well they do nothing happened to them and that's one of the reasons why i like restorative practices is there's some of the steps that we take in it that is visual that their peers see when you suspend them all they know is they're not there when you're in school suspended all they know is they're not there they don't know what we're having them do to restore things right to learn to educate them where the restorative practice is at the end of it they can give presentations back to their peers to their classmates to the person that they offended if they called them a racial slur the person that they called the racial slur they would give that presentation with the administrators involved and that's something we've done very successfully this year mr grange has even sat in on some of those mr lane where we've had those different interactions so we're we're trying to change that and and do that the other thing that's very challenging i'll just be honest um i have not suspended as much this year as before and why the kids their academics are horrible sending them home they're going to fall further behind it kills their achievement gap so i have to take that into my consideration with this one now at the same time there's still a line right so you you've got to toe the line to a certain degree but i'm trying to be creative in my consequences rather than just in school suspension in here if it's in school we do have to still do homework but they're missing their minutes their academic instructional minutes now they have to make them up how do they make them up is it easy to make them up 95 of them never catch up if you take them out of the classroom over a day and and so that's just things that the students i know it's hard for them to understand and comprehend that when they say as mrs kudos said well they're back in class yeah because they're here for for academics and we want them to get as much of that time as possible i gotta say when those kids do the presentations and at the end where there's a q a session that kid is really uncomfortable after that way more way more than even a parent conference with the parents sitting in the room because you have staff and students that they have hurt and i open up a q a and say thank you for your presentation are there any questions and my staff is usually well versed in sort of what they know what it what the powerpoint presentation they come with some questions and they ask questions why did you do that will you do it again how does that how does that affect reflect on your family any of the kids ever ask questions oh yeah yeah yes absolutely and those are the most powerful so the the students that that get hurt um we've done one that presented to the entire cafeteria because their actions were in front of the entire cafeteria and we're on purpose and on purpose to get attention yeah from the entire cafeteria we have one that did something physically to a teacher that presented to that teacher in front of the class because they did it as a reaction to the class and i'll say some of you may be thinking that goes along the lines of corporal punishment that was my concern when i first learned about it i do give the parents choices and the student i will say something like you will be out of school suspended for three days or you can be on a modified school day which means you go to all of your classes right but you don't go to recess you don't go to lunch with them you don't go to your specials during those times you come in you work with me i'm presenting creating a presentation that you'll present afterwards and we've only had one that said we'll take the long term we'll take the suspension over the restorative practice office well that takes a lot of time out of your day too it does but my job steve is to educate kids that our teachers educate on academics mine is to take the kids that have had such a hard whatever their life circumstances that led them to making these decisions to educate them on what's morally right morally wrong and it's not my morals but it's society what is what's acceptable in society and what's not and they've broken that that's my job so yes it takes time but that's the most important work i have to do is there's likely a bit of re-offending after having to do uh really we watched the kids here the one who did the cafeteria was in the office probably three to four times a week and we saw him once the entire rest of the school year and that was in third quarter wow so what about so food that's been every year even when we outsourced it and then now we cook it and almost because they were home for a year for coping yeah i think the stuff that's in there i think it's good i don't know i think if we could give them more choices then i think that would talk about what the things that they like was it somebody mentioned if they like hamburgers or hot dogs maybe have that be a hot daily hamburgers and the nachos it still fits under the nutritional guidelines for their meal but half the foods that they like under dr we have the food issues yeah which is the exact same one that serena still uses to this day we went and got them because of people like you're bringing up options we have the worst food continental has ever had under that food service and because because we're in elementary school they refuse to give options our school has given options they have had to take because of covey and the county health department have had to take away the salad bar and things like that so that's been a little bit of a slap in our face it's been mandated to us down by the county um but they have the option for a cold sandwich every day as long as as well as the hot outfit my period and lunch comments on every survivor yeah my first my first year as a bus driver of this arena in between routes i was in the cafeteria at the middle school in elementary school and you talk about walt and walden's got the oriental window the pizza window the salad window the whatever and then the hot dog chicken sandwich french fries in the elementary they had very similar to what we have here but it was always a hamburger or a regular chicken sandwich available plus the main meal so the main meal was enchiladas there was always enchiladas but you know you had a choice of one other hot and then a cold and a cold thing but i don't think what we're doing is any different than when i was working the window and serving the kids i don't think i think we're chasing our tail on that problem yeah anything else on the screen here anybody got any other comments on the student then we'll go to the parent staff kind of combine all three right you know the one there's a major difference between the involvement of the parents i mean the staff says 34 agree that teachers can count on parental support the parents say that 90 it's important for parents to volunteer when they can and support the school 90 say that our family is doing its part to support the school 80 say that but then you go to the students and the students say there's a significant portion that aren't doing anything i i think it comes down to definition yeah parents think that they're supporting them being supportive because if i get my kid to school yeah i have their supplies i have their backpack where we look at our stats we have an amazing pcc amazing they do so many great things there's less than 12 of them yeah how many parents do we have at our school and a lot of people call the high number it is a high number you realistically about six show up and also the parents that answered the survey are the ones that are usually the most involved right but i mean you're talking about the staff they're saying there's a real lack of parental support and and again it's their perception of what parental involvement is because teachers feel if the kids are not doing their homework every day if they're targeting the morning might be yeah next year to change those things a little bit to try to get at some of those nuances yes it might be worthwhile yeah um just a couple of other things there were some uh and i i had a kind of a question to myself how do we celebrate academic success i know we have the call to the month but that's not academics that well we do the academic assemblies where we do the honor roll okay where we do the honor roll higher role i excel okay we give out science awards okay but a lot of that stopped because we weren't doing the big assemblies anymore we caught up and did it at the end of the year once we opened up our assemblies but with covid last year the assemblies were in half of this year but we also have talked about when we're doing reteach and enrich you know celebrating the kids who moved out of the re-teach and make it to the enrich or celebrate the kids who showed the most growth from formative assessments to a popcorn party or impromptu everybody that you know made progress it's gonna get go outside and have a kickball game so those are the kind of things that but what it used to be like here even before i came and then we had to stop everything i had seen it for a few months but monthly there would be a monthly assembly where parents were so that's what parents are accustomed to having that was something that would always happen they would be invited it would be every month right wasn't it and then in addition to that they could come to the board meetings but it was and then that's where we got the feedback from the teachers that it was too much it's too long we're wasting class time because they feel the pressure of the need to be teaching so we you know we got to find that balance but celebrating achieving quarterly we have to have a plan for kids right and that's where i think of the month stuff will do monthly in their classrooms like we talked about where it's just that grade level so it's not a huge long assembly but then um quarterly doing the assemblies that recognize perfect attendance i excel users um on a rule and high on the goal and we almost need to quarterly add those kids to our end of the quarter board meeting because we do just celebrate the cults of the month but to really get that emphasis of high academic achievement to get the students who have demonstrated the most growth or the kids who are doing the most progress not only excel so we can make that credibility you bring up perfect attendance just for you when i first went into a new company and they celebrated perfect attendance for their employees and the reward was a day off this was one of my favorite awards to present at the end of the school year was that five years ago it was our first year so so we actually did not do perfect attendance um due to coving we just took that off the table so that's something that we as i've been discussing if we bring back but it does it is a challenge we have kids and families that push for that and think that that's important but i so when i was in third grade i was in my class with my friend aaron young who's now a teacher we sat in the same little table and her and her sister got perfect attendance every year and she came to school with pink eye once and everyone at the table got who god but she got her perfect attendance okay what else the only other thing that i picked out was the need for an upgrade in science and social studies which now we can do because we've always had you know we're working on la and you know math last year ela and science is up this time around good so for students i what i took from it was the shifting and we talked about it as a staff too the teachers discussed it and brought it up that they don't see that the way they communicate and talk to the students as being rude or disrespectful but they said but if the students are seeing that because we were kind of going over some of the climate survey comments before the school year ended they said if the students are seeing that then that's something we need to fix we need to work how we're communicating the way we talk to them and so fostering those relationships it's about a setback like in the 80s but it's got a special teacher to tell it and it's got a room full of adults from teachers to professionals and parents and they're the student and he's the teacher and it talks about he does live examples of how he talked like you might say something to johnny about what of course you couldn't tie your shoe this morning and then they move on right before johnny he's hurt all day so it goes through a lot of that and it really is super good that might outsource it is it like uh person first language yeah but it's it's 15 minutes long but it should almost be required well and that's where the greeting at the door that you're important i know your name welcome you look good today and when we talk about thank you for being here today it's good to see you i like your new shoes oh you guys heard that because sometimes there's especially when you talk about school shooters and kids who maybe were like not even noticed or nobody didn't speak to an adult the whole entire day you know i know my kids enjoyed that you say nobody yes you know yeah he said no he said did you have any visitors at work today and he said no yeah we were walking by i saw him in there we're like wait we're going back obviously i'm going to bring this up is the school safety stuff but if we look at the students one when we look at i feel safe at school agree with 63 and neutral was 22 so we only had 11.5 that disagrees with that i i think that's pretty good results when you compare that to the parents how they felt they were at agree with 90.2 which is in today's society with everything going on um for our parents to feel over 90 and that's just the degree right then you throw the neutral in on that and it's even higher but that i think that's a good message to us that we are taking school safety is serious and that they do feel safe dropping their children off at school which for me having children is super important to know that when i drop my kids off that that they're going to be safely taken care of and i hope you guys feel like i did i mean i was super proud of our students in the comments and the feedback that they gave because like i mentioned at the board meeting we really you need to hear from the kids they're the ones who have to do the work and for them to feel that they have a voice and that they can provide feedback and we emphasize that even in student advisory like we need you to tell us what's going on so that we can make it better and help and so i was just super excited that we had the responses that we had from the students and that they actually took the time because people won't take the time to fill out a survey if you don't think anybody's going to listen right and i really feel that we've come a long way with our students with that student agency well i saw a lot in the parent and the student that could go to you guys for being approachable that you know they it seemed like for the most part that they thought that the admin staff i know it seems on the principal but i think that goes through all of you guys um that the kids think that you are approaching and like i said i know back in my day you would not approach the principal only if you were in trouble yeah got the avid conference we had a little text thread and how are your how's your you know session going how's this going and then one of our teachers said you're not going to believe this but the group asked me who we traveled here with and when i mentioned the principle they said that must be so awful i'm like yeah and then we didn't get certain stickers from our admin session and we asked why didn't we get stickers like the teachers and the offers free training for superintendents just praying that they get there yeah so my staff comments were just really too you talked about the turnover but i think that's overrated because there's natural turnover there's a turnover like you mentioned and then there's something just time for you to go and then i think the very minority but the people that because yeah from what i understand them read but that's i think one of them was which has been addressed as getting joe in the new position to help albert and you were right i didn't take that as picking on outward at all just saying hey do you need some help but he takes his job very yeah i plan on telling him that's why she was here yeah and then the other was i think us as a board to show that we are more supportive of the staff and teachers just whether it's we air our dirty laundry in gonna be out executive much or we have some separate meetings for whatever the discussion subject might be to get clarification is the board meeting always the place for clarification yes yeah to a point because you know you can only care so much or have so much time and there's also a time and place for stuff in life you do like once or twice a year um any one of the wednesday afternoon just have kind of like a town hall with the teachers just so we can get face-to-face time would that be worth it do you think they would that would help anything because i know i've asked for feedback from teachers before and i did very very little it's like i don't know what i'm doing i think before um 301 they used to have it was part of the 301 responsibility where they had to attend two board meetings a year right but then it became a compliance thing oh i got to go to the board meeting it's my turn just to get 301 money so then my thinking was let's highlight our teachers or our grade levels like what we brought mr davis in with his kids and make it a meaningful meeting like let's highlight the dual language strand let's highlight the science activities the science fair to try to get teachers to come showcase and also by doing the golden horseshoe award for our staff gets them to come to recognize them whether it's there for someone but but you see how only that teacher will come it's like that camaraderie and that sense of team like i'm going to go celebrate my team member and make a conscious effort to go to the board maybe to celebrate my calling it's not there and that's something that we um because i don't want them sitting here like rolling their eyes like i have to be here but i don't know how much they'll really because i've asked in a group setting hey there's anything you need raise your hand now or send me a private email or enough crickets some of them if you get them alone you can ask a specific question about like i asked one you know how do you guys like get paid just 10 months out of the year you get paid over 12 months be better for you and your family you know they're never going to bring that up on their own so then i actually got all this feedback well we are changing it right where they can get paid also the feedback of the climate surveys um saying that we should do the surveys more in like october may october or november with where we can make changes that are needed before the school year ends versus you get everybody that's exhausted you know the teacher feedback and then the survey like there so a lot of superintendents when i talked to them they said they give their timing surveys out in october or november because it's a better reflection of what's going on real time with being teachers or whatever so do you say okay here are the four or five key things that we pulled out of the climate survey this year and here's the here's the plan so we talk about it like i said with parents with the paranoia through the student advisory and then with our teacher our admin advisory for teachers and that's where we look at and say okay is there something truly here that we need to address that we haven't already included in our um you know in our plan in our roadmap to excellence so we'll have that conversation and rich an example of that would be for example in our fish phone and our side of the lab and all those sorts of things as we worked on getting district goals but now we're studying site rules um for example you know we look at how do we relate that and bring that down and one of the one of the goals that we kind of have um prospectual thought is to um look at the specific problems that are brought up so when we look at the staff and we talk about parent involvement one of the things that we're putting in there that's not a goal that you saw today but it is student-led conferences which when you have parent-teacher conferences having the student lead builds mbe and it gets them involved in their own data but then it's also a lot harder to ignore your student when they're talking to you that is your teacher and so it gets the involvement and so that's one of the ways that we're working on of our staff you can clearly see that they think there may be a disconnect between parents and staff and teachers where if we get the students to do those um and leave those and the students do preparation for that so they really want mom and dad to be there because they work you know they're proud of what they have accomplished and that's what our goal is is for all of our kids to be proud and watching mom and dad and they're going to drag mom and dad to those conferences because they know that they get rewarded for being there the student and then b that they're going to show off their work i've done that for our iep needs and it's really uncomfortable at times because students are like i can't i can't tell my mom and dad that that's hard i want them to be proud of me and we're like no but what inadvertently what happens is it's that next level of training the student and it's self-advocacy and it's self-awareness and it's the things that you listed on these values you know um so it's and that's all about having dlcs is that all coming together and so you know we talked about those little goals that we obviously don't have time to share with all of you that are our goals as administration for our staff to do this year um that activity up there that superintendent rico went over was based off of parent and student rapport and communication parent teachers parent teachers staff it was that's well that's why those comments were more geared towards a lot of parents feedback our teachers but when i when you ask that it's about coding and looking through this and seeing that a lot of the comments do fall under a lot of the things that we our initiatives in our school improvement action plan and messiah so as we were sitting here i was thinking we should probably make a release a video or something as site admin thinking the parents for taking the time and the students and that it is looked at and that we have seen it and acknowledge that we've gone through it and we can upload it on the website without the comments right just the graphs we can upload a section on the website so that and that's where you could do the video and say thank you here's what um you know what we're doing differently and what we learned so we appreciate the feedback it'll be interesting also because when you look at the teachers it you know there was only 41 responses for staff so we need to get and we have over 100 staff members so i'm hoping that by doing it in october november because typically the disgruntled people will fill out the survey in may because they want to have a voice before they leave us so it would be interesting to see and the exit surveys we do have and christina's collecting them so that'll be another conversation that we can have on the exit surveys that were given to the people that have left so we can discuss that as well anything else drew did you anything stick up to you no they would cover the ones that i had to mark down okay okay good and we'll continue to keep these as we have our meetings and our discussions to review okay good so capital needs strategic plan great do you want to just talk about what our plan is about so what we plan on doing is once we get the entire staff back um i normally sent out an invitation in january to put together a capital budget committee for the upcoming year to go over what we're looking at for the for the upcoming budget year um but we're going to do a little bit differently we're going to put it out right after staff comes back this year we're going to invite anybody who wants to be on it um if the board member would like to be honored as well i'd be more than happy to have you there as well um but it's something that we'll meet we'll discuss where we're at with our capital budget currently what we're looking at in the next five years with our budget and then what we're looking at again for the next 10 years that way we can start to pre-plan um items moving forward um one of the other things on here is the fy23 budget um one of the things that we did this year with this budget is we've moved i think it's 174 thousand dollars from mno in the give us a 600 000 budget um what we're looking at is one of those items that is on the capital budget as a science curriculum so this allows us to start putting money away for this because if we're looking at a science curriculum it would be something again that we would probably start again in january that we could purchase the following year and that money would still continue to flow over that money would already be there without having an impact to our capital promotion but that's one of the items that's on the the capital budget committee's list to the when i say teachers i really began staff do they understand our budget than the money we get that we really are giving back all we got you know that we're not hoarding money or wasting you know we it's i've talked to a lot of teachers and it's it's hard it's a hard concept yeah i'll tell you why for example and i'm going to pick on steven for a second is we can't afford to give raises but we just bought five new buses right right and so they say well that's bull crud when they when that man thinks or the board thinks that they have a priority they seem to find the money it's hard to understand and rich you know you've done a good job of coming in and like we don't just have this big one budget we have lots of little pockets and so what where we get money for steven comes from for the transportation department comes from different areas that we can't just pay teachers up necessarily and so that's it's a hard concept for a lot of our staff and maybe we can do a better job of sharing or that's one of those things you know when you talk about if we meet with that staff of the board explaining those pockets of the pocket that we can pay them with is pretty well absorbed and when you talk about 80 plus percent of our budget goes to salaries i don't think they understand that that part of it 100 percent when i say they it's not all of them understand better than i do but they're a large majority of each have a hard time understanding that and they look at things like that the move of buses i've already had some say oh well there's money for buses and i have to explain so i can see that i mean that's where with that in that same notion we had a very i think the the meetings that we've had with planning has been very well conversing very well and understanding what's going on you know we go from wherever we want you could buy one bus a year and then we were gonna change it to a hundred thousand dollars set aside each year but take advantage of what we have we're still doing i mean essentially i'm hoping it works hoping it works cause problems for the future but i am but being able to see that we were we are still buying one bus a year especially when we're doing the next five and getting more people to come to this routine for the strategic capital meaning what that means would be i think would be fantastic because they get to see what we're talking about we're being transparent in the meetings yeah but it wasn't like they didn't get everybody there right right or does it soak in or whatever yeah i mean before i got the opportunity to present it you guys saw the rationale but i presented you guys on the board it wasn't you know what i mean so there's there's that and they get that i mean they see that we have buses out there that were built in 1996.

yeah so this is by next june right next to the the 10 so when we did this and i would say that the thing is most is it aggressive enough probably not is this attainable and doable yes right so i think that we're not saying we're not willing to go like our goal is obviously going to be always if we can move them further we definitely will but when you talk about strategic planning and goals 10 percent is a realistic goal when you think about the students and where they are meeting them where they are and making progress and and what this is saying is um we'll move to proficiency and above when we looked at the data we looked at the kids who were approaching and and the kids who were falling far below and how we can move them to the next step so it doesn't mean that the kids who are falling apart below you know they will have to make more than 10 progress but this is looking at our kids who are at um what is it at approaching to move into proficiency right so that's different than the falling part below is moving into approaching and the approaching moving into proficiency is there a specific standard um on aasa to earn an a letter they have it's it's that whole entire formula that takes they give you points for specialized kids the information there's just no specifics as far as what exactly you would need to do aasa wise to meet that criteria within the other ones well that's where when they give us what the what the breakdown is on when they do the formula and put in all the numbers and the charts then we will know okay like our letter grade of a b we drop from an a to a b because our approaching kids we did not maximize the points of the approaching kids moving to proficiency so then we know that that's the group of kids we really need to focus on because we did get all our points in the past for special ed students for ell kids for attendance for our kids who were already proficient being maintained but we dropped and lost points on our approaching kids so that's where you've got to kind of once the formula comes out which we're expecting the letter grades are to come out in september then we'll be able to further analyze the data and break down where the true need is but teachers get really nervous when we put goals like 15 or 20 percent when we looked at the data and you look at okay so ms webbos when we looked at the data we looked at third grade and we look at ten percent of the kids that need to move you can find those seven or eight kids and know okay we know that these are the kids that we have to watch it doesn't mean we ignore everybody but these are the kids are gonna truly affect our goal in our data i believe realistically it can be not just every teacher who could move at least minimal minimum 8 to 10.

