2026.04.13 School Board Meeting

001meeting to order. Verify compliance with open meetings law. Do I have a motion to adopt the agenda as presented? So moved. I'll second. Any discussion around the agenda? If none, all in favor? Aye. Opposed? The agenda is adopted. Um everyone is here except for Cassie. She uh is traveling, so she will not be with us this evening. I'll move on to the pledge of allegiance to the flag. Please stand if you're able. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Do we have any public comments? No. Okay. We'll move on to three, consent agenda. A, personnel recommendations. B, CESA 1 contract for 2026-2027. Would anyone like to remove an item? B. I

002would like to remove B, please. Okay. Anybody else like to remove an item? All right. Do we have a motion to approve 3A? So moved. I'll second. All in favor? Aye. >> [clears throat] >> Opposed? Okay. Move on to B. Rachel? Oh, I'm sorry. I need to ask 16. I'm sorry. >> Okay. Sounds good. I will move to approve 3B. I'll second. All in favor? Aye. Opposed? And then one abstained. All right. We'll move on to four, reports and presentations, superintendent's report. All right. So um I believe we finished up the canvassing for the election just before this meeting. Uh so I just want to officially congratulate Jesse and Rachel and and Cassie on their um reelections to the board. Um excited to continue to be able to work with you guys. So I know

003it's a lot of work and a lot of probably stress uh campaigning and uh but thank you for your commitment um not only to our board, but to just our students and the district and our community. So just wanted to thank you for that. Um few things obviously, you know, we were on spring break uh a couple weeks ago, so I don't have a a Well, I do have a couple of things to update you on. Um really just exciting for my spring break trip. I I I I always find I always talk so much about the community aspect of of Whitnall. Uh I was in Southern California uh waiting in line at a tram to go up a mountain and I had my Whitnall stuff on and I had three Whitnall graduates come up

004to me and say hi. It was It was the coolest thing. Like in the middle of nowhere. Uh and then I was walking through the Denver airport on my way home and I had Whitnall shirt on. Uh so it's just It's so cool to see just the the the reach of Whitnall. Where we've been We've been interviewing um I've [clears throat] been interviewing principal candidates and one of the things that it's become kind of a tagline is is is where Whitnall is a a destination, not a place. Uh and you know, obviously you can't Google You can't put Whitnall you know, on a map and find it, but uh we're a place and uh we're like you know, we're I mean, we're a destination and so kind of outreach uh for to learn about the

005project and about careers in uh the field. So they uh Friday uh Kate and Evan, I believe, um talked to members of uh some of the middle school classes about being an architect and all the things that uh you need to do to learn to be an architect, but also all of the different careers involved with the planning that's taken place. And then they showed um tons of pictures. The kids were super excited about those. And then Kate had it rigged somehow where we have this um thing. And if any any of you ever want to see it, feel free to talk to Kate, but uh where you can like walk through the the the the the project and see it, right? And so she had it uh all rigged up with uh like a

006PlayStation controller and the kids were walking through the you know, the the pool and uh the locker rooms and all those kind of things. So it was it was incredible and then so our kids not only got to learn about our project, but also the different careers that it's taken to um make that project happen uh to this point. So uh we're we're super excited about that. The band um band had their con- our concert uh middle school band had a had a concert right before spring break and then I want to remind you guys that the Hamlet Hamlet Hamlet is this weekend. Uh the high school's uh production of Hamlet is this weekend, Friday, Saturday, and Sunday. So there's still tickets available. So please um come. Uh teacher Matt Marino uh was granted a

007uh Kohl Education Foundation um fellow award. Uh so I think it's of the There's 1,200 nominations across the state and only 100 nominations [clears throat] were selected. So congratulations to Matt. We'll get him here to to celebrate him. Um Michelle and Adam attended the Eastern Wisconsin Educational Improvement Fair at UW Oshkosh. So again, as part of you know, our our our pillar two is making sure we're attracting uh you know, the highest quality staff. So they they have spent some time on the road and then gotten there and um met, you know, our newest educators. So um really excited about that. Uh [clears throat] updating you. I know I update you just about every week, but I've also realized that this is a um this is getting recorded and maybe few people are watching. So

008uh a few things with the referendum, the the kitchen demo has started. Uh so we're very excited about that. Uh we did have a fire alarm this morning. Uh it was because of uh some of the dust and and uh some of the things that were in the air that triggered um the the smoke detector. Uh Todd and CG Schmidt worked really super quickly and got that all uh alleviated, so we don't have to worry about that in the future. Um and then the old weight room demo is going to get started this week. Um one of the the first things we have to do there is put up some bracing on the wall because we're we're ripping out that section. So that's going to become an exterior wall. Uh so we just want to

