001Yeah. Morning. I'll call order this meeting on June 2nd, the committee as a whole. Um, I'll do roll call. Ben here, Scott here, Britney here, John here, myself here. Um, regular board meeting will be June 16th and the next committee as a whole meeting will be July 7th. That's that's anticipated based on uh one of the agenda items. Okay. Can I get approval to approve the agenda? So move. Second. All in favor? I. Any opposed? Nothing under student staff recognition 6030 90day plan. It's pretty late. Hopefully it's end year. a lot of stuff carrying up. Anybody have any questions or anything on that? Okay, moving on. Colonial Insurance, come on up. Hey guys, hope all of you are well today. Do you want to So, we are handing over a couple of things. We want
002to give you guys the opportunity to possibly offer your staff some of these benefits. Um I know that these are all voluntary, so they do not um come at a cost to the school district unless otherwise. Um but I wanted to make sure that you guys had the ability to kind of look at some of these um and really look it over. I know that at some time in the past, I believe you guys had ASL or still do. Um, some of our stuff is comparable in pricing, but our payouts are a lot more for your guys' employees. Um, especially, um, when it comes to offering some of the benefits even to you guys um, as a board. Um, I know that some of these really come at a really great cost to your employees
003because it really offers them protection against possible bankruptcies and things like that, especially with medical expenses and having to travel quite a distance to get that those medical needs met. Um we were looking up some of the areas um local hospitals, dentists, things like that that we can provide insurance for. And I know that it's quite the distance and some of this really offers protection for those employees, especially those that are in need because we never know when those type of things are going to happen. Um so we want to make sure and ensure that there are no bankruptcies that are going to happen. Um, so what I kind of want to like really hone in on especially is the accident policy. Um, that's one of our best policies. Now some if you turn the
004page to one, two, three, uh, four. Um, it it has a group accident policy and then it also um does some of the uh, payouts that go along with it. And when you look at this, keep in mind when you're looking at these things, these are policies that for a single adult usually is 757 a policy per paycheck all the way up to if you add your family members, it's about $20. Um, so you're looking at maybe two meals from McDonald's sometimes, right? Um, for a policy like this that can have substantial payouts into the thousands. Yep. that accident plan. It covers on and off job accidents. So, if you were to get into an injury while at home, you're still covered and while working. And it's just used those payouts to offset the cost
005of say your uh medical major medical plan you have, it uses to offset those costs. And it's money that goes directly to your bank account, not to the hospitals or the doctors or anything. So, if you've already met your deductible for that year, you still get that money. It still pays out to you and you can use it for whatever you want. In that packet, we have quoted um information about our dental plan as well. It has a $3,000 max coverage per year on that dental plan per person on the plan. Uh we cover 100% of preventative care, which is two cleanings per year for free as well as a full 360 degree x-ray once per year. Then we cover 80% of basic services. in our plan also uh considers endodontic and perodontic as basic
006services and then we cover 50% of major services like root uh root canals and uh crowns and bridges there. We did look at other plans as well like the critical illness. So one is more towards the heart and uh protecting and giving insurance about those um with heart conditions or family members that you know genetically you're going to be more apt to have uh those type of medical conditions. So one is based more on the heart and one is based more on cancer and I did quote both of those as well um which really help out in those type of times of need. So, a lot of people are going through like, you know, GoFundMes and things like that, but this is those additional services so that you don't really have to rely on a
007lot of those GoFundMes or, you know, those rallies and things like that. Not that it's not not nice because we have uh those type of protections in place and we like to have community and things like that, but just to have that extra little barrier as well. Um, and then also we I don't think I quoted but it it kind of misprints. So I did group medical bridge which is on the very last page which is kind of nice to think about when you're um so a medical bridge is like uh car gap insurance. Okay, but for medical. So if you have a higher deductible, we could do more of a higher deductible. And some of those rates are covering all of those deductible needs that you have. So, if you guys increase your deductibles,