i mean just to say now we can fulfill the commitment that mrs rico made to the community that every single student would write a school bus will be in charge for the first time ever all of our buses that will be transporting kids and routes i never had a vacation all right look how you turned it you came out you came on horse uh you know i've got two grand daughters in in middle school and high school in california there's no buses there's no transportation whatsoever for the schools no my gosh it just depends on whether that was i met i mean a lot of them don't live in within walking distance i was talking with someone from the very hills area in the same thing there's so many there's so many houses to the way they're built into this specific area there's so many houses to where the school is there's so many schools that it's all walking distance our parents is free well my youngest granddaughter that's in middle school was probably at least three miles from the school and per arizona state law you do not have to provide transportation for students but then you lose that budget that comes with it so it's the whole transportation budget would just go away and it's not like it would go to our summaries it just it just doesn't work and so you know you get rid of a department of department ahead you get rid of some employees but the money that we pay them with the money that we pay for fuel all of that just goes away so it's a lot easier on our parents and family as a service and super important many many many of our our families and you know one of the strategies we've been looking at this year and i know and support we've talked about before and it really wasn't on the survey as much but the tardies that deals with tardies and absolutism there wasn't a lot of comments there that i've been doing some research this summer that says having a solid transportation program is one of the ways that we can afford that and fight back with that where if parents are having a hard time getting them there we basically say look you need to utilize school transportation if we and that's where i would communicate with mr lane and say they don't feel comfortable sending their kid this far down the block where we say okay well this kid has you know 40 absences maybe we make a bus stop right on this corner so that it's easier for them and that stuff that we can we can work together and do those sorts of things um where if we didn't provide transportation it would be interesting to see how better absenteeism targets would it could be much much worse well especially since you've been doing it yeah right yeah but i'm saying if we went to yeah okay so we have 30 minutes i want to make sure we get through the next two items and then i want to give steve a chance to talk about the safety procedures that we talked about the next thing is the policy advisories i just didn't know if anybody had any questions i'd gone through the policy advisories and we're pretty much i mean we adhere to we're already doing what most of these policies are saying there's just a few changes in terms of um like where the board president can recess the meeting at any time without a vote and that came from all the hostile board meetings that were occurring where um where they needed to recess and that was on policy for dd one other thing that um the total compensation statement under the gcb was the fact that we need to list like we're talking about to our teachers what we pay for benefits what what they're getting more through one so they can see their total salary and we did that in january right after june 30 right after she finished the last payroll okay everybody got that okay so that's something that was there also the dyslexia mandate that every school must have a trained teacher um under the dyslexia mandate find it by this upcoming school year so we have miss romanelli and we're getting one of our other teachers the state's been offering what is that it's so just the dyslexia mandate is again another one of the unfunded mandates from the state that you have to have a trained uh teacher to identify and be prepared to help schools identify kids who are dyslexic and we were nwa math originally was going to be an approved dyslexia indicator that from the feedback from nwa that was supposed to indicate to us that there was dyslexic kids which is not the case so we are purchasing what's the dyslexia curriculum that we we're purchasing amplify it's an assessment to identify dyslexic kids so now we have to do its amplify so we're purchasing that to get to k12 students to determine whether they're just next week or not it's a screener and part of that is the 80d on those mirrors dislikes so there's so were that the family life education policy they've added that parent permission is required which we've always had the permission steps and kids can opt out to for that training the other theme was reading i'm looking to see everything else was pretty general the open enrollment policy so there's one thing that um they added that staff members can have priority in open enrollment we're supposed to be not looking at students disabilities or asking for ieps which we do ask for them um because a lot of times we don't have we can't provide that level of service that the kids need but technically when people apply for open enrollment we shouldn't be asking for that information but it also states that we were we will not be liable for a lawsuit if we are in good faith effort doing everything that we can to look at the open enrollment students there's also one thing that the open enrollment policy says that once they start for you have to keep them for the whole year that you're not supposed to be able to say you're going to be released at the quarter which is what we do we have those meetings with the parents and we say it's a privilege and an honor for you to be here we've put kids on contracts um we've never had a student not meet the contract um we did have and i've had conversations with some parents about open enrollment and behaviors and targets and academic performance where we've they've understood that they're not going to be a priority on the list to return if things don't get better and then parents ought to take them because they didn't fulfill a good contract during the conversation so that's just one that you know we just need to i need to be careful in how we look at open enrollment and the kids that are on the wait list because we do have kids on the wait list and what this policy also states is that on our website we need to have the number of vacancies or slots available per grade level for open enrollment we're pretty much over our student ratio right on what we want for kids in terms of there's 24 25 28 kids per classroom so we kept it but if they're siblings or if they're employing kids then we make those exceptions but once a student withdraws we're supposed to let call the parent that's on the weight list to say we have an availability and that's something that we haven't really done that we'll make sure to do um other than that did any did anybody else have any other questions all right i gotta go through this again because i don't even remember some of that stuff that was in what the second reading that we're gonna have one tonight yes i mean there was reference that i saw a lot of those attachments to like teaching about controversial sensitive subjects and that had to do with with the language in the bill that was originally passed at the legislative level that then was deemed unconstitutional by the by the court but i never saw us adopt that originally in our policy so there was nothing for us to really do with that right and i and another one it was number 711 which was the cloth face coverings that were required for visitors i don't think we ever adopted that formally by the board anyway i mean it may have been a practice that we instituted um but it wasn't a policy change that we that we voted on right so some of those things i don't i didn't even see in the second reading that or that you were just talking about like open enrollment and some of those others that's in this material yes okay well the the open enrollment keeping up for the year is in uh it's not in here as a change so when you read it it's something that when you talk to the attorneys you know it's they you have to keep the kids you can't use like their disability or um the other one that was in here was my immunizations and you know and covet was the covenant immunization was in there but it's not in our policy on our website right so these are things that this is what when we vote on them then ayani needs to contact asba to say we reviewed them and they're good to go and then they'll upload them into our policy as a whole yes but there's i mean like removing that language that's in the controversial subject matter we never adopt we never adopted pa 700 to begin with right that's why a lot of these don't you know we never formally adopted them so hence now that they're deleting them yeah they're it's not a big deal to us because we so we never regarded them what do we need to vote and why would we want to adopt them now we don't now they're stating that they were adopted in policy but but again the face covering was left up to boards right and the direction that we went to we never adopted that policy some some school districts and superintendents used that politic asp8 policy as support in why they were deciding what does a yes would mean monday night so can i throw this out there i i think the best course of action is to take those policies that we did not approve originally and at that meeting make a motion to remove those and make them a separate agenda and then just have so a yes vote says yes we are approving this policy a novo well we didn't have it in the first place so we're not approving it now either so if we pulled out each individual policy that you don't want to approve and make those separate agenda items and get rid of those without but they're already taking them out yeah they're already deleted right right but so they're deleted out of a policy that we never approved in the first one right but there are some changes like the open enrollment thing yes those are like the additions too but as far as the only deletions that are completely deleted are the face coverage requirement for students are requiring for visitors on campus everything else that's on here there's just when you look at the you know going back to the strikeouts there's very little strikeouts and what i noticed in most of them is that they're adding language and policy for charter schools that have been exempt from a lot of the policies so if you notice they're saying charter schools okay so um next thing just real quick on the district website i just wanted to show in case you haven't seen it yet if you scroll down to our district information deanna up on quote district information and then scroll down okay teaching and learning curriculum and assessment the well anyway i just wanted to show you the teaching and learning curriculum and assessment tab is where we have all our curriculum that we're using so remember when we had called in the audience and they wanted to see what curriculum we're using so that has all our curriculum on on what we are using we have the the parents that we're gonna come and help us catalog all the books in the counselor's office they're coming on wednesday monday monday and they're gonna catalog all the books by topic by being are in the counselor's room to use so that's being done and then we'll have it listed we're also linking sora which is our library catalog to the website that will have all of the books that are in the library that are available to kids will be posted as well okay so i just wanted to show you this so that you can look at it oh it's not working that's weird so maybe something's happening at the on the gower end is there revamping the website well this is the new website so can you go to the top go to the top maybe it's me but i cannot find anything our school continental elementary school gender information is all the same thing in my world well when you go to our school here you have the after school activities yeah this is the school calendar there's one whole tab so district information okay our school and then go to clinton elementary school like i was looking for a calendar this morning okay look i always put this on hold on when i did uh condensate here on the calendar the colored one that we have that calendar has never been right well this is the one where we have to input information so one thing that we're going to do is we don't make sense on the tabs that they're under yeah so so one thing goes back to albert right when we initiated this we were all trained and we are all supposed to be able to upload our information and divide who's going to do what has not happened this year so we are going to have another training with gabard so that we can because i came in and i changed my message for the summer myself before what was happening is again everybody was giving it to monika and monika was in pudding and that needs to stop because that's not you know her primary role we're going to need to do other things that she's learning so we're setting that up so that we can update the counselor's information we can update this vet information we can update school by you know district-wide school-wide stuff so um so that grant can input the financial reports that need to be updated without having to go to albert and then i remember one time from the foundation meeting they had said it was difficult because they wanted to just get an email address for one of us but it doesn't give up the email address and i discussed that with rit director and he said that's how because if we get our email addresses put on there it opens the door for us for fraudulent activity to start to happen which did has happened here which is why it just click it there and it'll also get added to a lot of lists yeah so we're working on it but i just wanted to show you that teaching and learning piece of where the curriculum will be and where the book is gonna be okay it says that you know we're all when when the public comes in here all of us will be practicing social discipline again okay on the agenda the main board agenda uh on i mean still on there for even our uh for this meeting okay okay all right so um we have so we have 15 more minutes steve so do you want to talk about the safety information um so we did have the pima county sheriff's department come that represents green valley it was the day sergeant who was the one who conducted the walkthroughs we had a total of eight officers that are constantly on the day shift to our school the sergeant had them carrying their swap ship which is like 45 pounds as well as reaching materials just so they could get a feel of what it would be like it was interesting to see they started off really enthusiastic but by the end of the two-hour tour they're pretty much dragging down the down the hallway realizing um a couple of things a they were super impressed with our campus and our procedures and our policies that we have here they felt that we've done more than any school that any of them have been in as far as having procedures to mitigate threats but also to buy time for them to respond so they were very happy with that it was eye-opening to them as a whole and interesting for me to watch them as they said this would be a nightmare to try to clear a building that literally has loops and follow-throughs everywhere throughout campus almost all buildings have in and out doors and so you know they because of that tour they were starting to talk about strategies that they would have to execute in each of our buildings to be able to do a good job in responding to to a school threat a few of the things that they they really wanted was communication we have in the lieutenant's office in green valley um our emergency operations plan is there complete with all of our access availability stuff for them but they felt it would be beneficial to them to have a laminated map of our school and campus in each of their patrol cars so that when they're coming on site they can take that with them and they know where building f is and what building f is and so they have that with them so that's easy easy rich to just make those copies as soon as they're done our desert secretary has been working on those and updating those this week so when we get that then we'll let me get those and get a copy for every single patrol car to have with them which is this very very simple one um one of the one of the things that with the tragedy with the evolving shooting that took place is that it took so long lots of people ask why did it take so long why did law enforcement well there's a couple things that that play down there um one the officers that were inside the buildings made assumptions and received false information which is why they didn't breach the room they didn't know that there was life still in the classrooms they believed that everyone in the rooms was deceased and they were now dealing with a barricaded subject not hostage or a school shooting event it turns out facts came out later that that was wrong so because of that they were waiting for the equipment so one of the things that the sheriff's department has talked to us about is simple things like breaching tools sledge hammers bolt cutters if we had some of that stuff on campus ironically they do not carry that stuff in their vehicles which is something i'll be talking with some of their higher-ups the lieutenants of i personally believe that every law enforcement officer should be able to have comparable cutters and sledgehammer in their own car rather than requiring schools to purchase them so we have that conversation but the availability needs to be um if they can't then that's something that we need to figure out how we make that happen for to increase their response time if indeed a school threat has barricaded them sales on campus so that's some of those things like i said there's a couple items that i'm just not going to address in a public meeting that's being recorded so if you'd like to come and ask me personally with those after that would be fine um [Music] and then one of one of the things that was requested by them but we also many of our staff members have attended the active shooter course that you may have seen there was a presentation on the news about the pima county um conducting an active shooter training not for law enforcement but for staff to go through many of our staff members have done that misguided us and i attended with many of our staff this year um and many have returned have gone we actually are still going the course is still going some of our staff is still attending um some of the things that were brought up there was in talking to the sro sergeant one of the big concerns that they have is for the safety of their officer as well as making his availability to respond to an emergency more effective is to have a gun locker on campus the reason for that is in the event that there's a shooter and you're seeing this on the news some of the things is they have video footage on our school security cameras of law enforcement officers running away from the shooting once the shooting starts and their perspective is they're running to their patrol cars to get their assault rifle because it's really hard to fight us an assault rifle with a handgun and so their vehicles are out the parking lot so they're going to retrieve that and then returning with that so if there was a gun locker on campus he could have that locked up here in campus in close proximity to where he's at so that's something that i've talked with administration we feel that that would be something that we could easily do and even have up and going at the beginning of the school year um there's some of these things that we talked about that were there are complicated because we're not sure if that means court approval or if that's just something that this administration has ability to make that decision that's just something to put out there so we can discuss some of this do you want to discuss it as i hit these discussion thoughts on that i'm right not right now i i mean obviously i'm interested in what we're changing if anything uh as a result of the advice and counsel that we're getting from law enforcement it's crazy don't have them in their cars i i can't imagine because i think about this too like right i'm here at school all the time but if i'm not going to go to the movie theater and someone's locked me in the movie theater i would hope law enforcement can get through that and it's like they don't have that stuff their original reaction is in one location where they all know that it is and that's in my notes they've told me where and how they would prefer it to be stored yes and there's that risk but in the plans they have ideas that mitigate that from happening so they have two different suggestions and it would be the psych leadership to decide which one of those two built with secrets through our campus and to bolster that information to their sergeant who would pass that out to them so you guys are going to talk about this locker as to whether this is something that we want to have available here i i personally think it's a great idea um i've talked to miss rico she's on board with it as well miss queen boss is also on board with it um it's one of those things where when our sro supervisor is suggesting that to us they don't make a lot of suggestions to us when this is a suggestion that's something that we may want to consider um so that's just so you're trying to see if you need more approval for that or just we this is we need we're being transparent yeah we're just sharing we're marine transparent to the board this is not something that we feel like we should just do on our own court we don't according to the laws and things that i've been researching the board does not have to make these the approvals for this however if you felt that that's something you wanted to do then i can definitely write that up and put it out there as something that we can you could could approve or if it's just something that would it be easier for the sheriff's department and cereal pd to change their protocols when they get out of their car they have specific x y and z instead of having a guns in a locker somewhere here on campus yeah i don't i don't like that idea at all so this isn't for those that are responding this is for the one that's already here otherwise the alternative to that answer is he will say sure east lost will carry as they are everywhere within when he goes out and plays football with the kids he'll happen with him that's going to be the response all right i didn't his suggestion was for our sro to be able to play okay i think you mix the two but you said when the cops get on scene they have to run back to their cars it wasn't specific that's that's what they have to do because right now that's the policy and it's it's not when they get unseen because when they come on scene to an active shooter they're bringing everything with them it's the one we have on campus that's running that makes better sense and so they've asked that we put it in close proximity that has anonymity to it where it's not you know just a big unlocker right out in front of the wall per se but it is a tool of his to be able to stop and protect um and he is separated from that by a parking lot so that's just that's clarification yeah we do have a board agenda to talk about again follow up to our conversation in june's meeting about safety i'm just of the opinion that any recommendation we have to improve the security of this school we ought to do uh period and and if it costs more than the purchase limitations that the administration has and it has to be come to the board fine and bring it to the board but otherwise if we don't do some of those things i think we got some major liability problems to face in addition to not doing everything in our power to protect our kids now that we know so that's we're just gonna we can move forward with that then don't need to bring it to the board as far as i'm concerned okay all right so then i throw this out there yeah go ahead wouldn't you want it to come before you that way you can actually have this discussion in a public forum i mean yes we're recording it today but this way the community also knows that we're trying to do everything in our power to help protect i mean i'm just throwing this out there you know i thought about that it's double sword yeah so because i mean right now we're discussing it right now and it's being recorded yeah what's the difference in doing it in a public another regularly scheduled meeting i mean not but at the same time we have to think about the safety of our staff and our sro and letting people know that hey try to find this item and that's that's not the goal so when we talk about anonymity we're talking about a getting his tools closer to his proximity right so we wouldn't take our new ela curriculum and tell our teachers they have to come down here in the community room to use it we let them use it in their work space with their students he's been trained to use that for the safety of the public it is a tool that our society has deemed he can use so do we want to there has to be some public forum and i felt this was the best i asked miss rico she asked me if i want to bring it up i'd rather do this one we know that there's not as many people watching but it is it is one of those things for the safety of him and his department that um we just have to think about that so either way we're on board it's something that we feel is important i'm willing to speak at it at the board meeting and we bring it to a vote we can definitely do that i personally don't feel it is but i do feel it's important for us to let the board know from transparency to our board and if parents ask questions and we can answer those obviously we're not going to tell them where it is and what it looks like um but those sorts of things so to me that one of the main things yeah so with that um i'll just close i think two things one is kudos to you and you guys in the same moment i think it it's gotta blow every other school away that steps you've taken in the past and are taking moving forward and the other thing is i really see a different level this year and i think it's freaking awesome so you know let's hope it carries on all year with the teachers and the staff and the kids and no covet and you know go colts right yeah so with that we are adjourned if you want to hang up sir thank you

if you look at the climate survey every teacher says that every student has the ability to learn every student has to ability to learn almost 100 percent on climate surveys and if we changed our vision [Music] the success um i i i would think that our teachers would not be uh concerned about raising those and having them higher and more challenging just my feeling we spent a lot of time discussing the percentage um it's a difficult thing because we're not talking about just some staff we're talking about human beings children children come from broken homes children they come from you know they don't have parents at all moving them is not as easy as it sounds sometimes and so when we look at that ten percent i'll be honest we started down around four percent we also look at what's realistic whether what do we put out there that doesn't intimidate or make our teachers feel like we have unrealistic expectations you're a thousand percent right when you say our teachers want to move all of them there's a difference between moving them our goal is to move every single child and to make a year's growth in a year's time all of our teachers go into it with that goal but if i'm a fifth grade teacher and i have a kid that's coming to me at a first grade level and i moved him a year's growth where is he second grade finishing second grade when you talk about the state testing although i've done my job maybe i moved him 120 maybe i've gotten third grade when you look at the state testing he's falling far below i did my job as a teacher i'm dealing with a real human being who comes from doesn't know where his next meal is coming from we need to make our teachers know that our goals and objectives are obtainable for them but also challenging i believe that this 10 percent is going to be a challenge if it wasn't we'd be way ahead of it realistically we would be here 70 80 90 already if it wasn't challenging it is challenging therefore 10 is a pretty significant increase of progress in my opinion when you look at business or even even students we we do believe that we can break this down for our teachers i'm going to be honest when we roll this out to them completely that the uh staff training at the beginning here there's going to be a lot of people that are going to see that 10 percent automatically wonder if it's obtainable we've already got a plan for that to help lead and guide them and help them understand i want to be clear when we look at it um it talks ten percent of content on grades 338 measured by that who were below proficiency so it's not the entire student population it's the ones that fell below so we're talking about not moving all of them there but we're focusing on them you've also got to make sure the others don't drop right and so that's in there as well when they have to make where you're trying to pull those up we talked about we look at each grade level to make sure you know in each cohort what does that look like and it's i think it's a realistic we can sell it to our teachers that it's a realistic obtainable it also gives them we hope that it gives them the encouragement that they can do it do i believe that we're going to obtain more than the 10 i do but we also need to make sure we're not overwhelming and setting a bar that our teachers give up on day one in teacher orientation because they don't feel they can achieve 30 do i believe we can do it we have awesome teachers here i do believe that we're going to see some amazing growth with the strategies that mrs cuevas and mrs rico and i are are presenting to our staff this year and aligning our curriculum for the first time since i've worked here i can confidently say we're going to have two good curriculums for our core subjects and the first time in 15 years there's a lot of great things that are going to happen but we need to make sure that our teachers feel supported and that we're setting realistic expectations for that and i think steve you you hit it when you said we're only talking about the 10 who were below level so we're not talking about the ones that are already meeting the world so that will definitely increase our shall we also in tandem have an expectation on math growth so this is our connectivity movement yes sir even more than the absolute ada essay so so this is district goals when we talk more we have site goals right so this is based off of your district board goals that's where these goals are generated then we will have more goals that will be rolled out for our staff that will help lead them to meet this goal so there's underlying goals and a definite part of that you'll see later in the presentation we have stuff in there about and and map is hard and we'll talk about that in a little bit too on how we saw how the reports come in because it's diagnostic so it doesn't ever tell you how many kids reach proficiency it tells you how many were expected to grow its expected growth not based on proficiency versus the state assessment is on proficiency levels right so we do have to have two separate ways of looking at the data and analyzing growth versus proficiency but part of their calculation is growth from the student from one year's state test to the next which is going to be interesting this year to see if they even though they didn't use last year's state testing as a to come up with the letter grade if they're going to use last not this possible year but the year prior state testing as a baseline to find out to make to do their calculations for girls because i do believe they're going to release the letter to have these grades days that they're expected to come up in september okay and safe and organized learning environment we have 100 of continental staff will implement the positive behavior intervention support system to create a positive social emotional environment as measured by quarterly discipline reports student climate surveys and frontline domain for evidence through the 2022-23 school year a continental school will work with state local law enforcement agencies to conduct an annual free security audit i don't know if you need to put the word into the better um increase the safety and the use of technology student digital driver's license student cyber security will be earned annually for all students so at the beginning of school year there's a there's like nine lessons on cyber security and technology that kids teachers have to go through with their kids and then they earn their digital driver's license to be able to take their chromebooks home and um so that will be something that we do annually and then teacher technology usage form will be signed annually by staff also in policy there is a technology forum that teachers should sign that they're going to use district um technology there's a lot of people who have been fired and who have lost jobs for misuse of school property in terms of chatting and google chat and emails and that kind of etiquette okay oh any questions on that one so if you recall our district goals this is what we want to put on our website okay so this is what the public will see in terms of overall general how what our goals are and how we're going to operate what's our timetable for the security of it so i put annual there so that we would know and obviously it would be done summer and fall each year we've already completed one agency has completed theirs um one branch within that agency if you will um and at the end of the meeting this week is going to carve out some time for me to kind of talk a little bit about their suggestions already moving forward as you know there's lots of different things so we're looking at the bomb techs coming in we're looking at swap coming in but every single pima county sheriff deputy who is on day shift has had a complete tour of the school so far this summer and we're looking at having sarita's pd do that as well before school starts and their sergeants have come through and given us suggestions along with them do you want to put prior to the beginning of the school year each year or by you know if possible i think that's smart to me to me it's one of those things that it's ongoing they've all evolved is ongoing um and we'll always continue to look like mr greg talked about one that i wasn't aware of so we're going to add that one i don't know if we'll get it before school starts but the trust our insurance company comes and does audits as well so to me it's we'll schedule them as often as frequent is available it's not always realistic to get them done before obviously