009make sure that there's enough support on that wall, so it doesn't fall over. Uh of course, that will be temporary because the new pool will be built right there. And then I just want to remind everybody that Thursday is the ground breaking ceremony. Uh so love >> [clears throat] >> uh to have you all there. I I uh Karen asked a great question, what is the dress code? I'm not sure. Uh so I'll I'll send out I'll send out a I I sent Brenda a text, and so I'll I'll make sure you guys all get um all that that good information. Uh where where do we go? W- I'll have that on there, too, Quinn. Uh Oh, the fitness tight schedule that you have? Yeah. You know. We'll get you. We'll get you We'll get

010you a We'll have a golf cart for you. >> No, I'm good. All right. All right. Got Um couple of things. Uh we we um launched our first annual uh family engagement survey um and we'll remain remain open for for the month of April. So that's another part of our new strategic plan is hearing from our families and um wondering what what we can do better as a district. Um we hosted the Hales Corners Chamber of Commerce's monthly meeting here uh last week. And then um you know, the high school music department had their Battle of the Programs food drive uh last or a couple weeks ago. And I'm happy to report that the orchestra won that one. Um The high s- the middle school had their mon- their monthly lunch for the veteran. Red

011Cross Club held a blood drive and it was [clears throat] Gizmo's sixth birthday. Uh Gizmo, as you know, is our our therapy dog that's with our school resource officer. So Gizmo um got to attend a few elementary schools, uh some classrooms, and then he was also on Look Who's Turning Six segment on box six. >> [laughter] >> Those are kind of some of the updates. As for some fun things that have been happening around the I think he did it pretty Gizmo's a pretty chill dog, so he's he's he's pretty good. So, yeah. So, he's great. So, that's what I have. Is that the veteran you saved? And she had a little like headband and all that. It's so cute. All right. >> [laughter] >> We'll move on to five, discussion with future action. A,

012consider student handbook changes for the 2026-2027 school year with the principals. Yeah, I'll tee that up to uh for you. You know, every year we we bring updates to the handbook. So, I'll have our principals come [clears throat] up cuz I'm going to give them about a minute each to talk about um this this year we're bringing it to you. Usually we bring it to you a little bit later. This year we're opening the registration window a little bit earlier. So, we we want to get these up updated handbooks, next year's handbooks in the registration. So, early May we're going to open the registration window. We we started experimenting with that last year because um it helps us with kindergarten numbers and those kinds of things. The earlier [clears throat] we have it. Um so,

013we want to get these um solidified by the end of the month so we can have them ready for next time. Um in your packets there are um the updated all of the proposed handbooks for next year as well as each school did a kind of a call out of if anything that they changed. I know we we changed the format a little in the past we made you search for things that were changed. We decided to make it a little bit easier on you all. So, but I I invited our our each of our principals up here just to kind of talk through some of the high-level changes and then um again you guys can you know have this then for the the rest of the next couple weeks um and we'll put it

014on the next board meeting for your approval. So, go ahead Cindy or whoever wants to start. >> Sure. Um at the high school our high-level changes are um adding a section on the new personal communication device policy. So, what's written in our handbook is um a direct reflection of what the board policy says. Um the second big change is um guidelines for AI usage. Again, it is directly reflects what the board policy is on that and just kind of goes through um kid usage on that. And our third one is um changing the bell schedule for next year to move Falcon Time to the morning. Right now Falcon Time is in the afternoon after lunch and a lot of our seniors go off campus after that so they do not have a Falcon Time. We

015feel in terms of ACP and things like that that everybody needs to have a Falcon Time. So, we moved it to the beginning of the day after third hour. Also, that allows for all teachers to have Falcon Time at the same time. Right now there's two different Falcon Times. Some the freshman and teachers have a different Falcon Time. Freshman have a different Falcon Time than upperclassmen. So, you have a teacher who teaches both you don't have access to your teacher every day. So, by moving it to after third hour students have access to all of their teachers and all students have Falcon Time. Okay, so at the middle school um we're really working to coordinate our middle school high school so that we have a lot of common policies and practices. So, same thing with

016the personal communication devices the exact same policy change so the exact same change in the middle school handbook. Same for personal communication. AI is the same as well. Um we are making one huge change. We're adding a minute onto the schedule. So, that's an extra minute that your kids will be learning next year. Um Why is that? Uh to be in alignment with the high school. It also we count days and minutes for the year. So, um not a major adjustment but it'll give us a little extra time for announcements in the morning, one minute to be exact. Um and then uh we tweak middle school schedules um from time to time. There has not There won't be a major change like that. Um one change that we are making though is using some data