008we could put one in place where it would kind it would cover most of that uh and bridge that gap for your employees. I hope that makes sense. Um, and of course, we tried to do it in all of the different types of things. Are there any questions? I know that this is a lot to take in and there's a lot of numbers and things like that, but we wanted to make sure that you guys had the full um offering. But in this little handout, it does show all of the other things that we can offer. Um I just did uh group the uh cancer insurance into the critical illness just due to the fact of the state laws that we have here in Wisconsin. So it is covering you substantially. Really our goal at
009Colonial Life is to partner with businesses uh like yourself uh cover the employees and protect them. We want to be a partner more so than a vendor that just throws a bunch of products at the wall to see what sticks. So that's why we want to meet with you guys and figure out what products would work best for uh you guys specifically. Um and then we move forward from there. But We can also compare if you'd like with AFLAC. We have done where we've done the payouts versus uh what they what a person might pay for a plan. We we've supplied people with those comparisons as well. We don't beat everything out, but at the same time, we're if if it's a little bit more, we're of course paying out a little bit more to
010your employees, but it's like pennies on the dollar. A lot to take care of. Well, if if there are no questions, I mean, that's pretty much what we have for you guys. Yeah, I appreciate it. If you guys have any questions or thoughts or anything, you guys, I have my business card and the little pamphlet. Of course, you can reach out to me via email or even my phone number is on there. The first one is my cell phone. Um, the second one is customer service. So, you want to make sure that you're reaching me. You can text me or call me. Either way, it works perfectly. Okay. I appreciate you guys talking. Yeah, if you can email us maybe that breakdown of between AFLAC and you if you have something like that. If do
011you guys have quotes from AFLAC directly? I don't know. We don't. You do not. Okay. Okay. I mean, do you have like a ballpark type thing that normally you work with? Yeah, we can put something together. Put something together and then I to me it's more about asking the employees if they want to do it than us, right, on that. So, if we have more information on for them, the better, of course. Of course. All right. So, I appreciate you guys thoughts and things. Thank you. Thanks guys. Yeah. Okay. Did you want [Music] her professional wages for 256 school year? Anybody want to discuss or anything on it? Is this basically a continuation of the last board meeting we had? Yes. Yes. Okay. Anything changed? It has not. Okay. I had made a motion. It
012went nowhere. I mean, so I I don't know if there's Who wants to revisit it? I'd be I'd be willing to revisit it. Okay. Can't remember your motion at first, but I think that motion was to increase the wages across the board, dollar an hour. Is that is that an official second for the for the Yeah. Yeah. For the pair of professionals. It's all motion. I'll do that motion again. Okay. Second. All right. Any discussion on this? No discussion. All in favor? I I I Any opposed? Okay. So, it's $1 plus the three times. Uh let's see. Personal sick and personal and sick time allocations after break in service. Check. So that this was coming back to um the the handbook is kind of unclear as far as how that operates um if it's consecutive
013years or whatnot. So just trying to get some clarity on it. I don't know if you have anything Tammy that you wanted to share on that piece. It just doesn't say in the handbook that it's consecutive and I've done well over eight years and I was told by someone in the office that it will never happen because it has never happened before. Um I have spoke to quite a few people who said that it has happened before with another employee. So, so it's more of getting clarity on returning what what what our practice is going to be regarding personal time after a break in service. So, is this sort of to maintain seniority that was gained at a certain level? That's correct. And then there's a break and if you come back, you retain the
014same seniority as opposed to what starting from zero. That's correct. as as a brand new employee ones that I'm familiar with started back. Does seniority mean something different than vacation days and sick time? It so the vacation um the personal days it's based on the amount of time that you've been with the district. So you use the word seniority pay it could also be in the pay and pay but what about number of years I served in the district I guess is a word. Okay. I guess when I hear seniority, I think about I'm taking your position, you got to go do something else because I've come in with more years of experience. Is that what you mean? No, it's if someone has 10 years in the district, has a two-year gap for whatever reason
015when they come and they get rehired, do they maintain um whatever um time off benefits or whatever that they'd had two years ago? Do they Does that carry over now in the new hiring area or Okay, I just wanted to clarify with the word seniority that it probably wasn't a very artful term that it's an old term but in essence that you're you're recruiting the years you're getting compensated based on that. So do we have any parallel policies for other staff members in a different category? We do that. This is just across the board. So I would think a parallel but would be a teacher who taught here for 10 years left to go to another district or just decided to take a couple years off. Do we start them back right from they did,