there's that's a priority right and and their preference and that's why we have many of those already scheduled and i've already done one since our last meeting um and so we continue to schedule those and have those so we're kind of at the mercy of the agencies as well you are at the mercy of the agencies the other thing that i like is to have them come through when we actually have students here because that really drills down on our policies being followed and not that's where some of the you know the agencies when they come in they get to see an action versus an empty hall of show i can say anything i want about our campus when no one's here um you know because they don't see it but when they see it in action they can see those weaknesses with our staff and our students on campus and have a better recollection so to me i like both having some come from now but then having that when our campus is operational currently using all strategies that we have incorporated right the visual of just seeing kids running around the whole parking lot you know how they interact at the end of school beginning of school recession um every year so the kids can practice the true lockdown i don't remember doing the cold war girls and i can make in transportation we're working on the evacuation drill so if something does happen uh and myself and your ladies are working on taking all the buses and get the kids off campus now that's also what works so do you want to add it says annually but do we want to add maybe the initial one by first quarter well i i thought that we at least we're gonna make it a big effort to have one completed before we started just to see if we've got any significant things that need to be addressed before our kids come back yeah and that's what mr baker has been working on and he'll share that our primary law enforcement agency has already come in and done an evaluation with with their with the local force so and that's our primary talk a little bit more about this yes sir okay and there there's just to be brief but there's some things i probably won't mention in the meeting because since we talked about it it exposes potential weaknesses that may not be fixed yet so that's something that we can set up executive session or things like that but i think we can all understand that when we're talking about safety there's some things that we can talk about for you then there's some that we need to protect in our financial strength they fundamentally maintain some fiscal stewardship of financial resources financial district leadership team will monitor expenditures of federal and state grants to locate using a google monitoring spreadsheet during the 2022-23 school year so we will have that and when we meet it's obviously a google doc that we can share with the board governing board also in terms of helping the board see what we what we've allocated and what we've actually spent and where we are with the resources and spending regularly monitor audit findings continental district leadership team will meet monthly to monitor procedures enlisted to address material weaknesses so i don't know we talked a lot about that on saying you know we're we're never going to have a perfect audit you know that so i mean we're still kind of struggling with how the board feels like this should be written the critical element here is is the material weaknesses that's the critical element because that's the thing that can lead to misrepresentation on the financial statements for the public you know if a certain expense voucher wasn't processed properly that's going to be pointed out in an audit but it's not a material weakness and and you know my my major problem with with bullet points one and two is those are activities they're not goals to to me a goal is adherence to a budget that we we follow the budget a goal is no material weaknesses these are just activities so our goal is to maintain sound fiscal stewardship what does that mean though what does found fiscal stewardship of financial resources mean what does that mean to you it means adherence to a budget okay that we follow the budget that we establish at the beginning of the year and do we do that is that something that we need i mean that's what we do but that's what our expectation is but yeah i mean we follow our budget um does our budget get adjusted throughout the year absolutely but are we over extending our budget absolutely not are we overexpended in any area and we shouldn't do that that should be the goal those things that you just you just mentioned all this talks about monitoring expenditures i i think that's the main change though is it's it's more of a instead of it's a me and roxanna conversation this is an entire administrative team conversation so expanding that knowledge base from just roxanna and myself so mr lane okay now i'm just explaining what what that what that goal actually is on the audit findings we can monitor this stuff all through the year procedures and addressing material witnesses but if they show up again on the next slide have we met our goal he said it may be a nuance roxanna but you know i think our goal needs to be no material weaknesses because that's the integrity of the financial statements themselves and that should be our goal there's no no material weaknesses this is an activity to make sure we meet that but the goal is zero so will the goalies be specific measurable attainable so that's where i where we're talking about even going back to the ten percent goal for the student progress right that's a great goal it's a great goal specific is measure right so but is it i mean we can put 100 percent um continental will be we'll have 100 will have zero material weaknesses i think that would be great i think that's a great okay is it how are we going to measure it the next product comes out we don't have any material weeks and we're going to meet monthly to monitor everything and to address anything that was on there before and make sure that we're not gonna have any uh on the next uh but even then it's not that the next dog is the next two on it's because if you were doing something incorrectly i i i i'm just arguing with some answers okay so we we can put here continental by i mean we can say by the end of the 2022-23 school year continental elementary school will have zero you could do you could do it just in your in your in your bullet point right that's right you just put regular monitor audit findings to achieve zero or material witnesses leadership team will regularly or meet no monthly or overcomplete to monitor procedures invested to avoid material weaknesses do you want that richard enlisted to avoid material weaknesses or you wanted to say i would put it in the the bullet point itself yeah regularly monitor audit findings to achieve zero material weaknesses or something the board goal in black what we're doing because this is the we can change them it's just because the board goal initially when we wrote it was regular to want it audit finders to address material weaknesses that's the goal that we came up with now here [Music] and just to raise that continental district leadership team will meet monthly to monitor procedures and visited to 11 8 material weakness okay instead of a void eliminate the big thing there's not really a timeline so if we're talking two years out like you're saying i would just put it in december and then they'll come back in january february to finish it up and it's usually done by march okay um what do we want i know you mentioned the first one what are you thinking for um during churches to school here to ensure i'm okay i i um i just think uh you know maintaining found uh sound fiscal stewardship of financial resources that's fine um you know we we just need to make sure we're following the budget and adhering to questions so that's fine and because we can put a financial distribution team we'll monitor expenditures how about we save will adhere to approve budgets right and we'll monitor expenditures does that sound better if we put that there though that that limits me from being able to move funds from one spot to another because the budgets they approved are not going to be what we'll adhere to establish annual established budgets i mean because that that's not saying it's not gonna allow you to move because what you move comes to the board for approval no the only thing that comes to the board for approvals are the proposed budget at the beginning of the year and then the adopted and then you know we have you know contingency funds within there so that's going to adjust that budget throughout the course of the year right so i i see it as tying the hands of the finance office by saying adhering to the budget if we adhere to budget expenditures budgeted a state allotted budget that allows for that movement throughout the course of the year why did we submit a budget to the state in all the subcategories all salaries benefits capital outlay everything else and we submit those numbers to the state if we change those if we move from one category to another are we not changing the budget yes we are changing the question that we have submitted and it is allowable by the state to do that they want to know okay you've got eight million dollars budgeted where do you think you're spending it the only thing that they're really concerned about is one that your budget's correct that you haven't over budgeted they don't care if you've under budgeted because that saves them money they care if you've over budgeted and if you haven't gone over that allotted amount by the end of the year well one example is the grant that we received for summer school because we had budgeted and submitted to ade for summer school payment for teachers out of esser and title one what we put it out of title one and out of esser and then we get this grant so now we're gonna do journal entries and we could use the title money that we had allotted for summer school because summer school was paid for we can re adjust the budget through revising the title grant to say now we're going to use the funds to pay for an additional parapro if that's what we choose to do and that's an allowable thing to do so it's just kind of just leave that but i want to make sure that you know we're that everybody's okay and that they understand why we're doing why we're giving it or why we're adding or changing i just have a basic underlying concern maybe i'm completely off base that we can move money from this account to this account to this account with freedom without any board approval i i am concerned we could move money from uh from from supplies into salaries [Music] according to one we could move money from salaries into supplies we can't mess around with restricted funds but within mno we can move any money any way we want to based on what you're saying without board approval even though the board has to approve the initial question that bothers me so and i think that's where i mean when we talk about trust and we talk about knowing i mean you have hired us to do our job and ensure that we're policy following policy protocol ade state requirements there's so much that has to go into that where i'm thinking if let's just say we're we know that we're getting like just in terms of i mean we we have to it's like your own budget at home it's like you could budget so much on your home budget in this category but if something goes wrong you have to readjust adjust your budget right to say this is where we're gonna stand i just so i think that's and i'm glad that you said that because that's you know when we talked we're like we're not sure what the concern is is that we're misusing funds that we're understanding over spending not using it where we've allocated and when we talked to esser because we had an answer monitoring meeting that greg and i had to meet with ade and they wanted to know you know what were the major expenditures under um that you determined because of colby what are some of the um it's much easier for federal uh grants and things of that nature because those all come with strings attached that are monitored right uh and again if we get you know you know this board never approved the nester grant yeah i mean if they came to the school from the feds we didn't approve that right because you trust that we know districts who still have not had their best or funds approved because they can't get it right and they can't satisfy adhd we still have to sign the vouchers so we're still approving the expenditures of those funds even though it's different than what is original kelly i agreed with you on that but when the district financial report comes out and all of a sudden the numbers are significantly different than what the original budget was approved at then there should be a paper trail well there would be a there would be a paper trail but you know i look at the vouchers each month i'm not adding all the vouchers up to see if they're in compliance with a certain expenditure okay so and with that in mind we've talked about how can we help you know the board understand or you know we talked about doing a monthly budget meeting where any if you want to come in and meet with greg and i to review the budget prior to the board meeting so that you have the information that you need um so that we can avoid these conversations in public with you know at our meetings so right and i would like to think if you've got to move something from a to b d e that's significant or something it's not going to happen in the silo that you know there's always great will to say hey we had to i don't know get a new heating and air conditioning unit that we didn't budget for so i had to take some money from over here and move to over here you know things like that because i i mean you're so transparent it's you know at least in my perspective that i really appreciate that and like kelly said the purple part is to make sure that it's not going into account stiva and i think we've gotten better on our agendas on saying this is coming out of mno or this expenditure and you know we can add you know if we needed to put money into capital for whatever reason or we need to move money into salary in the explanation if that would help and then at the end of the year we have the proposed the actual expenditures to in each category so we know what was under budget what was over budget it should all shake itself out wouldn't it yeah there's a happy meeting here somewhere because we cannot as a board breathing down everyone's back here and say did you press that not that high i get it on the financials yes we have to make sure they're correct but the day-to-day operations there's no one on the sport that has the time to come in here and you certainly wouldn't want it either it would ride you guys crazy uh it's not our job to micromanage it is our job to make sure that we're headed down the right path and that expenditures are appropriate and frankly we should hear about things like that if he has to move 10 grand from a to b because of this reason we should go about it but i don't think i don't think we're here to to be a safe stop unless you're if you're moving anything over a 20 bill we want to hear about it i think that's first-class ticket to a stagnant environment where you need nothing to accomplish but on the other hand we have to make sure things are correct too so there's a happy medium there somewhere well there's there's so many layers like the approved budget as signing all the vouchers and then the final report what was budget versus what was actually spent they should all balance i think generally it's been fine i don't have any major objections as long as there's an open line of communication why something happened and then we're not looking back six months and saying why did that happen and why do none of us know about it right that to me would be a red flag and that would be inappropriate but you know i think we either trust them or we don't we trust everyone in this room to do the best job that they can and i don't know i just think that we and when i was at asa also i talked to a lot of different superintendents and talking about our conversation about contingency funds and where do they put them and it's technically up to every uh business manager to put it where they know it's at very well everybody had something different and they talked about that church that switch of a new business manager coming in and you have the business manager who has added contingency funds in every single category and the superintendent never knows where the extra carryover funds in case of an emergency are work to we put it in benefits or we put it in um you know transportation or we put it in so everybody does it different which is frustrating also because when i try to get direction from the other superintendents to say help me out these questions are coming up everybody has a different way of doing it are they all adhering to the budget yes are they all moving money within their budgets yes which which could easily be solved if we had a reserve fund we wouldn't need to hide money from here and here and here it could be in a reserve fund for contingencies and we would know what is there we would know the amount as opposed to say well we've got a little in benefits we've got a little bit in food we've got a little bit here to the state department and tell them hey this is a problem because they're the ones who determine where what the categories are and where we put money they just need to add to their total i mean we're getting off the subject here about this and that's a subject that's a subject for the budget yeah and so for that okay so we're gonna agree to leave it this way but we understand what it means and what our expectations are okay so then when we talk about this is us the districts world map tech so it's talking about the things that we need to work on is instruction leadership our systems and our culture in our school and when we talk about you know not it just not being about academics when we met with our teachers and we talked about why is it that our kids are not achieving at the level we want them to why is it that their behaviors are the way they are why is it that the parental involvement is where it is we had them just brainstormed on what they thought the problem was just brainstorm and then we put it in is this something we can experiment we don't have the answers to we need to figure out some possible solutions or changing the systems we have in place is this just noise in the system that we need to be aware of that we need to protect so when we this is coming from our teachers from our staff right so noise is the system that needs protection they said parents are busy and don't have the time to even read emails or texts staff are disrespectful during assemblies such as this one continuing to have sight conversations when speakers in the front are speaking morning announcements are way too loud with a lot of static etc very unpleasant to the ears parent view how many parents even log into synergy mail miscommunication interruptions during the school day meetings run on time parents don't take responsibility at home homework meeting etc education isn't respected how do we create a mutual respect environment um site conversations during staff meetings different perspective who's right who's wrong we are raising a bunch of um too tender parents taking side of the child instead of the teachers students student and family input students and families too much social media for students and families and then coping so these are things that teachers feel is a problem and it's noise in the system is things that we really can't control right we have to we can try to protect it and try to fix it sorry could you say that again sorry siri experimental like things that we don't know that need trial and error so we talk about cumbersome communication process when reaching out to parents too many avenues for info weekly news emails robocalls google calendar teacher word of mouth hallway meetups student word of mouth expectations are unclear and inconsistent throughout the school too many avenues of communication too many options for communications too many options and yet i mean these are probably teachers who want freedom but then when we give them freedom it doesn't get done or too much communication i've never heard that being a problem um oh yeah great areas um there aren't clear defined rules or um but we don't i don't can't read that electronics in the hands of students at home and at school are distractions no curriculum available in all subjects lack of team projects assumptions disrespect among people why because we don't know each other very well lacking collaboration everyone's too busy to get to know each other people teachers parents students isolated during covet forgot how to interact nicely parents don't show up reasons they're tired they work too many fundraisers family input teachers don't mingle staff is excluded in many ways people think it's not their job parents need help no time for the kids at home we are separated as a staff and is trial and error worth looking into we work too hard and don't play enough as a staff community building between staff and admin is missing wanting to keep parents at arms made lack of trust lack of better communication directions on what is expected confusing directions welcome parents that keep them from your classroom during drop-off cell phones to call parents staff is exhausted emotionally exhausted year due to combat teachers are constantly creating from scratch programs no time for extras so this is our teachers our staff in what they're thinking and how they're feeling granted it's at the end of the school year and when i mentioned that our climate surveys that we have happy kids and happy parents for the most part and you can see the toll it's taken on our teachers on where they're feeling the stressors so as a leadership team we take all that feedback right and we know that we need to work on these four areas the systems and the culture as we can't lose sight of the instruction and it goes back to that balance and their values so we have to balance this as well so that teachers do feel a sense of cohesiveness do feel supportive you know you have the teachers who want the collaboration and the fun time but yet you have the teachers who don't want the collaboration on time and they just want to be left alone so that they can find their lesson so we have to balance it for all right to make sure that we're getting a good result okay so as we talk about instruction and this is what we're going to go over with our teachers we talk about college and career readiness positive peer influences goal setting and monitoring and rigor for all and just so you know for each of those points we already have what the action steps are going to be as well as the why what's the rationale behind them on another presentation so that way we're going to be going spending time probably just a day for each of these four domains on instruction and what does that look like what's our roadmap for us to be successful towards excellence systems site and district teams equity and access professional learning and collective agreements and collective agreements is a nice way of saying the non-negotiables leadership distributed leadership transparency mutual respect and communication and i think that distributed leadership is really one that you know i work hard to build that sense of trust with my team so that they can do their jobs and we distribute leadership when we talk about you know diana steve they went to avid conference came back super excited the three teachers that went are super excited about it but we have to build capacity and it's not just diana and steve that are going to make avid be successful those three teachers that are excited have to share that enthusiasm and that excitement and their learning with their colleagues in order for everybody to get excited and for it to become part of the system and the culture of how we operate so that distributed leadership and when you look at the values on the contribution you know when you look at the post-its that say tell us what to do no i want you to contribute an idea and your boots on the ground you tell me how you're going to do it you tell me what idea you have and as a leadership team we're going to be right behind you and we're going to help you see it through and make it happen we're not going to be an obstacle in a roadblock but i think teachers you know prior to me being here this is my sixth year coming in and i hear it less but i heard all the time just tell us what you want us to do and i'll do it i'm like no because you need to have an idea and you need to know how to reach your kids you know where they are i don't know where they are and what they need on a daily basis so you tell me what's going to be effective okay culture high expectations for all positive state learning environment and family community involvement okay here's our smart goals that we talked about so these are these are our goals we need to have how we're gonna we know what we want to do for where we're starting our starting point is but what what are we working towards and this is what our focus is going to be it's very clear and this is something that we discussed with all the teachers before they went on summer break they they helped guide us in this in a direction so and they're excited about it they're excited to see the work that they've also been a part of and contributed towards what our goals are going to be so there's clarity so it's not like all over the place okay teaching practices this is what we expect teachers to do the collective agreements learning standards and objectives accurate content and real-life application classroom environment rituals and routines blended and rotational learning student engagement student grouping progress monitoring and assessment differentiation observed student parent feedback loop and professional learning communities the plcs to have those conversations on wednesday about teaching and learning what a professional learning community well i'm glad that you asked because i've been thanks a lot is based off of our smart goals it's everything we're going to do throughout the year sometimes people will say you'll hear school or districts say we're doing plcs and we're doing a book study that's not a p it could be a part of a plc but a plc isn't something that you can just buy it's a philosophy it's the work and the time that's going to go into it but it's intentional it's it's cooperative we have cooperative learning communities where the teachers might get together and say okay what are we going to be teaching in this unit what are the copies we need then you have the collaborative learning communities which is what the plc is is where we're like okay let's go back to our smartphone where are we on with what we're with the end game where we want to be in may what are we doing where are we at bi-weekly check-ins checking in a plc isn't just oh we do our plc's on wednesdays it's all the time it's ongoing it's that collaborative talk to see where their students are and that's what we're so excited about heading into this year because we feel like everything is starting to go into placement uh superintendent rico was going over what the board goals are and then they tracked down we worked on what the district goals are now it gave us what are our cycles going to be and i know when we were at the avid conference we had a lot of time to speak with the teachers that were there with us and talking to them about us they're so excited because it's narrowed down what we need to get done for the school year and they know now that when they meet and they talk and they discuss it there's a purpose for it what's the purpose here it is this is what we're trying to do how are we going to do it and then the rationale behind why so all of that's going to be very clear plc's when i was a teacher they just said everyone's doing what we need it's a plc that's not what a professional learning community is and they just we don't even need to tell teachers if you all see it we're meeting and this is what we're doing because we're working towards our end goal sometimes when you say we're doing the plc it's like oh it's something else they're tacking on to us but it's not it's but that is what plcs are yeah i love it the great things about plc's is they don't cost to operate like a lot of things that we bring in um it's just kind of the how we conduct business um it's a roadmap but it is it's free nothing's free anymore they can be really amazing i've worked at various schools where plc's changed the culture and we started like kind of said we started with a book and not really knowing why we're reading this book but like okay we're gonna do it because that's what you know we need to know and by the end of the year for my experiences specifically like it changed the culture of my team and so it's a really great strategy when it is effectively used and i love hearing the ideas that are out there because i think it's going to be great just one more point as a teacher when we plan and i tell you like okay unit here oh we did that last year okay what pages do you need we're going to make these copies we'll do these worksheets oh we're going to have them do this activity that we did last year no what if he comes is it's up in the ringer and it's saying okay we did this but based on the students we have based on our bi-weekly formatives what should we do to make this lesson better than we did here before it's that it takes it deeper yeah so there yeah and it's also people have buying in and having those courageous conversations and everybody understanding the light we're doing it why it's important and happy that that mutual respect and to contribute you know a lot of times you get people who just sit back and are just like i don't think this pertains to me well yes it does because we have the data right here in front and how are we going to do things differently and also because their contribution is valuable to the excellence and success of the students and the light bulbs will start turning on and they're going to start getting even more excited about what we're doing it brings in that team building velocity through the okay this is what we did last year oh but i did this a little differently oh that's a really great idea let's do that and change it and modify it and there's just there's so many possibilities to it and it's that trust factor too that you i mean we have teams who don't really know how to team and this is structuring their team time so that they're so it is productive right so it's not just a pitch session or it's not just so it's unfiltered where do we want to go right we're going to have professional conversations about teaching and learning in my business it's called adaptive management as you go you adjust the knees as you see that drive down yes just because it worked last year on group a doesn't mean it's going to work this year on group b or hey this was really cool maybe we could implement that over here blah blah blah blah when you're tracking down to the granule level using all these results how does that affect like the social studies and the science teachers where do they get therapy so for social studies and stuff well that's the thing that we have talked about for nwe math we need to get the science component for that because they do have the component for science on the end of baby and then for social studies and science as well they wrap in for elementary school into the new curriculum we have benchmark events so it intertwines within the writing for eastenders but our our goal as a site would be hopeful that in the future we could get a full-on science curriculum and social studies take up especially for our middle school that would be the next step too because yeah they're going in between the state standards and creating as they go i think that's great that it's integrated yes you know there's so many different things you can learn about while you're doing this and math you could be doing something complimentary in social studies or science instead before well that's where the project-based learning comes in and happy to do that cross-content collaboration because social studies teachers need to know the reading standards and the science teachers need to know the math standards and vice versa um and like i was sharing we talked about i didn't begin this disruptive thinking in our classrooms and talking about things that we have to stop doing the drill and kill you know kids don't learn that way they don't learn when they're in rows they don't learn when they don't get to collaborate they don't get they don't learn as much when they're not creating when they're not sharing when they're not talking when they're not presenting and this is huge i'm talking about the importance of plcs and teaching teachers they have to they have to start shifting how they think and how we're educating kids because we're gonna not not intentionally cause a bigger academic gap for kids if we don't meet them where they are and change the way we're doing things so i have one last question on the second okay is this also going to help the grades interact more so the second grade knows what they're expecting in third grade and all that that's one of the big things we've been talking about is looking at both um horizontal and vertical yeah and so a lot of the avid concepts as well as plc's both of those really just scream and preach that it's not just like if i if the three of us are third grade teachers that we need to collaborate here but we also need to collaborate with second grade and fourth grade um and then fourth grade needs to boundary with fifth grade fifth grade needs to collaborate and so it's that looking to horizontal but also the vertically up and down so the continuity of the education is consistent like within our grade level but also from greater grades so we're not missing pockets you've heard me say this many times but a lot of that is we've had a long ways to go because we needed a consistent curriculum that allows for that to happen now we have that and so this is the perfect timing for us to go into the next step because we have the curriculum that is built designed to go from grade k to one to two to three and make sure that we're getting through that curriculum and not leaving gaps but also make sure that we're not just teaching through it and leaving kids behind which is why we're really pushing this here um the teaching enrich program so that we're not leaving gaps but then the kids that are get bored that we're also pushing them right that's that enriched component of that so that's it's all this is the perfect and we're really excited about this coming school year yeah i don't know if you could tell by mrs so it's just and then to kind of go back two questions ago in your three questions series um the state does do evaluations for science but any interest in eighth grade those results we haven't end in high school as well but as far as we're working through here um those results have not