017that we looked at um on how our students uh in assessments especially in math and ELA we're going to not have um core math and core ELA seventh period cuz our students um at seventh period like that might not be the best time for those heavy-hitting subjects. Um so that'll be um social studies, science, and then elective like that in the seventh period. Something that I I don't know if you would notice if you just were looking at the daily bell schedule change. Um other than that no other major changes at the moment. Not that many changes for elementary. Um just some extra um wording in regards to attendance. Um we have always asked for medical notes but we need to review them before [clears throat] that we can actually say they are approved. So,

018we just added that line in there for clarification. Just ran into a few issues where like sometimes making sure the date matches and um just sometimes because of siblings, you know, making sure the names and such. So, those pieces. Um bicycles we realized we had a line in there and we weren't really sure that the community still gives out licenses for bicycles. So, and we also decided it's not really our job to regulate that. So, we'd like to And we added scooters. We did add scooters. Cuz we do have a couple of scooters coming. Yeah. Uh next section is more so for Edgerton um because of the construction. Um we anticipate that we we're not sure yet where we're going to be entering and and such. So, um as we get all that squared away

019we will share that with um our families. And then I think um Dr. Rinke talked to you a little bit about um right now currently with the middle school and high school we have a lot of siblings that come over and due to the safety issues with construction next year we're going to eliminate that. Um so, um asking families to make arrangements to pick up their child or ride the bus >> [laughter] >> or walk home and things like that. So, um and uh just trying to avoid uh the extra traffic that we would have at Edgerton just because of the safety issues and our parking uh we anticipate some needs with changing the parking due to the construction. Technology, similar to what middle and high school are doing we ensured that um you know,

020the policy that was just approved was added in. So, um not maybe not as much detail as the middle school and high school went in with that because we don't typically have students bringing personal devices in. Um typically it's always the cell phones usually for safety >> Right. um for students who might be going home, you know, to um need to check in with parents once they've gotten off the bus and such. And that's That's Yeah, and then uh for the core four handbook the only thing that will be changes um administrative assistant. It will We're working on hiring a new administrative assistant at Hills Corners. Uh and so once that person is hired we will add that person. So, that's you know, that'll be the only change for that. So, um thank you to

021the team for giving that. Again, that's please take the time to review things throughout the course of the next couple weeks. If you have questions that come up, please as always feel free to email me or give me a call and we'll um address your concerns. Okay. Okay. Move on to five B, consider City of Greenfield School Resource Officer Officer memorandum of understanding 2026-2027. Yeah, so I I put this on here for the for the board's consideration. Um again something to review, kind of the first time through it. Um as we've talked about there was a the original memo- memorandum of understanding was from 2011. Um and it hadn't been updated for uh probably since 2011. So, it was you know, continue to kind of keep going. Um With transitions in uh leadership and things

022like that within the Greenfield Police Department they feel that they would that which is a good thing uh to have this memorandum of understanding updated. Um so, they went through they actually did this with Greenfield last year. Um and so this is very similar to the memorandum of understanding uh with with Greenfield and um we had Buelow Vetter review it, uh work with the city attorneys to get to a place where it's actually it kind of lays out everything we want uh and the city would like. And so, um that that's just that'll be again something for you to read through and if you have any questions by all means feel free. Um I don't know if there's a a ton of changes uh other than we as we've talked about enforcing their own policies

023uh throughout. Um we did Jess and I did send the letter that the board approved the last time. Um they have decided to continue on with their process of interviews and things like that. Uh I will be meeting with them tomorrow tomorrow morning to to talk about what that process will look like. Um if you you read this memorandum of understanding uh Cindy myself uh I get to pick who gets to be involved in those interviews representing the district. Uh right now I think it'll be Cindy and myself in the interviews cuz the high school is where we have the most interaction. So, um we'll we'll trust uh the Greenfield Police Department through through the process and um again this will bring back uh next time for your approval but I just wanted to get

024it out in front of you guys. Can you give any update as to what the timeline looks like for that whole I will know more tomorrow when I meet with regional police department I think I'm meeting with them at 10:00 so I'll put that in my update my board update this week on Friday so Sounds good. Thank you. Quinn So what has the split in for the cost of the SRO is that changed or is it still the same? Yeah, it's gone up it's gone up a little bit it it was >> Yeah, in favor of Greenfield? >> It fell in favor of Greenfield yeah they did It was 50% it it's up to 75% um it's something that you know us and the Greenfield school district you know tried tried to fight but um

025we've also learned that the majority of or a lot of districts in the area are paying full 100% for so but we get it um but we don't love it but um we get it and John's John's aware so we budgeted for that appropriately. And the other question is the current chief is it acting chief right? Correct. And we we you follow the story that he's the other chief is in litigation right? Yeah. Do we know if this acting chief will be uh with us throughout this process? I'm not sure what the what the pro I mean at I I'm not sure when they're going to I like I think they thought that they would be done with this I don't they're not obviously um so I I don't know um The acting chief has