016you know, as they were 10 years ago or at the end of that 10 years? I think I'm stating that right. Not sure. But it would make sense to me that you you credit earned is credit saved for in district, not if somebody works at a different district. Someone works 10 years in a neighboring school district and they show up. Well, I mean, we base our teacher salary on that. Sort of. They've got 10 years experience, whether it was here or somewhere else. We're not going to pay a a teacher with 10 years experience the same as someone coming right out of college. So that would be part of the initial contract when that's decided. I would think whenever the school makes an offer to a teacher would be based on so teachers at that
017previous so it's they start at the bottom for for sickly personal things I'm seeing a difference if someone serves in this district honoring that recognizing that I'd be a little nervous about you know counting someone's time in some other profession, some other district in terms of sick time, sick leave. I'm right. I Yeah, in my mind, I'm saying I want to separate that for a teacher. It'd be more just straight salary offer, right? I I don't know how you would work. It's it's a contractual thing. So, you have over you negotiate honestly. That's all negotiable. I would land where you're where you're landing though. I'm just trying to clarify. Yeah. If we make this too broad, we may be opening up just so I guess is the ask do we honor past sick day or
018it's years in service within the district. That's right. And currently we don't or didn't we don't currently And we don't because not a it's not in a a policy. We just practice to practice. And that's that's what we're asking about. They've chosen to go someplace else. Yeah. So what I see in the handbook is it just says years of service. It doesn't consecutive years of service, right? And that's why when I came to when I first came back and I asked and it I was told, well, it it's never going to happen. Well, the more I'm reading it and the more I'm talking to other people about it, former employees and and whatnot, it has happened before. It just so happened that that person was in the office, so it was real easy for them
019to do. you know, they had more control of it. So, it it to to for someone to tell me it's never happened before is not accurate at all. I had said since I was here. Yeah. And we're I'm the one that said that and I said since I was here. So, so I think it's just getting that clarity as to what this looks like in our handbook. Okay. Just to clear this up. So, we don't know exactly what our practice is going to be moving forward. Is there a uh can we like doesn't have anything? I can ask I can ask on that and I can ask because I'd like to copy something that's already something there. They're trying to make up their own necessarily. I really Yeah, I'd like to see especially I know
020whatever It's what other out there that I mean today's just discussion night anyway. So All right. Thank you. So just because I got an email that said it was supposed to go into close session. I was supposed to be here for that. That's not happening then. No, it is. So that's that's yours. That's This was general. This is the general policy. Okay. So then I should stay for them. Yes. Can I have others stay with me? It' be highly one. Is am I a union person? Union rep would be okay. But on that. It'd be highly highly inappropriate. Honestly, in close in close session, it'd be highly inappropriate. So, it only be unfortunately rep. All right. Board retreat planning. All right. So we we've talked about this uh doing more regular times for for retreats
021um just to make sure that we establish our course for the year. Um still looking at considering dates in July or August dates times and would this be during the week or we I'm assuming that that would be consensus with the group. So where would this take place here somewhere? We can we can establish that however. It's a technique. Well, the the purpose I'm a little lost on training. I I it's it's more of going over guidelines and just having discussion on how are our practices, what are things that we um how do we get better as a board and look at what what are our next steps as far as the overall outlook for years. to be an unofficial or No, we would have to post that it's a quorum but it's a quorum
022but not there's no public okay it's just more of a training discussion type no business take place in that okay [Music] um mid to late July would be obviously better than early August they don't have much of my schedule yet but that can change quick. So sooner the better we get something on the schedule I'm guessing for everybody. Are we talking about night evenings more or I'm assuming? How long are we looking at? We looking at I would say an hour, hour and a half. Oh, so and any evening for me for the most part as long as I get enough heads up for work for you? Anything after the fourth weekend? So yeah, I guess look at the school calendar, make sure everything fits. Throw some dates. I need enough of a heads up