come out yet for the past four years um which is they take it before the asset so and the kids usually do really well on the science assessment so they should factor it into our letter grade and as far as as far as social studies goes there isn't anything at the state level we did have the opportunity this year to participate in the nate the national assessment deal which those results haven't been given to us either because they're doing the entire united states they take and to see and we got selected our eighth graders we had some lower grades that were selected for like reading writing math similarly but our 8th graders got picked to do social studies it wasn't even social studies it was civics so the concept is civic so we're excited to get those results as well when they come out but that takes longer because that's a national um publication that comes up so let's just explain what professional community is this wasn't as entertaining and there's expectations but it's there's a lot more expectations in our staff handbook but these are just more having to do with our pbis and helping the students with behavior management goals and expectations greeting procedures we want to make sure we'll talk with our staff about this that it's more unified all across our campus that they'll stand at their classroom doors and greet the students and some of them are you know getting last minute things prepared putting stuff on desks the students walk in they're getting them but we want to make it part of our environment here where you know the students are created as they walk in them so and then they know that they have their updated daily objectives on the board procedures in place for smooth attendance taking in the morning we need to make sure that that's done and then setting the tone for the day that no moment is wasted as it must be used for learning instructional shifts teachers seeking to engage all students link learning to life relevancy prepare students for success in state saturday's assessments instructional state standards should be consistently considered when planning and delivering instruction and then classroom setup just things that we need this is going to continue to be added on to on a different site because we're going to be presenting this at our kickoff and through our pre-service needs but these are the main highlights and that's where we're at are you going to do any more used to just felt pre-coded more like having the colt out there of course outfit and music and balloons and bubbles or whatever that might be you know when they come in especially on i know kelly and i've talked about it i mean testing days let's make those days fun you know have a horrible name when they're done there's a movie i don't know a movie or real pizza or you know just something yes fun funny celebration and you might get more participation from parents here's your project can you sponsor the music next tuesday is that sound my way she doesn't necessarily want to be ptc when we talked about doing going back to the friday flagpole you know that's building that sense of community with our kids that we stopped this past year basically no assemblies until fourth quarter and those were pretty limited um the students missed those greatly you'll even notice that on splash day we actually drop back a student versus student basketball game on the last day of school that was purely a student request that they felt chaptered that you better remember basis kids don't have any assemblies for any parental involvement or anything like that social skills is a great thing as well and so that's our students have requested those types of activities um so definitely those are things you know one of the things that that we've been super proud of in the past is doing as roxanna said the flag day where on the friday to close out our week um the start of that morning on friday the entire student body goes out and does the pledge of allegiance to start the day instead of just the intercom legible but we actually meet around the flagpole and it really embodies that sense of community that continental has come to stand for um and also the the patriotism that we as staff and administration and students show um coming to talk about flags we had a guy one year that we met at the bar who came when i say the bar it's our stop to remember and uh [Music] he's a local here in green valley and uh and you know yes we we hope to go back a lot more to those types of activities we also heard our teachers request have asked to balance those so in past you had so many assemblies awards assemblies and so many of these things that it actually starts to be a draw on the academic time so it is definitely a balancing act if you will what is the right amount of that social interaction versus what is too much in there for taking away from academic uh time and that's when we'll always continue to try and find out that right to that sweet point the only word to break down the awards assembly so it's amazing and then we're eight so they're not sitting there for the whole school assembly and something we did during philbid that we may actually stick with we want to talk to our teachers more about it instead of doing it k3 is we actually took them into their pot area they came inside on the floor so you're just spending time to recognize within that grade level and not bringing a whole school-wide assembly so you're not sitting there for eons but there are times where it's good for their peers that aren't integrated to see their accomplishments too so really focusing on some of those and but as far as cult of the month recognitions those can take an hour to two hours to go through the entire school for everybody but it only takes like 10 to 15 minutes but it's just in the cohort so by doing that it's a lot more manageable once a month that 15 minutes versus two hours so some of the time to get 600 kids into in and settle 10 to 15 minutes yeah so good good okay that can take a five minute break is that okay five minute break get some water get some more snacks [Music] what happened i last finally thought there was too many too many russian bonds yeah too many bucks i mean your post on court this morning the dance moves are amazing amazing [Music] that backflip though that was the best part of nightmares and how most of his buddies said said all this is this is the dumbest idea i ever heard a couple dudes all right oh [Music] oh do you want one [Music] i think you forgot how to get there [Music] your high school kid boss welcome to teacher okay right out of college yeah oh you know but he's excited like he's like and help me do my homework both of my kids [Music] yeah really excited to be a part of the team with them and i [Music] did you guys if you can you and mindy share these i'm not really a big fan of mindy but i will if you want to okay thank you he likes me or you could pull them up on your computer too but there's uh okay is two weeks ago [Music] yeah 18 is approach it was like some of the sprinklers were broken it was all flooded yeah for sure yes that's what we love so we can we can get started she brings it right back here um hopefully you've had time to look at the climate surveys and the comments we did they were on june meetings so you can see the comments we i did mention that we would have time to discuss and ponder some of the questions or um i think as we as you read the comments you'll notice widely made some of the changes that we've already made i think one of the things in the teacher comments was the fact of you know mentioning albert's name actually in terms of his lack of ability to be the technology instructional technology coach which is why we have and we already have known that for a couple of years that as we're growing one-to-one we need somebody who can put includes on the ground helping teachers and kids navigate the curriculum so you know he was very obviously very hurt by the comments but i'm like albert this was to be expected because we've had these conversations all year and we've been trying to explain to our teachers that you can't possibly be there helping them every minute of the day i saw the comments more as a help to him like he's being spread too thin and in order to succeed he needs to have a focus right and so this is going to help him succeed in his instruction event right and and that's why i told him don't take it so personal because you have stepped in to help us in an instructional realm way that isn't necessarily your strength and your will house but he's embraced it and he i mean him taking on habit you know normally it's principal bed but but albert took the initiative to say this is going to help our school and this is what we need and let's get the ball rolling with this and bringing deanna and steve alongside so that's just one of the initial thoughts that i had and i just want to hear from you on what you think i think when we talk about surveys and climate surveys and i review the climate surveys with our parents our parent advisory we'll review them with our ptc we review them with our students and our student advisory and we share information about the climate but i'd like us to think about you know questions to ponder how do we become a cohesive and a cohesive team in terms of the board team the leadership team the teacher team right the staff team how do we provide a unified front because i picked that up in the surveys in terms of you know the the stress or the conflict that people feel is happening um and how do we eliminate the noise in our system that parents and teachers feel was happening i've had i had a couple thoughts first of all a lot of that feedback was like communicating with parents and not getting enough of parents this marinade used class dojo last year and david and i have already said like oh my god what if her next teacher doesn't use class dojo like she could get a response from both of us like at the same time um we really liked it very good things that they did that's really all she used it for there were like little awards that she would give okay but i think that's kind of meaningless so i told my first friend ms miranda said you had good listening ears today i mean i guess it's good for me to like reaffirm that positive behavior or whatever but uh the communicating with her it's really really really nice it's very cool it's it's a really nice way to get that immediate response from parents my daughter uses it she's uh going to be a second grader uh her school uses it and it's a nice way to get a response from the parents and as a certified staff member like i don't like giving my cell phone number out to parents right but it also helps eliminate you know just an extra thing because this is like you can do like a email blast out to all parents at once and it goes to their phone they can go to their email but it goes to their uh like one example is she was looking for uh more chaperones on a field trip my husband and i both texted her back at the exact same time and said my wife will say i will do so that's something like the systems that we have because synergy platform has the ability for that to happen too yeah because we have we have our website gap has a way for teachers to send messages to just the classroom um and to certain you know bus routes or to certain grade levels but that's one of the things like there's a lot of different ways so we do have to sit together with our teachers and come up with okay are we all going to use class dojo or are we all going to use synergy or are we all going to use like the robocalls that go out the problem with that is that everybody with telemonica can you send that robocall out can you send that mobile call can you sit out and teachers should be able to send out their own calls coaches should be able to send out their own it shouldn't fall all on one person it's just confusing off the website it's like three or four steps to get to something yes that's why i stopped doing it and texting i just go primarily off my cell phone in text because it's too confusing with the steps right so so that's where we have to decide what is going to be our communication system so that as kids go through our system ka it's universal and parents are having to learn a new way every year i i like parent view but i've never not had like buggy issues with it i still had trouble getting addie registered through school through it this time and it seems stated our parent and then some of the teachers use google more than others like google classroom like it's not all put their assignments all in the same place sometimes you got to dig for it in the notes or there's a google email to the kid or something so those covers these conversations are exactly what we're going to talk about when we talk about our systems and we talk about communication not with us but that's where we meet with the teachers let's say okay let's talk about parent-teacher communication we know there's a lot what are we gonna do and collectively let's come up with you know what we're gonna agree upon but i'd like to hear the teacher's feedback on programs like class studios because from our end it is very very confusing it goes back to the comfort teachers who have used class dojo because how many teachers do we have would you say we use class dojo probably eight in elementary all the second grade does miss mills is going down a second so i'm sure she'll use it but fifth grade uses class dojo or used it and then so part of that will be you'll have 40 other people say i don't want to learn something new yeah this is working perfectly fine for me i love my google classroom i love peer review and don't make money with what i feel so that's kind of where we are with that text thing is so much stronger than emails and robo calls i mean just for 20 seconds i was trying to get people to come to my emails last emails said okay we're gonna call you take the top of the list i'll take the bottom and you're not getting anywhere i was in the doctor's office waiting and i just looked and started texting people and out of the first ten i got eight responses like i didn't care what the response was you know you just want to know you got it you know that they said yes or no but at least you don't seem to be communicating more via text quicker yes and it goes back to that um disruptive thinking because even the mobile calls come in as a 866 number and you have so many people who are you know the scammers that are calling but yeah it might be spam so i had to save that number under continental call but we have to teach our parents to do that so that they don't ignore the call you know my dad had the heart monitor on and they're starting to call me at two three in the morning because my mom is getting called at two three in the morning and she thinks it's a telemarketer so she turns the phone off and then my dad's phone's going off and she says turn down the volume and they're calling me and i think it's central alarm and that the wind tripped the door which happens often and it's four in the morning and i finally answer and the lady says thank god you answered your dad needs to go to the emergency room because we're getting a bad read on his heart monitor and i'm like oh my god but i'm like mom you have to answer the phone well they're telemarketers obviously they're not but that's what our parents think when that number comes through and they don't answer and they don't get the information so we have to like mass send out this is the number that will show up save it in your phone as continental and please make sure you listen because it's important thank you my other thoughts from the climate surveys was there were a lot of recurring names teacher turnover was a lot ethan you know your miss fanning and his flowers have been here forever seeing that teacher turn over it's hard on them too it's hard on everyone it's expensive for us and i think that's something that we need to keep an eye on and just when we get the opportunities to avoid it we should um a pro that came up a lot was that for a small school they like worked for a small school it's in the family field um which is wonderful and we'll probably always stay relatively small but that's not something that we can control it's something that it's just situational it was a gift to us and we can't take that for granted and lean on that too much um and again my theme is is looking at ourselves more as an employer it's been brought up that there's not as many people getting into education less graduates there are nice seasoned teachers who still have a lot of years left in their career who are choosing to leave the industry so we need to keep in mind that we need to be a competitive employer not just a school um i really love that our 301 committee gave themselves so many hoops to jump through to earn them those 301 funds because they definitely had their priority was how can we get these funds that benefit the school as much as possible too and it definitely benefits the school um and i brought up with how much pushback you get when you're interviewing and you said as long as you know you can explain it to them then they get it but i worry about how many teachers have you not had the opportunity to have that conversation yet because they're turned off by just a base salary um so i don't think it's anything to change right away but i think it's something that's going to have to change in the next couple years we're going to have to make our base hours more competitive who left us this year that they [Music] and that is really hard when we have a limited budget and 80 of our budget post discoveries already and then we operate everything else with the other so it's it's difficult and then i know it um this to me though is something that the board needs to address um we see there's all the mistakes as far as teacher pay teaching our teachers enough you're saying that we're losing our teachers to other districts and it would be an interesting challenge mr schubert say we want the board wants to give every teacher in this school and maybe differentiate a little bit between highly efficient and proficient or whatever but we want to increase everyone's payment ten percent how can you make that happen and i'm not asking you to answer that question right now but i'm just saying that if that was our challenge that that we we want to pay our teachers 10 percent more what would have to be done from a finance standpoint to make that happen i think it would be a worthwhile um thing to get into rich if i can being in the majority of the interviews for the entire district from bus drivers to teachers to special ed directors mr gray the biggest challenge that we have as administrators is we have to justify every single interview with our teachers here's our base pay but we got 301 money because it's not tied in and a lot of other districts tie it in and i get our logic and our logic makes perfect sense for me and my family my wife also works here and i prefer it this way we end up getting whatever is available not through me but she receives it where if you write it into their contracts at the beginning of the year it kind of pigeonholes that and limits them but what it does to us is we have to try to explain to somebody who's never worked in a district who operates that way that hey our teachers last year got 14 dollars additional to their contract which is phenomenal and takes them above anybody that i know at the same level as my wife sally takes them above because we have that flexibility but now it's gonna go down but it looks that way but it goes back to what the teachers like you talked about the weak fittings the flowers it's going to go back to average which is that five to seven thousand which if you still have that 507 000 on top of their contract takes them competitive if not a little bit above the other districts the problem is is it comes down to trust the person in my interview how can they trust me they just because we had a 30-minute conversation how can they trust me my families and flowers they trust because we've proven greg's proven our business manager's priority break proven that this is a system that works for us and it will benefit them sometimes greater than others some years it's been up to eight nine this past year has been the record in my 15 years in the district of 14 which makes me want to go back to the classroom a little bit but that's significant when we're trying to recruit it's a very hard concept for us to get across to those people sitting across from us that hey they're they're coming and they're telling us i'm here because i've heard amazing things about your school they tell us we've heard that this is a very community community-oriented family-oriented school um hear amazing things my friends kids go here i have teacher friends that don't work here this is the place i want to be and we say here's your salary and they say we're taking a job with bail well and that's the response and it's and we've talked with greg about this and greg has kind of talked back and forth of can we do some of it in there can we do all of it but to me we've got to figure that portion out so that we do have competitive and it's not just saying jumping to 10 and saying here it is but we've got to present us as administration a way for to sell them a little better because we don't have that trust the trust is not there we can't build it in 30 minutes they have no reason we're talking about supporting their families for an entire year that's a lot to just throw out there and trust two strangers that they just walked in and we need to rectify that and because we are having good candidates come in and we get a lot of them because we can sell our school we walk them around we show them our school we introduce them to our other staff people love to work here but what we do i understand what you're saying fruitful are is there a one money vegetable yes so it does go into pension calculations okay um i still don't think your favorite teachers are not funny i i i don't uh yeah you know i've seen i'm i'll go back 20 years ago my company was hiring kids right out of college with bachelor's degrees and paying them forty four thousand dollars a year as trainees okay now and i'm not talking the tech industry we're talking 20 years later and we've got starting salaries that are less than that significantly there yeah so my point is is that we're just not an attractive place to work for a lot of people i mean now i understand also the teachers don't go into this industry for money i understand that that's not the primary motivating factor [Music] you know 301 money aside yeah it's there but don't got it i think we need to find a way at continental and yeah there's issues at the state level there's no question about it but are there things that we can do at continental to improve the base pay for our teachers questions i don't know how this works uh but we've seen graphs of our pay uh our pay plus 301 funds and then like state averages and whatever do teachers have access to that like is there a place where they can go online i mean besides like glass doors companies like that before they even apply here before that you even have the opportunity to have a conversation with them yeah it's online do they see our basement and they never even apply so we've talked over and over and over i couldn't look anyways but like when beyonce told me where are you going to go out there look at the baseball how many wonderful teachers do you not even have the opportunity to make that argument for double i know the minimum so i researched it i researched and it's it's our reality we were gonna have someone that was gonna apply um from tusd and i thought oh they're you know it's hard for us to even get people to apply and i thought in case the question comes up so i looked online at tusd's um paid what is it called like their salary schedule and we are about 2 500 less than what their very base pay is but they do tax in their 301 money there and then if a person has a master's they give i think it's a thousand five hundred so i put it where this person i was gonna come to apply was at they were gonna be getting pretty much the exact same amount that they were at tosd except the base pay and you're right so i don't know if if we can't fix that problem this year where we give them what they're worth and a big raise is there something we can do to know that probably all these other districts basically know that from year to year they're guaranteed that they're at least gonna get five to seven thousand dollars in three or one monies so what they do is they tack on the 2000 right i don't know you would know because you just came from gst so right so what i was looking at so changing positions i was in the complete opposite of the spectrum i went up because of a changing position but if i would have continued as a teacher into usc with all of my years experience with my master's i would have only gotten a 500 raise that was it there's this beautiful graphic out there and it shows 500 rates but it also shows you get x amount you know in the fall for a retention bonus and you get this as a retention bonus and then there's at the bottom you know 301 money available you can get depending on your you know proficiency and whatnot based on your evaluation up to it's not guaranteed it's up to so you have to get you know proficient in order to get the max amount you just have to stay in your job to get the two retention bonuses like tosd was offering the 5 on which is taking teachers from other districts to there but that's not going to be but it's not here so if you look at this graphic you really analyze it the only thing that stays is the 500 okay but we're also looking at a district of aviation schools with thousands and thousands of employees like their budgets are going to look very different than ours but if we really can really look at what they're giving their employees it's no different than what we've been talking about the money that's different but i understand where you're coming from also because we want to be that competitive because we want them that is the key i mean there's no question that's the key i mean there's other mitigating factors i mean yeah we're generally talking about 10-month contracts instead of working a full uh 12 months a year and and we also have what i deem to be an extremely rich benefits package especially relative to private there are considerations from that standpoint um i mean defined benefit pension programs are gone in private industry they're gone things out is i have 15 drivers not 270 drivers so i have to be competitive with the districts that are making 20 i'm on the state average making almost 20 000 less than i could go into a bigger district but it's what we get staying here that we have um we talk about the pay and a great insurance package for me but we don't have a great insurance package for families so that's the struggles that i have to look at personally taking care of the family i can't take one full paycheck a month away just to pay for health insurance so the little guys who don't have all this great education we're on the bottom end of things trying to make it and that's and that's the hard part because i sit here and i listen i want to fight for everybody but the little guys in the districts kind of sometimes get forgotten about things my struggle is i'm getting ready probably in the next three years probably lose half of my staff just because of age and they don't want to do it anymore how can i compete when a district is making 20 an hour as a starting bus driver and i'm still at 14 or 1460 or whatever it is and every time i find drivers that are qualified that want to come work here i've got people that say if you can bump the pipe to what i'm making at zarita i'll come no questions asked there's another struggle on top of things as well and to tack on you know and i think i can say this with support it's the same for programmatic assistance as well now i will say it's really nice having a conversation uh with admin thinking you know oh if we have an open position there's more of an applicant pool out in the community because their kids go here their grandkids go here their nieces you know whoever so they want to work here regardless of the money but that's not the case always but then you still have those families those parents that oh i want to work there i'm going to get into education i want to get a sense of education whatever but it's the same idea that's the hard part you have a single school school district but you've got you can't you can't compare it to sarita you can't compare to tucson camp bail they have more money that's pulling in i mean i look at phoenix phoenix just bought five electric school buses at almost 500 000 a piece and they paid they wrote a check right then and therefore it'll take me 50 years probably to pay off one of those legislators you know what i mean it's just it's the luxuries of bigger districts being able to i think that's what's grabbing the teachers as they go i mean how do we compare i mean it sounds like the teachers is great but how do we compare it everywhere else too you know every every company school district or otherwise sees this i see it all the time in my industry i have guys that leave because they get paid more doing a lot of other things to be a cowboy but they failed they failed to remember that when they worked on our place they had a house and all utilities in their truck same thing the fight had no expenses zero expenses um and 60 days later they're calling and saying hey you know maybe you know because they forget about it and it kind of ties into the benefits yeah you know oh thanks for the benefits package but you don't realize it's valuable until you go somewhere else that doesn't happen uh you know i i think the school has done a remarkable job of giving me the resources we have i think it does warrant maybe a special meeting at some time in the next few months to figure out what can be done within within reason because i i don't think it's smart to take this budget all the way to the last development we've always been very nice i mean that's not fair to anybody um there's always going to be a hiccup that we need to be able to pay for but i think it warrants some further discussion i absolutely do yeah and we and we talked today to um we looked at the budget and what it would take to get all of our classified staff to 14 an hour because we still have you know class classified staff not even making um you know when when a person needs a position and we adjust the entry level page it's what it's supposed to be that's just they rate our maintenance person we need to empty that for three dollars more to go to bail and cut to take a birdie and coming back he would still even if he topped out at where our placement guide is he would not make nineteen dollars an hour or twenty dollars an hour what he's making now in tango bernie but how do we pay our maintenance person twenty dollars an hour when we have our admin assistants and office people making less than seventeen dollars an hour and this fed teacher says we need to spend teachers the maintenance guy says you need two maintenance people the office maybe two admin assistants because deanna doesn't have a secretary so do what i mean it's just like a constant how do we transportation when we look at where where they are compared to rural schools and that's why people don't look at also what is when you've got a 16 year old kid that can go work safeway mcdonald's or whatever and they're going to make more than three quarters my son's working for amazon and if he was full-time in amazon he's not full-time at amazon just because he's running and coming back but if he was working full-time with the benefits he would top me out okay just starting brand new that's the scary part so that's why i went back to school and that's already really some money and this or the state bellies up is you've got to cut cost and extent and then where are we willing to do that do you really want the new position in i.t for joe or we take that eliminated now we freed up 60 grand you know you're gonna have you can have this discussion with anybody i mean i'll never make it i'll never make more than maybe a mid-level manager at walmart never i never will but i feed a million half people every year so you know it's all relative it's what you want to do what you enjoy doing there's a value and that doesn't mean we don't try to do everything we can for but there's also you know i'm sorry but if someone's going to leave here for a dollar or two an hour then they didn't really want to be here because in this day and age you're going to burn that dollar to an hour just driving your truck the extra five months i mean that's just the reality i don't guess can i add them to that real quick what's really important to remember this is as someone who's brand new to the school like literally just like my fourth day the community here that is a selling point you don't have that in a bigger district you don't even have that in a midsize district it's the fact that i can walk into the front office and say hi to the superintendent she knows my name she's getting to know me as a person you don't have that anywhere else except a more rule community maybe you know wherever and i think that's really important because that allows us to kind of grow our own we can put those seeds into the kids we have some staff members you know who are going back to school because they want to teach great we will help you and support you come back you have a place here so i think it's just getting really creative so how do you equate that to a dollar an hour and the reality is we can sit here until our faces turn blue and try and get as much we get beat up gray as much as possible get every dollar beat you up but we do the best we can with what we have right and that's the reality unless we're gonna have a vape set when you get another extra half million dollars in the account right it's you know we do the best yeah but how many years in a row have we had this exact same company this is my ninth year i agree that you know if someone's leaving for a couple dollars for an hour maybe yeah they never wanted to be here but also you if you got kids to feed kelly said earlier the survey came out here and said retention's a problem so yeah we do have a lot of things to sell here other than just income but we're still losing teachers right and and and somehow we got in fact one of the comments i picked up what's the board doing about teacher retention specifically in one of the comments what's the board doing and and and more than nightly like the teachers who have left and like we're telling our teachers we're not at liberty to share with everybody by teachers choose to leave but i had to believe because their spouses get jobs and they follow their husbands we have some teachers who have met are really who we're saying if it wasn't the fit and you're not happy here money or not you know yeah good luck and you're always going to enjoy no matter what you do your voice yeah so it's just there's a variety of reasons i think the ones who have been here who