026been this isn't chief for a number of years so I would anticipate him staying No, I'm just saying we don't >> [clears throat] >> we don't think they're going to resolve that other issue I don't in time so the acting chief will have to Yeah, I don't think he'll have to do this. Yeah, I don't I don't think so. All right, that's all. But it's a good question but I'll ask tomorrow. >> [clears throat] >> There are no other questions so move on to 5C employee health insurance 2026-2027 with John and Michelle. Thank you Scott and Michelle's going to come up for the next presentation. Okay. >> [laughter] >> As John's getting started this is just a the board's policy requires that we review this every year which makes sense because health insurance and well

027health insurance specifically is getting um more and more and more not costing you but I mean even if you didn't have a policy you would be looking at this every single year because we we want to provide what's best for our employees but also what's best for us We are we're at a point where I John will talk a little bit about we we over the course of the last couple of years including next year I think we've we've done a pretty good job but next year I I think I've told you guys in surveys um we're we did some interest surveys and things like that something that our you know our staff is really interested in is an on-site or near-site clinic um so we're going to be really digging into that uh over

028the course of the summer and into next year so we can have some of these things um set in place a little bit earlier uh so that we can do some education and things like that but I'll turn it over to John I don't have anything else to >> [laughter] >> Yeah um good evening so go through this as part of that too is we're still working through final numbers they used to March to get to really provide [clears throat] us with that and they just got that or some not actually may not even have gotten all that yet so we won't have final numbers and we're also still working through some other things with our stop loss to get final numbers so while these are projections and we've been pretty close in the past

029about this um we don't have specific a specific percentage increase we just kind of have a ballpark of where we uh where we're at right now but hopefully hopefully it'll get better but but somewhere in the range So this is part of our strategic plan now which we like to point out um we obviously know that our our staff is important and we need to do things to both keep the ones we have but also attract uh new ones Um and as Brady said it is board policy to bring this to you So we we know health insurance is going up uh and it has we [snorts] also want to remind you which we probably said ad nauseam we've been at zero the last two years and that's phenomenal it really really is and talking

030to other districts and it's just I'll say it's unheard of but we also know self-funded goes up and down um they say you know two years good and two years bad and then hopefully that third year it gets to be good again but it it just totally depends uh the other part of this is is they do use current years to project next years not because it's perfect cuz it's not but it's the best thing that they have um and you you know just cuz somebody had their appendix out this year they're not going to have it out next year most people can't but some people may have more than one so >> [laughter] >> Denied. I'll try right. >> [laughter] [laughter] >> So so yeah but that's what they use and and they based

031on the same people using the same prescriptions and we know that those changes but that's how they do it and so what happens that we always that's why we get that the usage report every month to see really where we are based on where we where we projected we'd be um and and we'll find out we're we're a little high this year have been high but based on the previous two years >> [clears throat] >> you know we've done very very well Uh we also you know in looking through this and we get those monthly projections of knowing where where we're sitting um but we also know prices of everything has gone up both health care as well as especially pharmaceuticals um and our usage which we get from the every month and last one

032was at 110% and has been high for several months so we knew to expect something along this line um and this also this year also um unlike the previous two years where we just had employees or employee um dependents that have had some extremely high costs and just happens so um you've been fortunate the last two years and this year um hasn't quite been the case So we did spend a lot of time talking to a lot of different thing with different vendors and and meeting and talking more and meeting and talking more um and so really you know we wanted to look at something that both reduce premium costs to the at least as minimum as we could do it um but also limit the disruption to our staff Um and and we'll continue

033to do we always continue to do that so that was part of it so the the recommendation this year is to switch to the Nexus ACO plan um for the upcoming school year so none of this is until July Uh provides us with the same staff or the same coverage options um but also provides us an initial um projected savings um if we can get people into the tier one and we'll talk more about that um as that provides higher actually I should say higher uh discounts not rebates higher discounts I apologize there so again we'll we'll talk about the tiers and and the the plan is to really push people into into the tier one which as you'll see most of our staff or a lot of our staff is already there >> [clears

034throat] >> but but also providing the opportunity to use tier two which is basically exactly the same thing we have this year that there there is an option to be able to do that so we're really providing that so tier one are those four uh those four uh medical um opportunities for for medical health for health um and right now about 70% of our staff currently go there anyway so again >> [clears throat] >> no disruption for any for 70% of our staff and with tier two that's really all the other ones there's more but these are the some of the main ones and again between tier one and tier two we're at 98% actually 98.something I believe so again very little disruption if at all um we don't even know who the couple percentage