023for work like I work I work after so like month. So late June Jul late late July. That works. Let's do the third week in July. Everybody okay with third week of July? No, we have a board meeting on the 21st. So that'd be just before, right? or is that right after it? Third week would be the 14th through the 18th. Yeah, we can take a look at a few things whether it's, you know, the week after that, too. Okay. So, yeah, let's look at that. Okay. All right. Uh, meeting schedule. So, this is just a proposal. Um, as far as dates, kind of fits that same first and third, right? Uh with some exceptions to that piece which is October which is um very much follows the um release of our budget from from
024the state uh as well as our annual meeting time. So we have to be here for October or the November meeting as a whole. I will be out of the country in October. Yeah. The 27th. So I mean you running it. Well, I went out of the country the first two weeks. Okay. First swap. I I think we can take a look at if there are major conflicts. I think one one conundrum is April where you have uh the first Monday is Easter following Easter. Uh that's why it's pushed back provides a little bit of space but then you have a quick turn around to May again. So anyway, so just some stuff to think about here. Okay. All right. Policy updates group one first reading. I haven't had a chance to look at these
025yet. So, there there's a few things lot of different updates, but there are no uh choices on these. Okay. Are there if there are choices that are selected as far as recommendation? So, so on curriculum development, I see Q is lined up of that of A through Q, right? That that was in the recommendation. So, why are they do we know why they're recommending it? Um, I'll get clarity on that. Okay. I can get clarity on that. because I I know a lot of what they're trying to do is uh match up with current laws and justification. Okay. So, well, as far as I know, that wouldn't be against the law, but maybe I'm missing something. No, I hear you. Is it? Yeah. So, we're This is just a first read and then That's correct.
026Okay. If you can get any clarity from the why they suddenly don't like that right the only question I had on the sports participation in lie of PE credit. Have we done this in the past? I thought Well, um I thought we had too. I thought when I was in high school, I thought actually. So, this was something that is uh it's definitely in law that the school board has that option. Uh but when we look at all of our documents, the only place that this comes up is in the uh course catalog. nothing in the handbook or anything else that states what what our policy and what our practice is with this. So what are we doing now? It's it's not right now. It's if someone plays sport, they're not getting a half credit.
027Is that No, not necessarily. It's there there's question as to who's eligible for it because some some people have mentioned, well, no, it's junior and senior and and a couple others. I know that's across the board, but there's nothing stating specifically what our practice is that I've seen anyway. I don't know you've seen anything in that. So, that's where we need to get some clarity because that's one of those things where it's an outlier where it's located and it doesn't provide great guidance. So, we could have a motion that simply leverages the freedom provided by state law. Uh it it's getting it. Yes, you you have that option as a as a board, but it's it's getting clarity as to how we want to practice it. So, we can have this recorded. So, I'm confused
028by the statement that's here. The school board may allow a pupil to participate in sports or another organized physical activity as determined by the school board to complete an additional.5 credits of in English, social studies, math, science or health education in li of five in physical. So I don't want if my kid doesn't take a gym class because he wants to take another math class. He can make the he can he can say okay I satisfy the PE credit with scores and have an open slot on the schedule to all I read that okay now that makes sense. So it would be in lie I mean they still have to have the physical education credit but they as long as satisfy it through their physical activity but it's limited to.5. Yeah. So which graduation requirements
029is 1.5 is now this is one this is.5 period throughout the whole correct. Oh it's not sophomore year five. I'm okay. I'm okay with the one time thing, but who who who can you I guess I mean we don't have to have that now, but it's it's more of that. Who can utilize that? Does does it matter? I mean like freshman, sophomore, does it matter if it's that or if it's just across the board in high school? So you're gonna ask kids coming and going to based on the sports seasons because if you guys don't play basketball, but they don't play baseball. Is that a coming and going situation or how does that No, it would be the sport. And that's that's where we have to have some clarity on this. If if a if
030a student uh participates in a sport for the duration, does that count as a five? Because I would say timewise you're going to you're going to hit 0.5 credits easy. Oh yeah. Right. Now are we but are we saying it's a varsity sport then or are we saying it could be ski club? Um I mean it says any physical activity. So true that and that's where we need those clarity. So yeah. So in past experience um it was varsity only and you had to have um the athletic director sign off on it, the coach sign off on it, the principal sign off on it and then the guidance counselor had to sign off on it as well. I think you had to have to basically just say you you participated the whole season law or