are invested who want the small community feel you know it's debate and the beauty right yeah um where we are but nevertheless i agree with mr oliver yeah coming back around half hour ago we definitely need to sit down and just see what's possible and what districts the reason why we have not put 301 monies into our base salary is because it locks the district in to that amount of money and so if we were because other districts will pay out in general and then they bank the balance and don't give it to the teachers where continental has given all the money to the teachers so if you have 40 teachers opting for 301 then it's split by 40 teachers if you have 40 teachers and two decide they don't want to do 301 then the pot gets bigger for the other 38 but 301 that i've received over the last you know five years has drastically changed because that would help and then say hey we have here's your range you're guaranteed this is this amount if that happened when i was in my past district when one year our we got our contracts and they were like 2 000 less and everybody freaked out when we were getting our contracts and then the district release it's because we didn't put the 301 money but we'll give an intended thing that you will be getting but this year we didn't do the contract with the 301 money yeah i just i didn't want to go through page by page i wanted you guys to see [Music] i was honestly very surprised to see the non-bullying comments i know we addressed it but i don't know if it's getting worse the same it's better or it's more visible you know it's moving onto their phones yeah it could be just the environment of a perception too and then girls can they can be the worst bullies and looking at it from a third party perspective you and i have kind of talked about this a little bit before but from a behavior aspect let's obviously come to me quite a bit that's a part of that behavior aspect that i think in my job kova did us zero favors and it's because these kids even our kids for you know you're you're talking i don't know stephen how long were we kids out and we left four months in march until four or five months our society lived in fear these kids were in their bedrooms they were not practicing social interactions they were watching a lot of videos on youtube a lot when you have popular shows out there that are titled jackass and kids like that stuff and those are their favorites and i see people around time and laughing because your kids watching just like mine do and that's the example that these kids the only example these kids had for that four to six months we're lucky our kids at continental school we are lucky and we're lucky because we got our kids back in school fast and we have teachers back on their behalf telling them that's unacceptable behavior other schools that we've seen are having a harder time than us because they were out so you talked about usd who was one of them that was out one of the longest and they're having i've talked to their some of their administrators they're having harder times because the kids have lost respect for teachers respect for rules because that is what's cool you talk about um oh what's the name of them the uh the challenges challenges yeah the tick tock but devious licks that they're called deviously these kids are reading things on their social media telling them to go to school and distill the stall door to take the city off the wall to take a kool-aid and put it in bathrooms so it looks like a girl had a period all over the bathroom those are things that i deal with that social media is telling me that that it's okay so you want to talk about the reason why yes the bullying is worse this past year than any year that i've been involved we have still attacked all of it as we do and you can read that in the things that boeing's there their school does try to do things we've had assemblies with it we bring in guest speakers we go directly to classes where we know we're having issues and talk about these things the their world of being social is different than arms when we go out and play indians and cowboys that doesn't happen anymore where you're socializing it doesn't happen where we're going to the ballpark to play basketball drive by the parks our parks are empty during the summer our parks are empty where are the kids they're on their phones or they're on their other video games playing call of duty killing people so yes our behavior is worse our our bullying is worse we are attacking it we are changing our methods and how we're addressing it to try to relate to the kids um so instead of suspending kids which i i'll be honest how many times do you think this year kids just suspended probably 20 yeah because parents are working and they want to be suspended so we're like no you're going to stay here and spend time with me and socialize and learn how to communicate with an adult so we're changing our tactics we're changing our theories when i first started it was when kid crosses a certain line it's immediate suspension now we're talking about restorative practices how do we make a difference it is a challenge kids kids always have been just a little bit mean just transparent i have four it's ignorance they don't know with us we do more than just teach reading writing and arithmetic here um we teach them how to socially behave with with peers and that's why public school is so important and you can't get that at many other places in charter schools you start to lose that private schools online schools you lose it completely so that's why i choose to work at a public school and that's why it's in the position that i do so yes there is an issue we see those are there we're going to continue to work on that as we always do but bottom line students have to meet us somewhere they find it very interesting the comments of the students say i would love if we could attack some of the names i know because usually the kids that call out are the ones who start a lot of it and that's not always the case but a lot of the times when i do my investigation and the person that comes and says when i get down to the root of it they said it did something that was egregious to the other person and they responded in kind and so you know that's something that obviously we'll never know exactly what that is but just something to remember well and my son got stabbed a couple times here at school i only found out when uh i didn't meet the deputy see that stabbing he was like oh yeah it's no big deal we were joking around and it doesn't hurt as bad as the last time he stabbed that's a big part of it is you can't fix what you don't know well it says here the school's the student the school deals with bullies if you tell an adult if we don't know we can't and we tell the kids that you have to come to us and let us know because we can't fix something that we don't know but also like notice the kids perception of you know nothing happens because it's just kind of because they don't know what we do behind the scenes and when we're trying to modify them modify behavior but it takes time and when they see them go right back to class and be the clowns or do whatever they think well they do nothing happened to them and that's one of the reasons why i like restorative practices is there's some of the steps that we take in it that is visual that their peers see when you suspend them all they know is they're not there when you're in school suspended all they know is they're not there they don't know what we're having them do to restore things right to learn to educate them where the restorative practice is at the end of it they can give presentations back to their peers to their classmates to the person that they offended if they called them a racial slur the person that they called the racial slur they would give that presentation with the administrators involved and that's something we've done very successfully this year mr grange has even sat in on some of those mr lane where we've had those different interactions so we're we're trying to change that and and do that the other thing that's very challenging i'll just be honest um i have not suspended as much this year as before and why the kids their academics are horrible sending them home they're going to fall further behind it kills their achievement gap so i have to take that into my consideration with this one now at the same time there's still a line right so you you've got to toe the line to a certain degree but i'm trying to be creative in my consequences rather than just in school suspension in here if it's in school we do have to still do homework but they're missing their minutes their academic instructional minutes now they have to make them up how do they make them up is it easy to make them up 95 of them never catch up if you take them out of the classroom over a day and and so that's just things that the students i know it's hard for them to understand and comprehend that when they say as mrs kudos said well they're back in class yeah because they're here for for academics and we want them to get as much of that time as possible i gotta say when those kids do the presentations and at the end where there's a q a session that kid is really uncomfortable after that way more way more than even a parent conference with the parents sitting in the room because you have staff and students that they have hurt and i open up a q a and say thank you for your presentation are there any questions and my staff is usually well versed in sort of what they know what it what the powerpoint presentation they come with some questions and they ask questions why did you do that will you do it again how does that how does that affect reflect on your family any of the kids ever ask questions oh yeah yeah yes absolutely and those are the most powerful so the the students that that get hurt um we've done one that presented to the entire cafeteria because their actions were in front of the entire cafeteria and we're on purpose and on purpose to get attention yeah from the entire cafeteria we have one that did something physically to a teacher that presented to that teacher in front of the class because they did it as a reaction to the class and i'll say some of you may be thinking that goes along the lines of corporal punishment that was my concern when i first learned about it i do give the parents choices and the student i will say something like you will be out of school suspended for three days or you can be on a modified school day which means you go to all of your classes right but you don't go to recess you don't go to lunch with them you don't go to your specials during those times you come in you work with me i'm presenting creating a presentation that you'll present afterwards and we've only had one that said we'll take the long term we'll take the suspension over the restorative practice office well that takes a lot of time out of your day too it does but my job steve is to educate kids that our teachers educate on academics mine is to take the kids that have had such a hard whatever their life circumstances that led them to making these decisions to educate them on what's morally right morally wrong and it's not my morals but it's society what is what's acceptable in society and what's not and they've broken that that's my job so yes it takes time but that's the most important work i have to do is there's likely a bit of re-offending after having to do uh really we watched the kids here the one who did the cafeteria was in the office probably three to four times a week and we saw him once the entire rest of the school year and that was in third quarter wow so what about so food that's been every year even when we outsourced it and then now we cook it and almost because they were home for a year for coping yeah i think the stuff that's in there i think it's good i don't know i think if we could give them more choices then i think that would talk about what the things that they like was it somebody mentioned if they like hamburgers or hot dogs maybe have that be a hot daily hamburgers and the nachos it still fits under the nutritional guidelines for their meal but half the foods that they like under dr we have the food issues yeah which is the exact same one that serena still uses to this day we went and got them because of people like you're bringing up options we have the worst food continental has ever had under that food service and because because we're in elementary school they refuse to give options our school has given options they have had to take because of covey and the county health department have had to take away the salad bar and things like that so that's been a little bit of a slap in our face it's been mandated to us down by the county um but they have the option for a cold sandwich every day as long as as well as the hot outfit my period and lunch comments on every survivor yeah my first my first year as a bus driver of this arena in between routes i was in the cafeteria at the middle school in elementary school and you talk about walt and walden's got the oriental window the pizza window the salad window the whatever and then the hot dog chicken sandwich french fries in the elementary they had very similar to what we have here but it was always a hamburger or a regular chicken sandwich available plus the main meal so the main meal was enchiladas there was always enchiladas but you know you had a choice of one other hot and then a cold and a cold thing but i don't think what we're doing is any different than when i was working the window and serving the kids i don't think i think we're chasing our tail on that problem yeah anything else on the screen here anybody got any other comments on the student then we'll go to the parent staff kind of combine all three right you know the one there's a major difference between the involvement of the parents i mean the staff says 34 agree that teachers can count on parental support the parents say that 90 it's important for parents to volunteer when they can and support the school 90 say that our family is doing its part to support the school 80 say that but then you go to the students and the students say there's a significant portion that aren't doing anything i i think it comes down to definition yeah parents think that they're supporting them being supportive because if i get my kid to school yeah i have their supplies i have their backpack where we look at our stats we have an amazing pcc amazing they do so many great things there's less than 12 of them yeah how many parents do we have at our school and a lot of people call the high number it is a high number you realistically about six show up and also the parents that answered the survey are the ones that are usually the most involved right but i mean you're talking about the staff they're saying there's a real lack of parental support and and again it's their perception of what parental involvement is because teachers feel if the kids are not doing their homework every day if they're targeting the morning might be yeah next year to change those things a little bit to try to get at some of those nuances yes it might be worthwhile yeah um just a couple of other things there were some uh and i i had a kind of a question to myself how do we celebrate academic success i know we have the call to the month but that's not academics that well we do the academic assemblies where we do the honor roll okay where we do the honor roll higher role i excel okay we give out science awards okay but a lot of that stopped because we weren't doing the big assemblies anymore we caught up and did it at the end of the year once we opened up our assemblies but with covid last year the assemblies were in half of this year but we also have talked about when we're doing reteach and enrich you know celebrating the kids who moved out of the re-teach and make it to the enrich or celebrate the kids who showed the most growth from formative assessments to a popcorn party or impromptu everybody that you know made progress it's gonna get go outside and have a kickball game so those are the kind of things that but what it used to be like here even before i came and then we had to stop everything i had seen it for a few months but monthly there would be a monthly assembly where parents were so that's what parents are accustomed to having that was something that would always happen they would be invited it would be every month right wasn't it and then in addition to that they could come to the board meetings but it was and then that's where we got the feedback from the teachers that it was too much it's too long we're wasting class time because they feel the pressure of the need to be teaching so we you know we got to find that balance but celebrating achieving quarterly we have to have a plan for kids right and that's where i think of the month stuff will do monthly in their classrooms like we talked about where it's just that grade level so it's not a huge long assembly but then um quarterly doing the assemblies that recognize perfect attendance i excel users um on a rule and high on the goal and we almost need to quarterly add those kids to our end of the quarter board meeting because we do just celebrate the cults of the month but to really get that emphasis of high academic achievement to get the students who have demonstrated the most growth or the kids who are doing the most progress not only excel so we can make that credibility you bring up perfect attendance just for you when i first went into a new company and they celebrated perfect attendance for their employees and the reward was a day off this was one of my favorite awards to present at the end of the school year was that five years ago it was our first year so so we actually did not do perfect attendance um due to coving we just took that off the table so that's something that we as i've been discussing if we bring back but it does it is a challenge we have kids and families that push for that and think that that's important but i so when i was in third grade i was in my class with my friend aaron young who's now a teacher we sat in the same little table and her and her sister got perfect attendance every year and she came to school with pink eye once and everyone at the table got who god but she got her perfect attendance okay what else the only other thing that i picked out was the need for an upgrade in science and social studies which now we can do because we've always had you know we're working on la and you know math last year ela and science is up this time around good so for students i what i took from it was the shifting and we talked about it as a staff too the teachers discussed it and brought it up that they don't see that the way they communicate and talk to the students as being rude or disrespectful but they said but if the students are seeing that because we were kind of going over some of the climate survey comments before the school year ended they said if the students are seeing that then that's something we need to fix we need to work how we're communicating the way we talk to them and so fostering those relationships it's about a setback like in the 80s but it's got a special teacher to tell it and it's got a room full of adults from teachers to professionals and parents and they're the student and he's the teacher and it talks about he does live examples of how he talked like you might say something to johnny about what of course you couldn't tie your shoe this morning and then they move on right before johnny he's hurt all day so it goes through a lot of that and it really is super good that might outsource it is it like uh person first language yeah but it's it's 15 minutes long but it should almost be required well and that's where the greeting at the door that you're important i know your name welcome you look good today and when we talk about thank you for being here today it's good to see you i like your new shoes oh you guys heard that because sometimes there's especially when you talk about school shooters and kids who maybe were like not even noticed or nobody didn't speak to an adult the whole entire day you know i know my kids enjoyed that you say nobody yes you know yeah he said no he said did you have any visitors at work today and he said no yeah we were walking by i saw him in there we're like wait we're going back obviously i'm going to bring this up is the school safety stuff but if we look at the students one when we look at i feel safe at school agree with 63 and neutral was 22 so we only had 11.5 that disagrees with that i i think that's pretty good results when you compare that to the parents how they felt they were at agree with 90.2 which is in today's society with everything going on um for our parents to feel over 90 and that's just the degree right then you throw the neutral in on that and it's even higher but that i think that's a good message to us that we are taking school safety is serious and that they do feel safe dropping their children off at school which for me having children is super important to know that when i drop my kids off that that they're going to be safely taken care of and i hope you guys feel like i did i mean i was super proud of our students in the comments and the feedback that they gave because like i mentioned at the board meeting we really you need to hear from the kids they're the ones who have to do the work and for them to feel that they have a voice and that they can provide feedback and we emphasize that even in student advisory like we need you to tell us what's going on so that we can make it better and help and so i was just super excited that we had the responses that we had from the students and that they actually took the time because people won't take the time to fill out a survey if you don't think anybody's going to listen right and i really feel that we've come a long way with our students with that student agency well i saw a lot in the parent and the student that could go to you guys for being approachable that you know they it seemed like for the most part that they thought that the admin staff i know it seems on the principal but i think that goes through all of you guys um that the kids think that you are approaching and like i said i know back in my day you would not approach the principal only if you were in trouble yeah got the avid conference we had a little text thread and how are your how's your you know session going how's this going and then one of our teachers said you're not going to believe this but the group asked me who we traveled here with and when i mentioned the principle they said that must be so awful i'm like yeah and then we didn't get certain stickers from our admin session and we asked why didn't we get stickers like the teachers and the offers free training for superintendents just praying that they get there yeah so my staff comments were just really too you talked about the turnover but i think that's overrated because there's natural turnover there's a turnover like you mentioned and then there's something just time for you to go and then i think the very minority but the people that because yeah from what i understand them read but that's i think one of them was which has been addressed as getting joe in the new position to help albert and you were right i didn't take that as picking on outward at all just saying hey do you need some help but he takes his job very yeah i plan on telling him that's why she was here yeah and then the other was i think us as a board to show that we are more supportive of the staff and teachers just whether it's we air our dirty laundry in gonna be out executive much or we have some separate meetings for whatever the discussion subject might be to get clarification is the board meeting always the place for clarification yes yeah to a point because you know you can only care so much or have so much time and there's also a time and place for stuff in life you do like once or twice a year um any one of the wednesday afternoon just have kind of like a town hall with the teachers just so we can get face-to-face time would that be worth it do you think they would that would help anything because i know i've asked for feedback from teachers before and i did very very little it's like i don't know what i'm doing i think before um 301 they used to have it was part of the 301 responsibility where they had to attend two board meetings a year right but then it became a compliance thing oh i got to go to the board meeting it's my turn just to get 301 money so then my thinking was let's highlight our teachers or our grade levels like what we brought mr davis in with his kids and make it a meaningful meeting like let's highlight the dual language strand let's highlight the science activities the science fair to try to get teachers to come showcase and also by doing the golden horseshoe award for our staff gets them to come to recognize them whether it's there for someone but but you see how only that teacher will come it's like that camaraderie and that sense of team like i'm going to go celebrate my team member and make a conscious effort to go to the board maybe to celebrate my calling it's not there and that's something that we um because i don't want them sitting here like rolling their eyes like i have to be here but i don't know how much they'll really because i've asked in a group setting hey there's anything you need raise your hand now or send me a private email or enough crickets some of them if you get them alone you can ask a specific question about like i asked one you know how do you guys like get paid just 10 months out of the year you get paid over 12 months be better for you and your family you know they're never going to bring that up on their own so then i actually got all this feedback well we are changing it right where they can get paid also the feedback of the climate surveys um saying that we should do the surveys more in like october may october or november with where we can make changes that are needed before the school year ends versus you get everybody that's exhausted you know the teacher feedback and then the survey like there so a lot of superintendents when i talked to them they said they give their timing surveys out in october or november because it's a better reflection of what's going on real time with being teachers or whatever so do you say okay here are the four or five key things that we pulled out of the climate survey this year and here's the here's the plan so we talk about it like i said with parents with the paranoia through the student advisory and then with our teacher our admin advisory for teachers and that's where we look at and say okay is there something truly here that we need to address that we haven't already included in our um you know in our plan in our roadmap to excellence so we'll have that conversation and rich an example of that would be for example in our fish phone and our side of the lab and all those sorts of things as we worked on getting district goals but now we're studying site rules um for example you know we look at how do we relate that and bring that down and one of the one of the goals that we kind of have um prospectual thought is to um look at the specific problems that are brought up so when we look at the staff and we talk about parent involvement one of the things that we're putting in there that's not a goal that you saw today but it is student-led conferences which when you have parent-teacher conferences having the student lead builds mbe and it gets them involved in their own data but then it's also a lot harder to ignore your student when they're talking to you that is your teacher and so it gets the involvement and so that's one of the ways that we're working on of our staff you can clearly see that they think there may be a disconnect between parents and staff and teachers where if we get the students to do those um and leave those and the students do preparation for that so they really want mom and dad to be there because they work you know they're proud of what they have accomplished and that's what our goal is is for all of our kids to be proud and watching mom and dad and they're going to drag mom and dad to those conferences because they know that they get rewarded for being there the student and then b that they're going to show off their work i've done that for our iep needs and it's really uncomfortable at times because students are like i can't i can't tell my mom and dad that that's hard i want them to be proud of me and we're like no but what inadvertently what happens is it's that next level of training the student and it's self-advocacy and it's self-awareness and it's the things that you listed on these values you know um so it's and that's all about having dlcs is that all coming together and so you know we talked about those little goals that we obviously don't have time to share with all of you that are our goals as administration for our staff to do this year um that activity up there that superintendent rico went over was based off of parent and student rapport and communication parent teachers parent teachers staff it was that's well that's why those comments were more geared towards a lot of parents feedback our teachers but when i when you ask that it's about coding and looking through this and seeing that a lot of the comments do fall under a lot of the things that we our initiatives in our school improvement action plan and messiah so as we were sitting here i was thinking we should probably make a release a video or something as site admin thinking the parents for taking the time and the students and that it is looked at and that we have seen it and acknowledge that we've gone through it and we can upload it on the website without the comments right just the graphs we can upload a section on the website so that and that's where you could do the video and say thank you here's what um you know what we're doing differently and what we learned so we appreciate the feedback it'll be interesting also because when you look at the teachers it you know there was only 41 responses for staff so we need to get and we have over 100 staff members so i'm hoping that by doing it in october november because typically the disgruntled people will fill out the survey in may because they want to have a voice before they leave us so it would be interesting to see and the exit surveys we do have and christina's collecting them so that'll be another conversation that we can have on the exit surveys that were given to the people that have left so we can discuss that as well anything else drew did you anything stick up to you no they would cover the ones that i had to mark down okay okay good and we'll continue to keep these as we have our meetings and our discussions to review okay good so capital needs strategic plan great do you want to just talk about what our plan is about so what we plan on doing is once we get the entire staff back um i normally sent out an invitation in january to put together a capital budget committee for the upcoming year to go over what we're looking at for the for the upcoming budget year um but we're going to do a little bit differently we're going to put it out right after staff comes back this year we're going to invite anybody who wants to be on it um if the board member would like to be honored as well i'd be more than happy to have you there as well um but it's something that we'll meet we'll discuss where we're at with our capital budget currently what we're looking at in the next five years with our budget and then what we're looking at again for the next 10 years that way we can start to pre-plan um items moving forward um one of the other things on here is the fy23 budget um one of the things that we did this year with this budget is we've moved i think it's 174 thousand dollars from mno in the give us a 600 000 budget um what we're looking at is one of those items that is on the capital budget as a science curriculum so this allows us to start putting money away for this because if we're looking at a science curriculum it would be something again that we would probably start again in january that we could purchase the following year and that money would still continue to flow over that money would already be there without having an impact to our capital promotion but that's one of the items that's on the the capital budget committee's list to the when i say teachers i really began staff do they understand our budget than the money we get that we really are giving back all we got you know that we're not hoarding money or wasting you know we it's i've talked to a lot of teachers and it's it's hard it's a hard concept yeah i'll tell you why for example and i'm going to pick on steven for a second is we can't afford to give raises but we just bought five new buses right right and so they say well that's bull crud when they when that man thinks or the board thinks that they have a priority they seem to find the money it's hard to understand and rich you know you've done a good job of coming in and like we don't just have this big one budget we have lots of little pockets and so what where we get money for steven comes from for the transportation department comes from different areas that we can't just pay teachers up necessarily and so that's it's a hard concept for a lot of our staff and maybe we can do a better job of sharing or that's one of those things you know when you talk about if we meet with that staff of the board explaining those pockets of the pocket that we can pay them with is pretty well absorbed and when you talk about 80 plus percent of our budget goes to salaries i don't think they understand that that part of it 100 percent when i say they it's not all of them understand better than i do but they're a large majority of each have a hard time understanding that and they look at things like that the move of buses i've already had some say oh well there's money for buses and i have to explain so i can see that i mean that's where with that in that same notion we had a very i think the the meetings that we've had with planning has been very well conversing very well and understanding what's going on you know we go from wherever we want you could buy one bus a year and then we were gonna change it to a hundred thousand dollars set aside each year but take advantage of what we have we're still doing i mean essentially i'm hoping it works hoping it works cause problems for the future but i am but being able to see that we were we are still buying one bus a year especially when we're doing the next five and getting more people to come to this routine for the strategic capital meaning what that means would be i think would be fantastic because they get to see what we're talking about we're being transparent in the meetings yeah but it wasn't like they didn't get everybody there right right or does it soak in or whatever yeah i mean before i got the opportunity to present it you guys saw the rationale but i presented you guys on the board it wasn't you know what i mean so there's there's that and they get that i mean they see that we have buses out there that were built in 1996.