035are that don't use these so it could be that was a one-time thing or somebody that just happened to go there because of that so there's a possibility this wouldn't disrupt anybody um but by using tier one or tier two which we thought was very important that we didn't want to to have that disruption Um So again we talked about this that the employees can have every 100% option to use tier one or tier two there's just additional costs associated with going to tier two we are really going to try to push everybody and educate but push people into the tier one and based on the survey we feel like that's an option that that for for a lot of people that are currently using tier two but but again providing the option to go

036to tier two if that's what they really need to do uh the tier one which we'll talk about in a second we'll put it up in that draft that you have um provides a lower deductible higher co-pay and then lower total out of pocket premium at OOP where tier two if you choose choose to go to that you 100% can there is a higher deductible uh less co-pay from the district and then a little higher out of pocket premium um if you if you do choose to do that so the one at the top is where we're currently at the gray is where we where where tier one will be and as you'll see there is no change or the only small change is the uh the 50 or $100 deductible uh for tier one

037and that's we would have to do that anyway IRS tends to bump that up every year about that same amount to say here's the limit of a high deductible health plan to qualify for HSA or any other benefits that a HDHP would do a high deductible health plan would do so we had to do that no matter what we had to go to 17 and 3400 so that was going to happen but otherwise everything else stays the same and for plan B, nothing changes. Again, if you stay in tier one, you'll you'll see no disruption. The only change or the other other changes you'll see for tier two is what we talked about, a little higher deductible for tier two, less of a copay, so instead of 90% it's 70%, and then the total out-of-pocket

038max is 55 and 11 for plan A. Again, it was a basically $1,500 difference if you continue to choose to do that. I did have conversations with a couple of our local school districts that did switch to that and and and I and I asked, "How was it?" And they said, "We We're we're we're glad we're glad we did it." And a lot of it was educating, but part of it was just providing the option knowing if because of the savings to everybody including the district, there is a push to to to use tier one. So, And then finally, again, we're waiting on some stop-loss stuff to finalize and come back in. We're working on that to really try to try to [clears throat] get this as the best uh premium premium increase as low

039as premium increase as possible, but still working on some final things about that. And without this, our our renewal rates would have been somewhere between 20 and 40%. That's how how much. And the other part of that was is if we would have stayed with who who we were for stop-loss, we were really looking at other options or all options for that as well. So, we're we're moving to Nexus results in the 7 to 10%. Right now, I would say we're probably trending towards the 10%, but a lot of that depends on the first bullet and things that we are we're really working on trying to to finalize with that. So, again, it allows us to keep the option for somebody who's currently using any of the tiers this year, not tiers this year, but

040any of the providers this year to still have that option and still again keep it at a I'll say tolerable increase at the 7 to 10% otherwise, again, just looking at unfortunately ridiculous increases if we would have stayed exactly the same. So, unfortunate. I don't want to say we didn't expect it cuz we had some ideas and we've been very very good the last two years. So, I don't want to say it is what it is, but it's unfortunate, but we've been very fortunate the last two years and we really did the best that we could to to try to keep this as a minimal impact both the district and employees. That's it. Um so, this doesn't feel very clear to me and maybe it can't be yet. Is there going to be an increase

041in premiums to staff? Is it going to be no matter where we go, there's going to be one, but this creates less of an increase in premium? Correct. 7 to 10% it would be the increase in the premium. With this, but if we would stay where we are, an increase of premium would be way higher. >> 20 to 40%. Correct. I just want to make sure I was understanding as well on the um tier one and tier two. So, like if most of your care is in tier one, but you needed something like you don't have they wouldn't have to choose like, "Oh, I can only have tier one." Like if they needed somebody in tier two, they're covered for either one. It's just going to cost them more. >> Correct. If like you go

042see a specialist and they end up being tier two or something like that. Okay. Yeah, everybody has access to >> to all of it. Okay. Obviously, the ideal is to have everybody in tier one. tier one. That only benefits the employee, but for the district. But so, if we do convert tier some tier two current tier two people into tier one, do we give them um knowledge about how to trade for similar doctor or are they just on their own? Find finding, you know, replacements in in the world and tier one and tier two. >> Yeah, no, that's part of the education that we're going to do and again, that that's really a priority for us is making sure we're educating staff and help and and again, providing additional information and help to be able

043to make those decisions. Correct, exactly. Just out of curiosity, I mean, you picked this one and it makes sense as to why. How many other viable options were out there that met the conditions of what we were looking for? Um Well, when we looked at at multiple ones and and I would say no other one provided this opportunity without having I'll say significant changes. And that was the other part of it. We did I guess I'll say learn a little bit that we want to start looking sooner next year and really figuring out because of the education piece because we don't want to we don't want our employees to not have a good understanding of of options that are out there and I think we could do a better and we will. We talked about