031whatever. I think you had to have lettered to that board and I can get a copy of that from a previous district of what their criteria is and that's that's a way you know as as you read I'd like to see some right as you read the law that's it doesn't have to get that specific but we could say bord one of our practices is letting um I appreciate this my kids benefited from it where we let kids take classes based on their skill level, not their grade. So, my freshman son, one of my sons took a advanced math class as a freshman because he was ready for it. The problem is if you're schedule flexibility comes into play. So, allowing our underassman the ability to have schedule flexibility is really important. So, we This
032is only for juniors and seniors. We're we're missing one of the great values. Well, but then the equivalent I think if we just did it to varsity sport, if a freshman's ready to play varsity sport or ready to take advanced physics, we I guess I would say I would argue against requiring a varsity letter because uh you go to gym class, there's no varsity letter. It's you're learning a skill. your physical exercise junior varsity cross country runner I think still meets physical education requirements. So that's why I'm like got to finish the season. I mean got to be active and evolved but I'm less like they're active, they're learning something like kind of a lifetime skill and we're giving them flexibility into their schedule. That's I mean I wish we could give them one and
033a half credits of PE. uh something I know our PT PE teacher would not be thrilled with that right there's value to being in PE as opposed to one of the challenges learning all year we have you're right but here's a challen scheduling is a challenge here we there's not a lot of class offerings if if you miss a class one year you miss again part of our experience we missed one of my boys missed chemistry his freshman year or we didn't realize oh boy you he got cycle. That's we've got to have as much flexibility with our parents as they build schedules as we can. And this is a way we can do that. Pretty low cost. Maybe we need to we just we just need to see more on this. Yeah. Maybe what
034other schools are doing. All right. Moving on. R plan update. So that first slide is what we're have in place now. And you want to do this Sorry. Um, yes. So, we had gone over this information back in January. Um, this is just kind of updating you. So, from the beginning to the middle to now the year end and just showing the um the growth that we've been seeing in our different um classrooms. And so, the other interesting part of it as well as we're kind of going through the process of web this year and fast bridge testing and just kind of navigating through that information and recognizing what were some areas of growth and what were some areas that we still need some improvement in. Um, and as you can see, I mean, there's
035been some significant growth in I would I mean, just even looking at our first grade reading, um, just how dramatically um, the numbers kind of came down um, for our students that were below. Um, obviously still some work in some areas, but um, saw a lot of positives. Is baseline our students or is baseline a national? Our students. So all this information is from our student population and I know part of the conversation as well with some of the goals some were a little bit lofty and you know our staff recognize that you know next go around being a little bit more realistic of um what to have um expectations on our students and doing it well. So, are we considered to still have an achievement gap in our elementary grades? Right. I think we
036we have more work to do. Absolutely. So, um I think with with the uh the work that we've done in ELA this year, I think will pay off, you know, in the future and then working on math next year. uh as a district u math we've done worse at math um but that's going to be our focus next year is developing those standards and really honing in on on the uh instruction and then the fast bridge is the state testing uh fast bridge is not Uh it um we as far as uh our interventions and and collecting data, we have what's called u screeners, universal screeners that we do the three times a year. Um I think what you're referring to is forward forward test which is the statewide. So this is another assessment just
037outside of the like the required Right. Right. It's our our teachers administer it. We get all the data and we utilize that to figure out what what's going well and what's not going well, right? And what we need to hone in on. Plus, it provides uh different ideas as far as interventions for our kids. So, so it's a good tool. All right. It's convenient to close session pursuit of Wisconsin status 19.851c 51c to consider the employment promotion compensation performance evaluation data of any public employee or which this governmental body has jurisdiction or exercises responsibility. Can I get a motion? So move second. All in favor? I. Any opposed? All right. We are in close session. 636.