if i remember it's the correct date before remember we used to have the do the budget before august 25th well because if by by law we can't do if we exceed the revenue neutral rate we can't do the budget the formal budget hearing until between well it'd have to be before september 20th sometime before september 20th we will probably look to schedule that on the same day as we have our september board meeting to make it just one less meeting to deal with pretty quick right it's a journey starter meeting yes good question any other because it's a little different in the past i guess that's one good thing about the revenue rate we get an extra month to put everything other questions no okay thank you we want to board member ios yes we did talk about the possibility of doing uh retreat with your calendars so as far as calendar days for a retreat looking for a couple of evenings i don't know you know i know that it's coming up here pretty quickly did we have it on 13 as well i'm sorry uh nothing else any questions or anything about bringing up let's move on to ground rules looking at our shannon operating procedures i think this is kind of the same language that we've had since i've been on the board it's kind of reinforcing the idea of those prizes and being on a team and questioning the comments and communication and conversation or a good thing no matter where we might all fall on item or a topic let's talk about it or not and try to surprise anybody or anything that's what's best keep us all progressing for our goals which i think are listed down here yes did you talk there about the evaluation which we do for the superintendent that's do we i think next dog this fall we'll send out that stuff i think we kind of talked about the format of how that was done if we want to come up with something that we think is better i encourage you to bring it in here those forms kind of cumbersome it's very formal though any questions or comments about the ground rules a chain command in there that's pretty everyone's got that figured out i'm going to move the status grand rules as presented for working with the superintendent as discussed in other than official minutes of this meeting motion passes 6-0 move on to the aforementioned board goals i think these are goals that are pretty much the same as i've seen in the past it talks about some more maintaining a long-range plan for our feet our buildings our vehicles talks about our border treats we can go see the things that need attention the things that we've been attention to and whether or not those are successes or challenges we need to move forward the future with so there's a question there about a preference on the format i'm i'm kind of hoping for anything on whenever the evenings seem to work the best for everybody board members have preferred dates for the retreats traditionally sometime in september it can be again august is a little longer that fifth that when we talked about we talked about a fifth monday possibly doing a fifth monday topic if anybody has a topic or in september my calendar is pretty open that far out halfway through october starts but i can make whatever words i need to maybe right and if we don't know our calendars that far out we'll wait till august and maybe figure something out because meeting's the eighth of august that's early and it's time to figure out obviously there's a time frame for getting those trees going pretty good okay would you like to do a fifth monthly topic of some sort you know we have we have discussed um you know some different things related for example the field trip and work on our fields i could invite them a company to spend an hour and a half with us just to talk about field turf type issues if you think that would probably be a good idea but i think we need to talk about all of that you know because we were talking you know the ball field the football i mean all of that needs to come out of the place where we're going to really kind of understand it i think the whole yeah the whole all aspects of all the fields and at least you can you can talk to the the industry people in regards to that i can see if they are available let's say on that fifth monday the 29th for let's just say a six o'clock or somewhere in that neighborhood meeting six six thirty whatever we could meet um i'll see what works for them we could meet out at the field we'll do dinner and like for example cli has been a topic if you'd like me to schedule stacey bruton to be here just to talk cli type related different information or any other topics just let me know i think there's a couple of well october has a fifth month that's halloween so maybe maybe not on that day and then i think there's another one in january so again we can we can look for different topics so they have definitely shoot me an email and i'll make sure you kind of get fun getting them together but i'll work on it like the fifth monday would be separate than our board retreat yes it would be it would be separate be it's open discussion discussion about talking maybe you said that hey i want to talk to the rest more about this and there won't be any action taken at that meeting it's just simply it's information yes okay i'll work on that thank you and there's no more sharing rules move on to budget status report christine i kind of worked on this talk now we gave her a lot of credit she turned the paragraph with a lot of information into a nice chart from my firm last year so this is a good i like charts and she does too so we think a lot a lot of like a number of things so anyway that kind of gives you an idea of like say a 10 11 year 12 year history of information that's happened in the district and i don't know if you have any questions about anything no like tracy again you see the chart down below of when what a possible proposed levy could look like again it's going to be in that somewhere we anticipate in that one mill or lesser we won't know for sure we won't know for sure until we actually put together our budget for the 20-23 year but we can kind of see where we stand i can use the board have done a good job of making sure that like say our middle levy has either stayed the same or dropped in the six years now year seven from years is year seven for me starting so um you guys have done a good job of overseeing our budget work well yeah i definitely appreciate the format of this so i can see here over here and where things are locked out of that thing the whatever form you give us every year that has all this stuff on it's kind of cumbersome any questions in regards to budget status report no i think that it looks good and i'd like we'll have james said it with uh saying we're gonna go back to that one mill when we accomplish the goals that they asked for and then going back to very honestly [Music] yes and a great reminder too is that we actually did more with that one mill for five years than we even anticipated that first grade wing renovation because at that time pricing was very very good and we didn't have the foundation issues with the high school gym which we didn't know if we were we weren't going to have so what that means that we got a lot of bang for her buck with that one mil for five years and it's helped us if we were to try to do those same projects now we wouldn't be one mill for five years it'd be more yeah so kudos to you guys for letting us accomplish those things yes as well as the public sure yes okay any other questions or comments more status report now we can move on to personnel there's a i'll go ahead and move to recess in an executive session for 15 minutes to discuss personnel pursuant to god and often personal exemption under coma and to return to opposition in this room at the end of that time then we can build our meters motion passes next item on there is except with regret the retirement request of many counts bus driver effectively july 1 20 22 thank you for 29 years of service yes same motion and second we can all vote on our ears for the retirement move on to contract approvals and appointments for activity bus hourly rates looks like we have we are adjusting our hourly rates to meet the labor force yes very very much so we did some checking uh christy brad griffin nicole laflin our hr person and myself we have gone through some just their researching what we found is our regular route price as far as salary goes our regular route salary has been very very good it's very competitive within the state our special education routes pay as well per hour is very good and then our votech or flynn hills tech college route has been like i say one of the things that we need to look to increase as well as our activity rate comparing us ourselves to other districts it's willfully low so with that being said we're looking to make some adjustments so our tech college rate goes from again 14 40 an hour to 16 an hour that would be a proposal and the activity rate goes from 14 40 to 16 an hour now we also have a chart in there that shows about non-air brake certification versus air brake certification so like for example our activity bus has air brakes there's a certification piece that you have to have it's not impossible to do and it's something rad griffin can work with our drivers to have air brake certification and we we anticipated talking with the different people in the industry brad and myself uh have talked that there's probably going to be more more buses in the future that will have air brakes um just just because it's a trend and especially with activity type buses since they're configured a little differently those brakes are a little bit safer than the hydraulic brakes so having said that brad can work with our drivers to get air brake certified it's a test type scenario and a practice driving piece but he can do that and with that being said since it's an additional piece we would want to pay for the cost of air brake certification but also increase the pay for our drivers and you can kind of see that it's built in there like for what years one to two years three to five years six to eight nine to eleven twelve to fourteen fifteen to seventeen and eighteen and above what your pay would be so it's kind of an indexing incentive piece most all of our bus drivers right now i don't know if we've got anybody that's even in that six to eight year column now since peggy has retired all of our bus drivers are in the one to two and three to five year range so it might be an incentive for them to stick with us and again this is just for our tech college wrap as well as our activity route as well any questions on this throughout the state is the sped always that much higher than the regular yes and i'm gonna say we are we are maybe on the upper end of that but the special education routes there's some different things so for example could be first aid or cpr training there could be like some additional training that does occur or against students maybe with the escalation type scenario so there's some additional with special education routes that you have some additional responsibilities because because we are responsible for the transportation of our students question other questions on this we're hoping for longevity drivers like peggy and others that we can hopefully have in the future what are we doing now on bus drivers uh we are we're okay but we could probably use again one or two others that could maybe be on a sub list okay right now i think we're okay with our routes to start the year if i'm not mistaken maybe one short but i don't i have to ask yeah we have to ask brad and she was driving at floyd hills technical college route as well as activity routes so we don't we definitely need to find a new tech college route driver and then some for activities yes and i i just talked with him a few days ago and i know he's interested in driving you know it's very possible so good question comments or questions anybody anybody else no i think kind of the line here that drives at home is that these rates haven't changed since you said you started you're starting your seventh year and so the low tech driving activity right that's so if you've got people that are one two three four years of service it would be nice to show them that you're appreciating what you're doing because that was a big deal for us to get our kids safe with wherever they need it is most improved hourly rates for activity most drivers for the 2022-23 school year motion to approve the area rights bus drivers promotion passes 6-0 moving on to the position of governmental relations network of point e network representative for the 2022-2023 school yes motion passes 6-0 move on to a maintenance truck bid so this is something that we've kind of had in our capital outlet plan at some point in time um just feel like there's kind of a rush or an urgency to do something with this because again we're looking at a 25 year old truck that would require margaritaville that doesn't have his truck tomorrow there's a lot of problems obviously he's converting into a makeshift vehicle of some sort it could be really a challenge so anyway with that being said um and the status of situation vehicles right now with the yes just absolute uncertainty i felt like we needed to push forward with this as soon as possible so um we did receive one bid from kromani and that will again replace that 1997 ford truck it will uh be a trade in and in the amount of 77 443 that will be the truck but also the shock box type work you know the it has the the work boxes if you will the locking work boxes and the rails for the the ladder the ladders that he puts on there as well as he can carry pipe and things like that so it has all the it has all the truck pieces that he needs it'll be very similar to his truck with the shop boxes and and stuff and we traded it in we've traded we'll trade in this 1997 thank you the 1997 ford truck when it gets here okay or do we have to trade there we go we could sell it on sealed biz yes we could do that we're sure it either way would be fine i don't know uh it'll be a chevy silverado 2022 chevy silverado i just didn't we put the bids out for information on the website as well as in the newspaper uh but we did hear the video [Music] chevy silverado 350.

you got to be 20 on september 20th and older we can't be 20 in november got to be on that day so they got they made that correction as well so it's kind of a trial and error this first year so hopefully we made the corrections i spoke with trina templeton and cherie sloan helped us upload those and tarina wrote up a paragraph that we had to send to them telling them our plan of action so this doesn't happen again so hopefully next year it'll be way more smoothly going so yeah so the reduction is authority i mean we didn't lose any cash over it but you did lose authority most of it was going to graduation alliance anyway and that 10 is coming here so it wasn't a lot of cash but you did lose authority which is we talked about that anytime you do a budget and you have that built in you have to be very aware of what that could go down just like special ed now you have to be aware the special ed could go down in june on you so you have to have ruin your budget to decrease that budget down you can't be spending your cash before the end of june until you know that so yeah they're lying on it yeah yeah so hopefully we can take care of that can i stay on top of that we did increase those credits though the current so that what we get is ten percent i mean this isn't the time and place i guess we'll already do that yeah we can do that too okay uh so move on to the appointments we will just do all of those appointments at the same time one through the 14th could be one motion and so i will entertain the motion to approve those appointments as written unless there are changes or questions so the new board members would this is like any discussion here none all in favor raise your hand move on to the approval of the policies and the resolutions the first one would be the district inoculation policy and i think all of these should have been impacted and these can all be approved in one version any discussion or questions from the board i'll entertain a motion to approve all the full move by roger signify josh all in favor raise your hand motion passes and then we need to assign uh some board members for positions um the governmental relations network that's an appointment yeah and i think i've done it in the past which i don't mind keeping that nobody else wants it basically it's just extra mail he gets topeka so that's i think has chat our breath and then a board member representative for the bbc and i believe that was roger roger i think you just go to them i don't know they have meetings but they probably have i shouldn't say yeah i think professionally yeah through pdc that's not hesitant to do that or if anybody else would like to jump with a chance do you not want to do it i'd really do it that would be fine allison thank you and then uh the authorization of the petty cash fund usually it's 1 000 for the junior high wilson in the district and 500 for the elementary year that's the book usually authorized and that does take promotion yeah it does take a motion anybody would like to make that motion by josh second by roger all in favor raise your hand most best and then the district mileage rate for reimbursement for 2223.

oh yeah it is hba 22-2001 the appeal of the building officials decision that the rental unit at 227 orchard hills i don't know why this is the language does not get relief from section 8 502 and the housing board of appeals reverses the building officials decision for the reason of practical difficulties or undue hardship i second all right we have a motion and a second is there discussion i think if that's the avenue it would be helpful even though the city you know the letter from the conservancy or your commitment not to make changes really doesn't mean that much from a code standpoint but i would ask that that would be submitted as part of the backup you know that would give some level of you know why this isn't going to be a hardship one additional question is there a way do you guys have someone sign a contract before they come do you have someone sign a contract before they stay gary and i manage the house when an inquiry comes into vrbo or airbnb we have 24 hours to respond and either accept or decline but during that time period we have what we call a short-term rental agreement the name and the address the intended purpose of the house the number of people staying the fact that they cannot have more than 10 people at the house including the registered guest one time only during the rental period they have to sign this and return this to us and probably at least 20 percent of the people never respond back at that time because obviously they're having more than than they said that they were going to have and then when i get their phone number i call and i call every single client prior to the acceptance we are kind of a little bit of a pain with that but it's when you talk to somebody on the phone i can truly vet them and and you get a lot more information than when people write down i mean suddenly you become their new best friend and they start talking and then we don't accept or we accept so it is a true vetting process and as jeff has said we have not made a profit for many years because mom gets on the phone and vets the client and the house needs to be protected it is a museum i mean it's a one of a kind as ranked as his top 18 houses in the entire world on the national registry the state and the county so we need to vet that house really really tight and to make sure that it is protected and so we do we do vet every single client that comes in and even when kristin was at the house it was brought up that we've never had a lockbox we meet we have an assistant and if we can't meet the client then our assistant does we meet the client face to face we give them about a half an hour tour and at that point they really understand the history of the house and they get it as we say i mean they need to get it they need to understand how that they are in a museum for the two or three days so we don't use the lock box there is another personal um hands-on at that point so it is a really the house has to be protected yes i understand john is it possible to add a clause that acknowledges it doesn't meet city code i mean is that a is that kind of one of is it possible to add a clause to their contract that someone signs it that says it doesn't meet city code or is that kind of you mean current city code or well that it's that they had applied for a variance for the hand you know is there any way to ign have the person who stays there acknowledge they know there's not a handrail i guess is what i'm trying to say if they have a contract signed by whoever's staying there not that that they know that there's not a handrail is that a possibility so is that an idea you've got the model motion in front of you correct right and at the bottom there are stipulations and so something like the applicant shall inform all prospective tenants that there is not a railing on the front and it doesn't meet code the applicant shall do this or to the extent the applicant ceases using it as a short-term rental or the premises are not subject to a rental housing so we add it to them okay so you you can add stipulations to your variants okay that's what you can do in what chris and the building department can administer are different things you have authority under our code and they have obligations to do what they can to the extent they can and it's going to be easy to do for the first year and a half but in year seven onward or whatever as people move on and it's forgotten about then it can potentially become problematic so use the stipulations at the bottom to do the will of whatever it is you think should be done with this parcel and the premises in the future okay thank you so that would be adding a stipulation is that correct in reminding my robert's rules of order do you have to offer a friendly amendment to the motion since it's been provided and seconded or do you let the motion die and read no you could offer a friend whoever moved whoever the second or could accept it um okay so i could offer a friendly amendment to add language to the contract uh the short-term rental agreement that individuals provide that there is not a handrail it's there's not a handrail at the front entrance of the house and that does not meet current city building code housing housing code i think you have to so yep sorry oh the motion absolutely well let me get a second and then i'll repeat it because for brandy's taking minutes and we want to make sure that everybody's like got it on the same page and i have it in my package so it's a little easier for me to do okay so okay i would like to i think you just have to second the friendly amendment oh okay i'd like to second the friendly okay all right so let me re-read it so that we've got it and make sure that we all agree that that's that makes sense yeah sure okay so um the proposed motion just to reiterate is that in case bba 22-2001 the appeal of the building officials decision that the rental unit at 227 orchard hills drive not get relief from section 8502 and the housing board of appeals reverses the building officials decision for the reasons that practical difficulties or undue hardship exist additionally the owner will provide a clause in their short-term rental agreement that there is not a handrail at the front stairs and it's not in compliance with build housing something like that to that intent i i would say a second okay yeah i don't think if you're reset i just was reiterating the motion to make sure that we all got it okay so we have a motion we have a second any further discussion okay i'm not seeing any well all in favor of the motion please signify by saying aye aye and opposed opposed all right i believe the motion carries three to two do you need names brandy yes please all right i believe uh jerry angie and kristen supported and todd and tim did not all right so the variance request is granted that closes that appeal do we have any new business not seeing any i would entertain a motion to adjourn yes yes let's work together on that okay yeah well i mean probably with chris because he probably knows the the right uh building code to cite um and we can keep that on file as well thank you all right i'd entertain a motion to adjourn i moved to a jury angie thank you second jerry all right all in favor of a german opposed excellent thank you you

it would be considered job abandonment professional act can be reported to the state board of education but at the same time on the back of the ade certificate this is recognized as a breach of contract either way but i'm just keeping the case of the teacher to teacher or teacher resigning disciplinary disciplinary action can be enforced such as a suspension or revocation of the certificate so i just wanted to share that information with the board from my understanding of the whole situation the details speaking with mr hufford but also speaking with other superintendents who have had similar situations just so that the best decision can be made totally um motion reads administration recommended approval of mrs garcia's resignation and implementation of liquidated damages yes so that's your recommendation that that's my recommendation but at the same time i want to just do my due diligence and share with the governing board all the the factors that are involved with every situation of liquidated damages as such such a case-by-case basis but that's just for for our discussion yeah and from looking at our other personal items it looks like we've already we're already hiring somebody to take the position that she's leaving is that correct i believe so okay so it's dion vega is down for cte early childhood so yes that was the concern of mine was just how bad oh okay okay okay okay i was gonna i knew dion before was the cookie the culinary arts teacher but i didn't know oh just on the orange page it says cte teacher diane vega um so we still have to we're still short that teacher a pre-teacher in that position okay to have that on their record was that cte that they have to take like the first class like autograph one and then all of them um and it's one of those that cpe as you said so if she taught sophomores and juniors in the class one now they don't have the class to to follow up with that program it's one it's either [Music] we get a copy of the contract not her not her contract but the the um base the general contract just so we can see uh what the language is on the liquidated yeah thank you and then this one i kind of get that it's a professional development move for her and that she wasn't in control of when that position was posted but it also kind of puts us it puts the district at a setback trying to find the teacher at such short notice right and that's why mr albert i wanted to make sure explain these steps but also as we just shared right now it was part time but it's the same class is not going to be offered is that correct so so now it does based on on as stated in section 11 of the contract now that makes it a little different as far as there's a hardship how do we fill it and how it's impacting students so just just based on the facts available so um this was a part-time position would i understand the point four three yeah okay and is the the amount of the liquidated damages is that scaled from what i understand it would be 1 000 from what i understand based on the part-time salary it ended like 12 something but then they moved to a thousand so the previous superintendent and the finance director talked about it and um i just wanted to double check with everybody so it's prorated to her fpe which is full-time employment so she won't pay you if she does pay the liquidated damages i don't want me to think about it okay i just want to be consistent i don't want to pick and choose okay you know if we're going to make this the policy the way we're going to do it then i think we have to do it for everybody okay that's just my thing you may disagree indeed you're looking at me like you disagree no not no not necessarily though i i do think it's um worthwhile to look at the individual case because there are you know an infinite number of reasons that sure someone might have to have to break their contract and so i do think it's important to look at the individual okay um the next personnel item is the certified employment of a teacher gina t lopez dean of team appearances has been interviewed and respects completed for position school year superintendent's recommendation is the employment of junior t repose as a teacher for the 22-23 school yes sir mr hopkins [Applause] [Music] yeah okay that's what i figured just a matter of difficulties coming from the philippines and getting back yeah and then yes primarily the visa yeah yes okay i was just curious because it didn't make sense to me august we were having a conversation before the meeting we didn't want to worry about teachers anymore because state law that i just saw that was passed i could take a humanities course online and say i'm going for my teacher's certificate and i i'm employable with a full-time teacher am i getting that wrong and then what [Music] program not just basketball or whatever but yes you're you're eligible to now teach in the classroom without the behavior and management type stuff so with a mentor some people are natural teachers you could be a parent pro that you have now that wants to be teacher and can't because you can't afford it well if they enroll in a program now and they're good if you wanted them to be a teacher they get that pay and now they can afford to go to school so some people are natural teachers and we all know teachers that are along with the voucher okay i heard about the voucher on this one okay next matter of personnel certified employment of teacher dionne vega dionviva has been interviewed and reference checks completed for the position of teacher for the 22-23 school year uh the superintendent recommends the employment of dion vega as a teacher for the 2023 school year i was telling angelina that i had a long property on the other day didn't know about this and then during that whole conversation she talked about what she was gonna do in her future she never even said a word to me about going to work at school but i know she's she's worked for this before in the same position and she's a great disability position okay okay she's good at columbia reacts yeah i knew she was we always heard good reviews so next item uh classified resignation of the special projects secretary candice moore candace moore special project secretary turned in a letter of resignation of the district office on june 21st 2022 her last day of work will be august 5th of 2022 superintendent recommends approval of the resignation of candace more effective august 5th 22.