044doing a better job of that in general, picking between plan A and plan B and what you what you use and using your health savings accounts and really better understanding of benefits in general. And so, we just felt with the time and knowing where this came back at how much higher than I think we we knew it was going to grow, but we didn't realize it was going to be this much or yeah, when we talked about that. And so, I think there are some options we know there are options, but I we just didn't feel like there was viable options to get this to you and get it out there and get get our staff educated because some some of those other options do require some some changes versus I don't say significant changes,

045but other changes in how they do things. And again, going to you know, providing the option of oh, is there a possible of having an on the near-site clinic or you know, different opportunities like that. So, so some, but but none that we felt had the provided the savings with the timeliness and and the education that we could do in time. I guess I might just goes to if we find ourselves in a similar situation in the future, how many other options are out there for us cuz you can only probably switch finite amount of times before you're kind of stuck. Well, and that's that's the other part of it. We talked to again before we start looking and making any major changes, we felt like if we really are going to open it up

046for so so no option is off the table for next year. But again, we need time for that that we didn't want to make a big change, try to shove that down employees' throats and then say, "Oh, and we found out that really wasn't even the best thing for us based on our usage." And make another big change. So, we felt what can we do that doesn't make have the significant disruption or very disruption in this case, but then really say, "Everything's on the table next year. Let's look at it. Let's continue to know where pharmaceutical costs are trending, healthcare costs are trending, what we use, how do we do it, how do we better educate with a full year of of education opportunities to be able to do that." And then say, "If we

047need to make a big change, then we do that for the sake of Go ahead, Karen. Um what are we currently doing in terms of like wellness and preventive care? Uh well, when you say preventive care, I guess for me I mean, how are we addressing wellness Yeah, the wellness you get. Yeah, yeah, and so again, but that's a that's we've been talking about that from the get-go from the for the same thing. This has really opened our eyes on a lot of things like who we've been very fortunate the last two years in really having to say people are doing what they're supposed to be doing and we've been healthy for the most part and I think that that's part of it and we have that in line. Michelle is working on a wellness

048program to implement that and again, I think that goes back to the education to be able to say we want our people to to be able to go to preventive-wise and utilize that and how we want to educate you on how that saves both you and the district money in a self-funded plan. If you don't wait, if you have diabetes and you wait and now we're already at this stage and and and now you're running into the other healthcare health problems that come with that. We want to treat you now and have you be able to have those conversations sooner rather than later as part of an education both financially, but also physically and health-wise. And so, we are starting to feel really good about that. Karen, to to to answer your question to a

049little bit, yes, we're working on health insurance program wellness programming for the future plan. I know Michelle's been doing a lot of work on that. One of the one of the neat things in my opinion, or probably one of the most important things in my opinion, and then this ACO plan requires that we do it, is you have to determine who your primary care doctor is and see that person. Um You may think for for a lot of people, they they would think, "Oh, that doc, that's the way you do things." But there's a fair amount of people that just wait to get sick and they go to urgent care or the ER or something like that. Uh so, that this is that's a huge first step in making sure everybody has declared who their

050primary care physician is so that they can go to that. And yes, it takes to Glenn's point, it takes education in getting people to realize, "Oh my gosh, that's really important for me for my healthcare journey, but also really important for the district." So, when I get sick, I can call my primary care or I can do a Teledoc uh with my primary care or Teledoc versus go to urgent care, which is double price and anything here. Ready, that's good cuz I just think too like in terms of my own family, we were involved in scouts, which always requires an annual physical if you're going to go to camp. And that regular, you know, seeing the doctor once a year, you can find things going on. 100% Yeah, and and and I think you know

051that that's that'll still remain not something the employee has to pay for the copay to it, I believe, but Right, that that the preventive care is out. So so that's not a copay thing, like that's a free Everybody, if you go and get your physical, that's a the district covers it so it's free. Thanks. Sure. I just want to say thank you for really being thoughtful about this as somebody who has medically complicated family members. Um changing doctors is really not like ideal, and so and it's more than just saying, "Oh well, you'll have to change." Like it's not that simple if you really need to have a relationship. So I appreciate that, and then I'm really excited to see if we open it up to all possibilities, what else is out there. Healthcare is

052a really complicated and hard topic in our country right now, so I appreciate us being thoughtful about costs to our to our staff because it's a very big deal. Right. Do we offer any sort of um benefits to staff who don't choose to take the plan? No. Not right now, but those are again, we're we're looking at a lot of options. And again, we I think we've all learned a lot this year with we >> [clears throat] >> we to dive into this and really understand just the many many intricacies of the things that are out there. Oh, buy your prescriptions overseas, buy them from Canada, or do or don't do that and and do do this, you get this, and oh, get you know, and all the different ones and how much this cost

053to get your appendix out at Aurora versus how you know, if the guy down the street would, but he wouldn't do that. Um >> [laughter] >> Please, anybody watching this, don't go to the guy down the street. I am kidding though, when you look at the different ones between prices of some hospitals versus others, or again, we've talked about direct contracts for PT or things like that. We really have opened up the gamut of what the opportunities are out there. It's really figuring out what works best for us, and when I say us, I mean the district, but also the district employees and what they're using, what they want and need, so [clears throat] It It is, it's That's why people are experts in this, and just like every other field, people are experts and

054the other ones are ask for help and try to understand [clears throat] as much as you can. Uh for for the record, John, just to you know, issue you you asked. Um yes, with my appendix, I was trying to make it to my primary care physician the other day, but I just couldn't I just I couldn't make it. It was 3:00 a.m. I couldn't do it. I went and had my physical the other day and told him about that. He said, "Well, it's probably good you did that cuz I would have sent you to the emergency room." So that would have been a double expense. There's some things that are truly require emergency care. So we'll bring this back to you. If you have any questions, please do feel free. Um there's probably a million

055questions cuz help we're learning and we're digging into this. It's a crazy world. It's not health insurance. Okay. Thank you. Thank you. We'll move on to 5D, consider EduStaff Educational Staffing Services contract for the 2026-2027 school year. So while Michelle's uh making her way up here, I'll tee this up for you guys. Uh we are recommending changing from our current Kelly Services um who are the people that um supply our subs uh and and help us coordinate our subs to a different um uh uh company. So I'll give it to Michelle and let her kind of uh explain this the why to you. Right. Thanks, Brady. Good evening, everybody. As Brady had mentioned, we um are looking at recommending EduStaff as our um fulfillment for our substitutes. Um why the switch to EduStaff is because

056we have seen a dramatic [clears throat] a dramatic decrease in um fill rates for teachers. So in comparison from 2024 to 2025, there was uh 85 a 5% difference in teachers. Um for sped paras, um it was a 17% Um EduStaff is nationwide, as you can see on the map here. They have over 600 district partners, and their client retention rate is 99%. Um they do have a local service team, which will I will have a designated district manager assigned, and they will be checking in with me weekly. And then there's also a territory manager, which is a little bit different from Kelly Services. So with that said, they will come in um on a monthly basis and come to the buildings if we need to go in and check on any um substitutes. Um

057their marketing um their home office provides marketing, onboarding, compliance, employee services. Um they do help with the application process and their payroll processing. Uh communication advertising for EduStaff is done through social media, billboards, mass communication, job fairs. In fact, I was just at two recruitments, and EduStaff was at both of them. So that was nice to see them there. Um they do um community hiring events, and they do partner with college and universities. >> [clears throat] >> So the process to bring EduStaff on and help with our current staff will be current Kelly Services employees will be uh transition with EduStaff, and they will help with the application process. They will offer two in-person training sessions, so we'll bring those current Kelly Service employees over into our buildings, and we will train them on two

058separate days. So they are classroom ready. There is also um professional development and always access to a professional video library as well for their continuous improvement. Um the implementation and communication will then will start the on-site kickoff with um Whitnell personnel and online enrollment um with our current subs. EduStaff will help us with all of that. As I had mentioned, there'll be weekly progress updates. Um really one thing that was ideal is that I've heard a lot of feedback from teachers that they only get phone calls from when there's vacancies, and so that's a problem because we're in a world that's always texting. And so that's one um feature they do um that I'll also have. Um I also mentioned the monthly building visits, and they will do um quarterly business review. The saving fee

059um Kelly Services is at 29%, and EduStaff is at 27%. Um and and that contract is fixed for the duration [clears throat] of the contract. There is no deposits or hiring fees with EduStaff. Any questions? Yes. So um the staff that are with Kelly Services are able to switch to EduStaff if they choose to, right? >> That is correct. So then we could like if there's staff that routinely subs in our schools here, we could keep them. But um is that like a disadvantage to them for any way? Like would they maybe not want to switch to EduStaff, or Um if they're working within Whitnell, and they want to main you know, maintain that working relationship, they have the opportunity to do that. Um so they do have that opportunity. I would also say that