i'm just kind of curious what is that sure so 2100 um is for student support services so let me just give you like an example that would be like a school psychologist that would be people that um do our attendance records things like that okay but that's all i'm saying i get you get this from the state i totally understand that i'm just saying for easy friendly for parents community members helping us out with a little bit more detail of what that code is that's going to help parents on the were you here at the budget presentation meeting but it was really quick okay well that that meeting was that's the purpose of that meeting to answer those questions that anybody has we propose the budget there's a breaks it down to a pie chart the different accounts we provide an opportunity for that back and forth but once that's done that that's you know we have to follow the prescribed requirements but that's why you have the hearing now so if there are questions we answer them but i bet to take it to address it it is a complicated process and no matter how much time we take it's still hard i'm not saying i'm not being patronizing but it's really difficult for anybody has a financial background to accept what we have to do in the school finance because many times it's different there are a lot of codes and there are a lot of um there's just there's a lot of there are a lot of codes that are used that aren't aren't you can't just read it and understand what that means i i i agree with what you're saying is very nice i just couldn't find it i couldn't find the presentation find it anywhere on your website okay so that's also another thing that would have benefited yes because it's nowhere right and then we are we're changing our website we're updating our website because the current one isn't super user friendly but what i'll make in a note is about this time we'll make sure that that information is prominently displayed both the presentation and then once the budget is posted for sure that's good feedback it's just information it helps parents and taxpayers it helps the community understand what you just said the other thing is you guys have your english language learner so on your budget um is it 35 000 that you guys have [Music] i got to pull the budget up so just give me one second i had to quote something else which one are you looking at um i'm in the total expenditure it's by fund the fund and it's under it's just fun and it says maintenance instruction improvement english language learner and it says your budgeted was 34 678 but the budget uh that was prior sorry this is budget um for this year are you still on the same page um no you're on a different page i'm on the second page yeah thank you yeah total expense yes okay yeah sure so i was just curious with the 35 000 can you um do you have numbers of how many children how many english language learners do we have enrolled in this school i could take us i could take a stab as a percentage do you have a percentage mr pico that you could offer of our roughly 1800 we have 79 students [Music] that's radiant 79.97 thank you and the other one was it it's a little bit above that it's still part of the maintenance and operation expenditures it's at the very bottom it's your bring your glasses up it's your five five zero k three reading program it's in your other column that's 17 663 can you tell me it was the program please that you guys are spending the k3 reading program that's just a kate that's just the k3 reading program for the elementary school district it's a state funded program that's um at every school district excuse me it's not called no that's just our reading programming program okay and i think i think that was it so thank you for your time i appreciate it and just again if you can on the website make it a little frankly easier for people especially i think you have it right up on that front of the website with important updates i think this is very important it would be nice to be able to and i'll fill this out for you thank you for your time thank you for the feedback okay do we have anyone else that wishes to speak to the board all right well hearing none um i don't do you have anything to add no no sir yeah all right if we have no other questions um we'll adjourn this meeting and we will reconvene in four minutes for at five o'clock for the regular meeting thank you

uh 860 but we may use some more we've got several items we may use during here so that would just primarily eat into this year's Levy and keep the fund balance pretty steady and as we've discussed really that you know we'd like to have a good chunk in there um we're hearing that the town's going to do something on one East and and Mayhem and when that happens we'd like to coordinate with the town to improve the areas around the around the school for sidewalks curbs gutters and things like that that was something I was going to ask if for our online audience this and um that it is not a new tax that people sometimes presume it is yeah I can I can respond to that interesting a couple a couple of sentences so I like the idea of not a new tax because it's been in their tax rate for a number of years and we have the option if we have construction projects and additional parking aprons we have the option to raise that which we haven't so there's no increase it's a steady part of the assessment that the district levies on and I think we've heard it with parking aprons and the fencing you can use if there's fencing that again separates public from school students and teachers and we've got an issue at Del Rio we may be able to use we want to discuss the situation right so really really adjacent ways is is improvements to the property adjacent to District property that's one the other is um bus lanes and emergency fire Lanes things like that on District property so sidewalks curbs and gutters are examples of improvements next to the property that that the town would actually own there is uh we did a bus lane project behind Del Rio in the past there's a um a emergency fire lane behind the school here that was done with adjacent ways um many years ago there was work along Center Street the sidewalk some and improvements along Center Street we're done using adjacent ways so um the intersection at um two North and one West was done the um the expansion of that intersection was done using a decent place funds so it's really improvements next to the property school property or bus lanes or fire Lanes on District property and just to make it clear to everybody as John said it's not new taxes we are required to renew it every year which is what we're in the process of doing right thank you just wanted some clarification for those that did not know or understand any other questions or comments on the public hearing all right with that I will accept a motion to close our public hearing so move second all in favor aye thank you all we have another public hearing tonight this is for our district expenditure budget fiscal year 2022 before we have any discussion may I please have a motion to go into our public hearing I move that we go into the public hearing thank you all in favor all right round two okay so if we just uh we discussed this in a couple different ways we did a proposed budget for the new coming year starting June well we did that on June 23rd for the 22-23 year at that point what we had is a comparison chart on some of the information you've been given we ended last year with an operating budget of 15 million eight eighty four thousand we moved upwards of about uh one million one hundred thousand to our new year budget 17 million forty seven thousand and that's what we proposed for the current year on June 23rd by Statute we have to stick with that number when we adopt and this all has to be done by July 15th so we're just under the wire and that's great so that 1.2 million raise and then if you look at our Capital fund uh the year we just left is one million one hundred thousand and the year we're going into is the one million it was one million won we ended at one million eight and the new year we're going into for capital is two million six if they work hand in glove so if we we have three different capital projects we'll have the funds available for those and then if we want to delay or defer one of those we can move those funds back to operating if we need to and we can mix and match on page seven of eight on the budget between those two funds it used to be really tight differences you couldn't do that but then they fully funded their District additional assistance we were getting 300 000 a year now we're getting a million a year so that gives us a little more flexibility and other than that the other fund that's got tremendous news or good news is our zero one zero classroom site fund and last year they put a budget in for us uh 1.1.8 million up for 1.1 million it had never been higher than 1.1 million before for a teacher of compensation only and they actually gave us cash of 1.8 million and that's that six tenths of one percent of the sales tax state so the economy is reflected then in our in our classroom site fund and that's a really strong amount again this year another 1.8 million last year we spent 1.2 this way that by 600 000 carry forward you'll see that going back out to teachers the One Fund that we were a little disappointed in is the instructional Improvement the Indian gaming funds uh it had been bringing in about uh 95 000 yet this year was 82.

i move to approve the second reading of policy advisory 680-711 second the discussion on the policy advice yes it appears to me that every single one of these policies needs to be adopted with the exception of which has to do with identification cards for grades nine through 12. a lot of them were high school and so that is not applicable uh to us so we shouldn't be adopting that particular policy change right so we will note those in terms of so i would like to amend the motion to approve all of the advice policy advisories in this section 680 through 711 with the exception um policy advisory 69 years ago i don't think they interrupt you but we still do have students attending at the high school level um this is continental school work i understand but also remember that if we are in a growth mindset where we want to eventually get to the point where we have our own high school this policy of having it already on the books is not a bad thing so i just wanted to kind of throw that out there for your consideration uh there's their agreement with the administration on it that we need to have that policy speak by absolutely our budget that we received from the state directly from rome but does cover high school students right we just outsource that right so although we wouldn't have to do anything here it's just covering our students that attend golden grove okay so by approving it i don't see that it wouldn't hurt us it's anybody else okay we'll call please jesus guys yeah this is alex yes mr mcgibbon and yes this takes us to the next item the item b advisory 7 12 through 7 i needed to approve the second reading of policy advisory 712-715 now second discussion we never adopted policy 700 to begin with all of these are amendments to that policy that was initially adopted by the asba because of the governor's or the law that was passed uh regarding these items on teaching about controversy and and uh that's good and so there's no need to remove language from that policy number 700 because we never adopted that in the first place so we did do a resolution for our teachers so i think it goes back to this policy since we didn't adopt it there are recommendations stated by asba so we didn't adopt it you are correct so we can but we can't we can't remove language from a policy advisory because that does not exist on in our website right yes so so that would be fine we can just join approved all right i would recommend below 700 that we know we never adopted 700 again women that contained this language but that was deemed to be unconstitutional because it was included in uh in numerous items under one uh under one bill and and so it was deemed unconstitutional and and this language at asba is is really only intended for those school districts that adopted um policy advisory 700.

and so it's just if a teacher is not experienced with her his or her standards they could spend three weeks on something that could have been covered in a week and then you're missing out on that other content but i'm glad you mentioned that daisy because um one of the nice things about schoolwide is they've got some science um units that they've published and we have full access to so when we start looking at science we'll be able to pull that as a resource too not just mystery science that we've been using we can pull in some literacy components that can be so then you're really increasing the rigor so it's not just science content they're really getting ela instruction as well or math thank you any other questions it's all good totally fine maybe we should introduce daisy i didn't that's okay since she spoke up i'm going to introduce her daisy she's our brand new multilingual services facilitator and we've been working collaboratively with mrs janus to get dual language up and going and daisy just finished a presentation that went out to the community today and we linked in an opt-in form and we've already got 13 families who would like to have an opportunity to be in dual language and that was within three hours yes so my name is daisy orianna i started off working at round lake with a transitional bilingual license so that was a temporary teaching license until i got my masters in elementary education at round lake i was part of the language arts curriculum writing team so i helped develop the you know what michelle presented is very similar to the work that i was doing in round lake as well i also helped develop the science curriculum and the dual language curriculum there as well i was also the data coach and uh silk uh leader so for my plc so and i've only been teaching four years so um yeah i've also worked very closely with the museum of science and industry to help um you know bring science like high quality science education to uh the elementary school so i'm very excited to be working with uh you know the dual language program and helping you know develop the curriculum here at picalo so yeah thank you thank you good questions thank you nice one to michelle did a great job appreciate it thank you thanks for doing all that all right next uh school improvement planning i i put the executive summaries in your packet just to remember reminder the principals work on these in the fall and they get their school improvement plans written and then throughout the year they meet with their building leadership teams they review these they work on these goals at the end of the year they complete the final column of this that talks about their progress you have these documents in here but uh dr bianclana and miss janis are going to give you a short summary of just where we're at with the school improvement planning so it's the the document you have in here is is different than the one they're going to present it's just going to be a short slide there we go the board has a detailed school improvement plan for each building but tonight we will provide for you an overview of the school improvement plan goals and a review of the work that was completed in the 2122 school year the self-assessment of mtss implementation tool is designed to measure four things the school level implementation of mtss identify and prioritize system needs guide our action planning and assess the impact over time of the app action plan implementation across the system it is designed to prioritize and focus the resources on those areas in the need of most attention or support and in 2021 22 within that school year the building leadership team at each school separately created an action plan to address any of the 40 components within those six domains that was below the emerging developing category and we are proud of the work our teachers have done to build a guaranteed and viable curriculum which is designed to meet the needs of all students in the next school year we will continue to strengthen our implementation of mtss that was designed with guidance from the illinois mtss network okay so as you can see in the copies of each building's sip goals and action steps a variety of efforts have been and will continue to be made to have an impact on our community's perception of the diversity equity inclusion and sense of belonging within our district this will be a continual goal for ever task forces related to human resources curriculum resources policy and procedures community engagement discipline and assessment have all been created this year the main goal being to ensure our big hollow community continues to foster empathy and a sense of belonging for all of our stakeholders so as we all know if students staff and families don't feel a sense of belonging this can greatly impact learning it's really the foundation of it all so this year one of the measures we used was a diversity equity and belonging include includes inclusion i'm sorry inclusion and belonging survey we received so few of these surveys completed surveys that we determined the survey data to be unreliable however we still considered the feedback as we thought about and developed action steps for this year however even with the diversity equity inclusion and belonging survey data without that data we can report that there is a stronger sense of inclusion of diversely representative content resources and pedagogical approaches various cultural celebrations building equity subcommittee meetings and activities greatly contributed to movement in this goal area our main goal continues to be ensuring that our big hollow community continues to foster empathy and a sense of belonging for all of our stakeholders and we will continue our work within each building and as a district through the various committees curriculum discipline and human resources already established any questions this really ties into the presentation we just had so we uh yeah we it was a lot of work ties together and uh i look forward to sitting down with uh three principals this this fall and setting uh new plans in place any questions all right moving on uh item c [Music] the budget update discussion so that exhibit nine is in your packet um matt if we could get the exhibit nine would be great the uh this was this was probably one of the more challenging years for me for budgeting purposes because um we had a lot of esser money floating around we had uh we had income that i didn't expect and we had more expenses than typical year with the uh still kind of the some pandemic effect um i honestly as of middle of june i still wasn't sure where we're gonna end up i was a little nervous uh because our expenses were higher than typical year um the three funds that uh the three funds that i pay close attention to that i think you should as well are the education o m and the transportation those are three working funds that we um uh we see a lot of expenses out of and then we have so what you're going to see is that all three funds ended the year in the black not by a lot but they ended in the black which is the goal and i will say though that we we received some income and i think i talked about it before we've seen income like in food service income that i really wasn't expecting or the amount and so i was hoping we'd be a little more in the black in some of those areas but we also didn't get i think we were probably i'm going to say actually got the number for the meeting around 700 800 thousand short on what i thought we'd get in tax money before june 30th so we're gonna get it it's just gonna it just it's not didn't come as soon as i thought it would be um so that messed up my budget a little bit but it was offset by some of the revenue that we received that i did so it all balanced in the end but that is revenue that will be will be coming but i will reflect in next year's budget so the uh what's not reflected on this sheet is the 2.5 or the two million dollar i'm sorry the 1.5 million dollar transfer we did out of the o m so it's not reflected here but the o m if you remember we took 1.5 million out we put um i gotta remember where we put it now that's what i was trying to we put we put um actually it was 2 million out of o m 500 000 went into fund 30 because next year we're going to offset the debt service for the community and then the other 1.5 million went into capital uh the capital projects fund 60.

comments are limited to three minutes to provide all visitors and equal opportunity to address the board individuals needing more time should submit their thoughts in writing to the board secretary visitors addressing the board need to submit a comment slip to the board secretary in this case mrs asia and will be invited to the microphone prior to addressing the board audience members should state their full name these proceedings are being taped recorded for the purpose of producing accurate meeting minutes and it is being streamed i reserve the right to modify these protocols if circumstances warrant audience observation of these protocols is appreciated all right we have three speakers that have indicated that they wish to speak about uh a consent item or action item the consent action items are up on the board so please limit your comments to those items when you address the board our first speaker is eileen breiner good evening can you hear me yep okay um last month was the first reading of changes to the promotion policy since the reading was not oral i'm going to read it here for all to hear while listening to this ask yourself why why is this being stricken from the record the grade level of all students shall be based on the number of years of experience in high school and the number of high school credits earned district 99 students are classified as freshmen in their first year of attendance and if they've earned fewer than five high school credits sophomores are students who are in their second year of attendance and have earned at least five high school credits prior to the beginning of their second year juniors are students who are in their third year of attendance and have earned at least 10 high school credits prior to the beginning of their third year seniors are students who are in their fourth year of attendance and have earned at least 15 high school credits prior to the start of their fourth year since there's nothing to replace this language what will the criteria for grade level b this is an academic establishment so why wouldn't academics be used to establish levels of accomplishment i find this nonsensical i expect to hear some robust discussion on this change i expect to hear something more than this is the recommendation of the illinois association of school boards you were elected to run district 99 not the illinois association of school boards it's time to show your autonomy and your independent thought and not acquiesce to central planning the next speaker is lower voice thank you i'm laura hoist last month i objected to the proposed change to district 99's grading and promotion policy 6.280 it was a first reading which was neither read nor shown on the screen for people to see this change removes the number of credits to be earned for each year of high school leading up to graduation i'm asking you to consider vote no to removing these objective standards if the number of credit requirements no longer apply then please replace them by reference to the illinois school code course requirements hank has said this change needed was needed to comply with the law the every student succeeds act also known as essa replaced the no child left behind act in 2015.

let me be clear the village of oswego proved to you all that they're not your friends the village of oswego is attempting to bully the school district into an issue and it won't stop until somebody stands up and represents you accordingly in my 31 years of business i have never been in a situation where the same legal representative is representing both sides of an argument i've asked people in law in business and finance and nobody can give me one good reason why such a situation would exist this is something that this is long overdue that this community must reconcile in order to move forward accordingly i thank you one other last point i wanted to make i think it is highly misleading of what the media has also reported on this issue to say that money exists on this issue to pay for this parking lot we all know we have tens of millions of dollars of capital projects rooks air conditionings furnaces and oh by the way academic programming it is completely disingenuous for people to insinuate that money is laying around the corner to pay for something that another taxing body is trying to pressure you all and to resolve i hope this can be resolved i wouldn't be happy if i lived in that neighborhood either but there are many issues here that i believe that the village board brought out that are conflicts of interest that this community must resolve tonight on your own agenda you have an ambulance service agreement with the oswego fire department who represents the fire department and who represents the school district same law firm how can that be how can that be i thank you all for your time as you all know i wholeheartedly support you and i appreciate everything that you've done in these last three years i run a company of 19 people and it's been the toughest three years of my life i can't imagine what it's like to be responsible for thousands of kids a thousand employees and uh through this pandemic so i appreciate everything you've done i know you've put up with a lot of a lot of difficult situations and i truly am sorry for that so my heart is always with this place and um i thank you for your time thank you for your time kayla markford one second i had to write it down i've been part of the district for a long time but this is the first time i've actually spoken at a school board meeting so please be patient with me oh i admit through 20 seconds away okay um i understand tonight that there is going to be discussion on restructuring the committees that are facilitated by the school board i'm thankful to be serving on the finance and facilities committee i've been so for the last three years uh what i would like to ask is to have a seat at the table for this discussion and i know that my fellow committee members would appreciate being involved as well many of us applied specifically to the committees we sit on because we bring with us a particular expertise i'm afraid that if we consolidate three committees into one we will be faced with a group triple the size with a third of the time to discuss any one of the many topics that span finance policy equity and teaching and learning i'm also afraid that if this decision is presented to our committee members without warning and i'm not saying that this is what's i just know it's on the agenda but if a decision is made we will likely lose members who will take with them knowledge and experience personally being on the finance and facility committee for me serves a dual role i get to bring a set of fresh eyes to our budget and our facility discussions and i get to learn the history of our decision making as well as the current status of affairs i would just ask you to consider that our current committee structure serves as an excellent place for those of us who want to serve and learn as we increase our commitments to sd 308 if there is no intent to lose transparency or restrict community involvement i think it would be wise to involve the community members currently serving in the roles you wish to make changes to you have trusted us over these years to advise on district issues my only request is that you continue to trust us to be part of this decision as well be it smaller committee sizes or adding a general community committee to our current structure i can see our groups being able to come up with some compromise so that we can still maintain our level of involvement and the board be able to achieve its goals for this district and that's all i have to say thank you very much okay thank you 5.1 board member comments who would like to go i can start off um you know i will kind of address that um we we've had um mr desanto come into this board room before in the past and uh you know i don't want to be presumptuous here but believe he's been treated with the utmost respect every time that he's entered our board room uh somebody could correct me if i'm wrong but uh anytime that he's come in here it's been appreciated um and we've also had alderman bug come in here and speak and it's been appreciated we've had other officials come in here and speak um i wasn't on the board at the time but i even saw representative batnick come in here um and tragically uh was um treated not nicely but it wasn't from the board and i know the board certainly appreciated his presence and his attempts to try and explain state versus local um very disappointed to see [Music] dr sparlin uh um i'll i'll say it you know somebody has to so i apologize apologize on behalf of the community it's not how you should be treated it's not how anybody should be treated and uh um so somebody has to do it so i'll do it i apologize on behalf of this community um and if um if mr de santo ever came in here and was treated the way you were than shame on us shame on anybody who represents anything for um you know and and uh how we are supposed to model um asking tough questions that's it's not a problem or what have you but um you know that was crossed the line for sure um and of course you know i was i was there and um i hung around and no nobody came to speak to me but that's okay uh that comes with my turret me being me but um i apologize on behalf of the community i'll go uh so um i too will comment uh just because during that meeting with uh where dr sparling was at the village of oswego um multiple people stated that they didn't know the position of the rest of the people on the board so i wanted to make sure that i communicated my position in regards to the concerns of our students parking in prescott meals and so firstly of course safety is always the of the utmost important and so when i see videos of students speeding through the residence and the subdivisions driving on the lawns of the residents almost crashing into their homes it's it's very concerning when you see students going up to the residents doorbells ringing their doorbells and you know verbally fussing them out it's just absolutely unacceptable and speaking for me you know not not the school board but as a parent if if my child would have done any of those things that i saw in that video um and and please know that my son was and you know my kids were not there um don't even have driver's license until recently but i assure you that i as the parent would take full responsibility for the conduct of my child on or off school property we as a school district provide transportation and make it available for all of our students but the parents get to decide how their kids get to and from school so when you think about our district and think about our school of roughly half of our students at oswego east which is roughly 1300 or more are eligible for a driver's license so we currently have approximately a thousand parking spaces for students and staff so if we did add a new lot and that had the capacity of roughly 80 more spots that means we still would have roughly 200 students who could still drive to school which means the 80 spaces that we would provide would not be a remedy for what's being proposed however a combination of additional parking restrictions continue communications with the students and the parents especially in light of the videos and then a dish eventually and when possible the 80 additional spaces that also could help so for me in closing you think about the recommendation so as a school board of course we're accountable and we are absolutely accountable to all 18 000 students within this district therefore we have to be accountable we have to account for and have a plan with all of those students in mind and so as you'll hear later in this meeting we have a comprehensive facilities plan that we were that we will review and the parking lot was approximately what two hundred thousand two hundred thousand dollars uh that we needed for that parking lot however the priority in which that gets done for us and i'll speak for me i can't say as i'll say speak for me must be considered in the larger plan that as we are addressing and prioritizing all the facility facilities needs for all 23.23 buildings not just one so as for me the decisions that we make it's not that i felt like any of us have ever said that we would not do what we needed to do to address it is just that we have to make sure that based on our budget priority the needs boilers and chillers and all of those other things that we have to consider we just have to consider that and once we consider that and we prioritize when we're able to do it then we will absolutely make that a priority and that's my perspective anybody else okay 5.2 board committee reports finance and facilities committee you we did meet we started this year meeting over the summer because we realized and some members of our committee had brought to our attention that a lot happens on a school budget over the summer because this is when a lot of the budgeting work happens so when you end in may and then you come back in august you've missed a big chunk of the story which we noticed last year particularly when the five-year projections had shifted pretty dramatically between the last meeting and the next one so at this meeting we discussed again the budget process dr kretsky gave us an update on that um we looked at some new five-year projections we again went over why it's really important in our district to look at the the zero increase in ebf and the zero increase in tax levy projections in our community because of our history and then we also as as eugene just alluded to took a look at our 308 maintenance plan update um which is a pretty it's a pretty hefty list um which i know we're going to go over tonight later so i'm not going to talk about that now um i do want to say one of the really great conversations and i'm actually going to give credit to our our committee member that's sitting here because she brought it up that you know one of the big struggles we've always had with finance is that it's very very dry it's very very hard to understand if you don't like to understand this kind of things and even if you do it's still you know there it's there's a narrative mixed in with the numbers that sometimes is unreal um and what she had appreciated was that in this committee we'd have the opportunity to discuss not only the numbers but how to make that more communicate more easily understood by our community which is something that i know we've struggled with in the 10 years since 2012 when these committees have started is how do we effectively communicate to non-finance people the complexity of the finances which as we know it's very hard even for other agencies to understand school finance sometimes so um i wanted to give her a shout out because she brought to the the forefront that we do want to be focusing on this in the committee of finance is how not necessarily just where are we at for finances but how do we communicate this like how do we change the narrative what steps can we take to try to start making this more word problem than number problem so i really appreciated that we talked about property tax levies and things as well um and we're looking forward to seeing some of this next stuff that we're going to talk about here and then there next month great yes okay thank you very much 5.3 superintendents report well good evening board tonight we have a long agenda so i'm going to keep my comments relatively short this is the time of the year where we are working to fill our open positions for the upcoming school year and tonight my comments will be focused on recruitment and retention so as you can see from this evening's personnel report and items 8.7 8.8 the principals and the district administrators have been very busy interviewing staff for the upcoming year we have engaged in a number of ways to promote our open positions our summer hiring campaign includes many visible elements throughout the community at the school buildings we have different things that such as yard signs window clink stickers at entrances of our facilities large banners on buses that are strategically placed throughout the school school district and the visible areas at prairie fest parade small handouts with a qr code through the hiring page were distributed along with a banner that we led the parade with that said you know we're hiring join us and all that all that good information um our ad in the in the booklet for the parade also included information on hiring so in addition to these items we're running social media campaigns digital ads and utilizing our own website to uh for the to market the openings and we have four additional uh open interview dates that have been added and those dates are july 13th july 27th august 3rd and august 9th from 4 o'clock to 6 30 p.m those are the dates that have been selected we'll continue to focus on our our communication channels to on recruitment and our hiring efforts and to this point we have seen increases in our in the traffic to our pages and increased applications so if you know anyone who likes to work with kids and wants to work in a school district and make a difference in their community please share the open positions that we have for them because chances are we may have a position open as we try to become fully staffed for the 22-23 school year that's my report for this evening thank you thank you very much 6.1 consent agenda are there any questions on the consent agenda can i have a motion to approve the consent agenda please i make a motion good go ahead i make a motion to approve all items under consent including 6.1 minutes from the board of education meeting on june 6 2022 open and closed session minutes from the special closed session meeting on june 16th 2022 minutes from the board of education workshop on june 18th open and closed session and 6.2 to acknowledge the foia request received by the district second miss doyle aye ms swanson aye mr sirone aye ms simonton aye mr gatewood aye ms johnson aye mr ploger aye motion passes 7-0 item 7.1 is financial statements does the board have any questions in regards to what to what has been presented this evening item 7.2 7.2 was an informational report in regards to our contract with aramark dr pesky all right i think since we were talking about their contract we figured we'd call our airmark staff in so we've got mary jo who's our regional representative and patty alexicos who is works as our on-site uh director of food services in addition to these two they've got jessica who is our our dr dietitian registered dietitian i always want to call her the nutritionist she's not a nutritionist she is a dietitian and then also stephanie who also works as our kind of uh manager of operations with the food program as well so uh what we're bringing to you today is our food service contract renewal uh we go out to rfp for food service every five years uh the last time we did that was july 2019 so we will be going out to do an rfp in the fall of 2024 so this is not that contract renewal this is just an update on the next newest contract and typically what we do is we bring the board of education a contract which we've negotiated is an increase in cpi but this year we had a little bit different uh different option available to us which mary jo and patty brought to my attention so they came down instead of just sending me a letter saying that they want to consider a non-renewal of the food service contract they came and explained what this letter meant and what that what that allowed us to do is through the illinois state board of education actually uh not renew this contract based on cpi but enter into an emergency provisional contract which allowed us access to additional financial funding to put towards the to put towards our food service program so we're really excited to do that i really appreciate the insight that these two ladies uh provided me on the food service contract and it's also with that contract as well we're going to be looking at um at increasing our staffing i know that patty and jessica and stephanie were and mary jo herself was in our district helping to prepare and serve meals and to get that delivered to the right places so they've done a lot of work this year behind the scenes as well we've had quite a few procurement issues so i just want to say thank you very much and see if the board had any questions uh specifically about this contract um that we're renewing i do not this this does make sense um i just wanted to say thank you for all the extra steps that you'd gone through for the last few years because it's been quite a feat to completely change around how we do school breakfast and lunch to provide not only for the normal amount of students you would have but for every single student that's enrolled in our district to have both meals and yes the choices are more limited but everybody has a chance um so i just wanted to say thank you for working with us through this time because it's it's been something that has really made a difference in our students lives thank you appreciate that we thank you for your partnership as well as it's been a it's been a little bit of a voyage this year also an ice cream line would be great the la carte menu is this board have any other questions in regards to item 7.2 you know i was just specifics you know like um or going into an emergency contract um allows us for reimbursing opportunities um what is that going to relate to yeah so what would have been cpi for example yeah you know and actually i i could put mary jo on the spot but she taught me that the supply chain funds uh it's an anticipated 340 000 that we would qualify for because of food chain supply issues that we've been running into and i also forgot to mention the other thing is there's also a federal keep the kids fed act which was passed which will also allow us to have additional reimbursement so currently i forget the exact number was it like 3.66 cents reimbursement levels for the supply chain funds and there's it's no secret supply chain has been a bit of a challenge this year so the supply chain funds gives access to the district and what we've asked for is is it increased rate so as to cover the cost that we've had for that as well as for minimum wage increase which we'll go through so in the one the the keep the kids fed act what we're really excited about that is you know we're going from the seamless summer option where all kids could eat free to we're now going back to the national school lunch program yes to have the families come back and say well wait a minute we're going back to national school lunch but now you're charging us this much more for lunches we're actually able to maintain our normal lunch rates but get reimbursed at a higher rate so at least this first year we can charge the rates that are more equal to what they were before covid and then now cpi kicking in will give us that room to grow so and again options i would not have been aware of if it weren't for mary jo and patty keeping me informed on uh what's happening in the food service world so thank you i think i think that's worth saying again loudly that there is no more free lunch for all students there is for those who qualify and yeah well i mean yeah so through the there are four free students and those who qualify and and some other options but it is the national school lunch program not the seamless summer so start putting some money on those push coin accounts yes yes push coins i think i still have some from you before you i probably could probably do too yeah um and that and so all those benefits are a result of uh this is the culmination yeah isn't that funny if she has sent me this note i've been what are you breaking up with me but she explained it that you know we need to do this non-renewal to show that we are going to pursue an emergency contract really to explain what that meant not only with the funding but with the staffing additions as well so so come 2024 will we still be we will emergency scenario no i'm i'm thinking i'm thinking it's a one year and then we'll go back to national school lunch based on cpi could be wrong but um you know it's something we've yet to see i was going to ask what when under what conditions would this continue but it would be you know a yeah of it is because like mary jo said because of the supply chain issues so it will be interesting to find out do the supply chain issues clarify themselves get better if they do then we will be back to more normal but if they don't then perhaps there will be some more thought about what is the impact on these supply chain issues to schools and what the federal government is able to do to support that at the state level as well and then the reimbursement rate would also revert back yeah right the thing that you'll see our menu is already updated and online uh as to our intention for this year so we have that double crossed fingers to make sure that supply chain will carry that through jessica's and patty has spent endless hours in crafting a menu that allows us to bring back that all-cart menu as well to prepare for the um not having a complete free lunch free breakfast i don't know if you all can feel that but my son is hugging you right now yes i was gonna say they're all so happy they get more food yes remember the student ids and the push coins totally worth it yeah just to yeah to further that you know when dr sparlin said that we're hiring it's everything right yes we have ads also on the districts on the food service website page we do have qr codes on the vans for air mark we have the vehicle stickers with our qr code as well so we're advertising so those people who are stay-at-home moms it's a great thing to do when you drop your kids off at school you can come into a building you know help serve food bring a smile to a child's face during the day there's a little down time and make a career out of it just to clarify if if someone who lived in our school district wanted to apply for a job with aramark they'd be working in one of our schools it wouldn't just be a random school district it would be ours yeah good question we just took we just actually met with the recruiter this morning and we're going to do some radio ads some spots anything that we can to attract we're going to the junior colleges so that we can take culinarians who want to do internships we accept dietetic interns as well into the district i'm real proud of the team on staff i hope it only hopes that we can find more folks we have a dietetic intern starting in um october she'll be here october through november right so clearly this is probably not going to work but i wonder if you could take culinary students from our buildings i would love to if we can work it out yeah the criterion with respect to bringing a student in is the liability side of it right but we would absolutely want to pay them and include them yeah oh that's an opportunity for students as a career path too yeah college of dupage was a place that we would source students to come through so absolutely i'd be interested intrigued with that something for pet skin dog questions i was going to say now that when the next new year starts instead of patty if she doesn't have to serve lunches and cook lunches and deliver them we can actually meet with department heads and talk about opportunities for some uh student opportunities absolutely we appreciate your patience with the process yes thank you all very much we appreciate it all right mayor joe thank you patty thank you thank you item 7.3 is an informational report in regards to where we're at with the oe and ohs track bids dr pesky right um so uh rob and i have been working on the the oe track i'll let him kind of start where we are in the process and uh we'll take any questions that you might have about where we where we were where we are all right thank you and tonight for the board's consideration we have the oswego east and the oswego high school school track project the project is intended to refurbish the outside tracks at oswego east and oswego high school the scope of work for oswego east will entail two options option one is the removal of the rubber surface a full mill which equates to about an inch and a half of asphalt removal and then resurfacing of the asphalt and the and the rubber and the painting the second option for oe would be a full demo where we would take the rubber all the asphalt down to the base rock base and rebuild from there excuse me that includes striping as well the scope for ohs will be essentially a service grinding remove the top top latex surface reapply the surface painting and striping this project i think is important because it'll position us to alternate the work on these tracks so we don't get caught in a position where we're trying to do full demos at both sites at the same time we will perform a bid qualification obviously a scope review and present a recommendation to the board uh the project will be funded with dsub dollars and uh this time the estimated cost pro oe is uh five five hundred and seventy two thousand seven hundred and seventy five dollars and uh ohs portion of this project would come to an estimated uh 183 thousand and we're about 700 into this project yeah rob is there a typical uh life of a track uh when we're talking about like oe having to you know do what you just explained yeah track depending on on usage you can get anywhere from 20 to 30 years for example but a lot of that depends on the conference if you have a conference where you've got a lot of schools participating the track might not last a full 30 further out the field to go and lower contract con conference participation you have less runners the track will last a little longer typically you would want to every seven years or so at a minimum take the rubber off perhaps do the the mill on the asphalt once you get the rubber off you might find the asphalt's in better condition than you expected and perhaps it's just patching maybe year 15 you're talking about doing a little more in depth on the asphalt 20 years so how how long did we get out of the oe track a lot i don't think anything significant has been done at oe oh i was asking i'm sorry i was asking how many years we got out of it sorry uh it's what since it was built in 2004 right right and kind of to dr sparlin's question too is it it depends how long does it last if we reseal it if we reseal it regularly and then after you reseal it every every so often then you can resurface it and then you can rebuild it and we have not really done any of those so we didn't do any work and it didn't last as long correct in 2019 we spent a little money to restrike and do some patchwork um but that really isn't sufficient to got it so is it safe to say this is an example of where we tried to save money and it's gonna end up costing us money it's my opinion that we should proceed with a more aggressive approach on these tracks um as a matter of fact i had an email that asked you know was very pointed about not wanting a band-aid and i am in agreement with that we don't want to ban it and the reason i asked that question sorry i'm going to follow this up because the reason i ask this question is because this is a point that i have brought up before that we have done this in the past where we have said oh we can't do this we need to save money a board member has gone out to a track and said well we don't really need this i've i've interviewed somebody and we don't need this and now here we are and we're saying it didn't last to 20 to 30 years because we didn't do any maintenance and now we're spending all this money i'm assuming oe track is going to be done first correct okay and more extensively oh had a little more work done on it so i think we can effectively get more years out of it we want to really do a at a minimum pull rubber and mill we're going to have an alternative on that project row e2 to add gutters and kirby uh which will then position that track for the potential for artificial turf down the road ohs has that already uh so i think there you go prudent you know in the interest of equality and what one more if we don't do this so for those who say oh well whatever live without it or whatever the case may be we will i'm assuming continue to have the additional expense of either a busing our oe students over to ohs and where that track down even faster or b um bust our students away for every single meet which is also an expense for transportation i'm assuming though the more track meets on one track the more rapidly that track will deteriorate that is correct thank you so much my question is uh well it's it's really two and a half questions so how long would the refurbished last at oe if we did the reverse refurbished versus the full demo hard to say um how often do we rent the track out we have a lot of flyers on the track in addition to our own folks i want to say seven years potentially is the 573 approximate thousand five hundred seventy three thousand is that for the full demo is that for the refurbished uh i'd have to double check that to be certain i can't answer that question without looking at the numbers again all right because that to me that that would matter so because if if we're only going to do something that you know should have been done every seven years but you know if if we're going to do a i guess a refurbished as opposed to a full build and it's only going to last us five or years or so especially at the 573 then it i wanted and that's where i just want to point out too that the numbers we gave you tonight are estimates based on our specifications when we go out to bid we will find out if those estimates hold true they could come in a little higher they could come in a little lower but that's what we're estimating that work today but estimates for rebuild or for full demo right and we'll we'll get back to you on that i'm i'm my initial was the 575 was for the full rebuild okay got her with rob and we'll get back to you on that but also they really slid in a really big thing i don't know who caught yeah a little bit in finance and decided this will be a fun conversation for the board to decide um but that's a huge decision um that's potentially millions of dollars i say millions i don't know i've never built an astro turf truck i hear rumor they're expensive we also don't have a field house at oe who knows where this could go but and no pool at oh no gymnastics you know it's like all these things right but this curbing thing the reason it's worth noting wherever one falls on the turf toe or playability whatever philosophy of of that kind of sport thing that's where i go yeah that sport thing with the ball um but the the point being the money-wise we would have to be tearing up this track were we ever to make that change and making it now would be significantly if we look at the long term it would be significantly less if and i'm not saying this would happen in the next five years because maybe it wouldn't because i see a big facility list but if we were to do that if we're looking at this being a 20-year thing like this was probably a good thing to consider yeah um that being said i don't want to get in the middle of a conversation about the football field but that's where this goes because that was my next one i'm sorry well because i guess my next if a full rebuild the time to do it because i'm think i'm thinking what's that well we have a little time well we don't have that much time to football so if it would i just don't know how long it would take for a full demo we won't make this project if it's approved by the board this this fall we won't and there's a variety of different reasons for that the materials notwithstanding um the timing this really we should have been looking at this in december january february yeah not that it wasn't on our radar funding being an issue it would have been in our best interest to try to jump on this earlier opportunity and the funding wasn't there got it so it's unlikely at this stage that we'll make um make the fall cut for this and i did sit down and analyze okay what would have happened if we went straight to the civil engineer and skipped the whole let's just get a proposal process my estimate is today i'd still be presenting for information yeah but then here's my other half question when i said two and a half because it was depending on how you answered that but if we don't now we're into track season again and what do we do well you're talking about like spring track correct spring track march first yeah now i'm sorry what i don't know is what can we get accomplished uh after the football season i think there's conversations that we'll need to have with contractors but that depends on the weather is there demo work that can be done what can we do yeah between now and spring that will put us that much further ahead i can't answer that question because i don't have a lot of track demo experience but those are questions we want to know and anything we can accomplish effectively and safely before the spring um if students can't be on the track anyway then what condition it's in may be less relevant well and and i understand absolutely track comes to mind first but you know i've seen well pe but i've also seen the cross country route end up there as well so i'm curious if this track is deemed not safe for that i mean are we let's be clear that track has not been deemed unsafe for anything it's it's safe to it's safe to hold uh tournaments there run on the track and things like that so that needs to be clear okay yeah thank you i appreciate that i want to reiterate that we did have a track company come out they're the ones who helped us develop the spec and it was rob and i rob in my opinion when we had that assessment done that the track was still good to run on but there were some things we could do to make it better so um we uh we've been taking a look at some of those things we've been in conversations with the athletic teams about a plan b if something wasn't able to happen but right now our focus is to get this out to bid and to get uh to get those uh specifications back and find out when and how they can do the work and i do have an opinion because i have one on everything and in advance of a formal recommendation my opinion would be we would want to go pull out on the oe track okay that will get us a significant amount of time on that track provide us a little cushion for when we tackle the yellow page sign i'll formally make that opinion potentially wait can you repeat that again just like your opinion again my opinion will be that we should do the full gut if you will on with or without the curb my opinion again my opinion will be with her i i think in my my opinion is let's wait and see what that alternate comes back at and how much time it pays for itself if we do or don't do anything but the curbs are not a part of this money no they're an alternate okay i regret that that didn't make it to the board brief that's near on my part that should have been part of the conversation there um that was a i did just want to confirm that there's enough lanes to hold conference and sectional needs yes i did confirm today there's plenty of lanes for conference we can't hold state because but we could potentially recoup some revenue in tournaments if we actually have a functioning track that's in better shape than what we currently have we can't get income like we can get with an updated track and while i understand what dr sparlin said and i appreciate it i understand that it is deemed safe but we we have had students and parents reach out to us and share with us that there are issues with the track and it has caused some you know problems so that i i saying it's safe is one thing but also saying that it could be better to provide even more safety i think is important as well um because we've all i'm sure been had you know parents and students reach out to us to let us know that they've had issues on the track so i just wanted to state that openly and make sure that i give voice to those parents and students that have reached out to us yeah it's is it at the end of its life the answer is yes but like we said we had a company come out to give us their professional opinion on that so that's where that's where that was coming from yeah and that is important to state too because i don't want anybody to think that we're running you know meets with a track that isn't safe yeah i have a i have a 15 year old at home who could maybe have a debate with you about the about the track not you not not you you doctor all right any other questions from the board on item 7.3 okay item 7.4 you're sitting in a good chair is an informational report in regards to the work that's been done regarding our comprehensive facilities plan so dr pesky and rob you're all yours rob and i are just really excited to be at this point and share with the board where we are i want to begin by saying that this work started in 2015 with our architects who had a really great process at that time we called it vision 2020.