060EduStaff is becoming the more prevalent Okay. >> [clears throat and cough] >> one in the area. You know, and you were only searching for a few years ago. You know, so a lot of >> like somewhere the only >> like, "Oh my gosh, we're doing this." This is a it's a Yeah. So there are several other districts in the surrounding area that do use EduStaff, and I did reach out to them to ask them, and they have nothing but good things to say. So actually It could be open our pool. Yeah, it could be a benefit. Great. Thank you. Yeah. I was worried about like shrinking our pool. No, definitely opening it up. Sure. I was going to speak to that. Um so people aren't on the sub side cuz I've been there before. When

061you have a service like Kelly Services or EduStaff who works with multiple districts, you can sub in all the districts that they offer services in, so you see all those openings. So it really does It is a benefit if more districts are using that for them. Um the I I did have a question. Are we able to Is the communication back to them if we have concerns about subs? Is that That will be easy? >> Absolutely. Yes. If you've ever been in a classroom as a teacher, you know, there are some subs that there can be some interesting subs. Yes. And so sometimes there are issues that arise, and so I'm just making sure we can have the feedback both ways, and obviously the application process is thorough, and people are vetted with background checks

062and all of those things as well. 100%, and um the nice benefit of EduStaff is that I will have a district manager assigned, and they I will be in weekly contact with them. So I'll work with the building [clears throat] principals um or teachers if they have any issues with substitutes. Absolutely. Okay. So there's no um for the subs in general, there's no like contract with the specific companies that say you are obligated to work for us for this amount of time. They can switch between them at any time. You can be assigned to you can work with multiple at the same time. There's no it's no there's no it's not there's not enough between them. Yeah. So that yeah exactly. There's you can get in with Kelly and adjust that and over those. Okay.

063Some district that still does that. They require usually that you work a certain amount of days within a year and if you don't work that many days they kick you off the roster but then you just reapply. And I was just going to talk about becoming an employer of choice for subs, you know, so like their sub experience here is important, you know, and we want to get to know people who are really good fit for our district and have them come back again and again and really make that a win-win relationship. So especially then for perhaps even recruiting out of that sub pool for other permanent positions and it's really great. So I think this is good and we always want to keep in mind that employee experience. Yes, absolutely. And having that established

064relationship with that territory and district manager will help establish those relationships. So we'll bring that back to you guys for approval next time as well. Thank you. Okay. Thank you. If anything on that we've just talked about this evening, feel free to email or call if you have questions or something. >> [clears throat] >> Sounds good. We will move on to sixth action. Do we have a motion to approve 6A Wisconsin Act 57 2025 policy updates? >> So moved. I'll second. There have been no changes to any of these and any of that would come back. Okay. Any other questions or discussion? If not, all in favor? Aye. Opposed? All right. We'll move on to 6B. Do I have a motion to approve the 2026-2027 compensation increases for teachers, support staff, professional, technical, supervisory, and

065administrator increases? >> So moved. I'll second. Good. I have a question. So why is it that the educators and hourly support staff are getting a flat raise, right? $2.70 an hour. And the professional, technical, supervisory, and administrators are getting 3% increase on their salary. Yeah. John, do you want to do you want to take that one? >> [clears throat and cough] >> So the the really the the biggest part of that is is is we don't really have a way to do it. If if we wanted to say here's a flat rate, we we'd have to say well, here's what every superintendent makes for all these districts and be able to say radius making $15,000 more or $15,000 less than somebody else. There's really no way to say every business manager is in this group

066and we can say well, if we take all these business managers or all of these instructional people services or all these to be able to do that. They're just it's just don't have a flat way to do that to be able to say here's a flat rate that works from um the IT manager to the buildings and ground manager to the people services director to the principal to the superintendent across the board to to really be able to do that in an accurate manner. Well, aren't aren't those positions all public record as to what their wages are? Right. I Yeah, we can go look and say here are the 15 comparables but then I guess I'm going to ask if the board willing to say that's going to cost the district $150,000 if we get

067everybody up to average or or say here's $2,000 if you're already above average. So but why does it work for the educator and the hourly support staff? Well, we we know what our our group makes so use that as a 3% for all of our teachers and then use what's left >> take the the lump sum at 3% and look at that and say what does that look what does that work out if we did 2.63 which CPI or 2.75 or 3% say what can we do versus for our group of support staff or our group of teachers. So how does it incentivize a teacher or a support staff to stick with us if they are doing great, right? They can come to us and ask for a a bump on the raise or I

068mean a person that's been here for 15-20 years is making more than a person that's been here for years and they're going to get the same raise. Where's the where's the equity in that? Right. I [clears throat] I mean again, valid point. Again, I think that's part of trying to find the perfect comp model that to be quite honest with you doesn't exist cuz if there was would be doing that. And just had this conversation with all all different business managers in our in our area not all and that's the hard part about it about some of them say well, we take the median of all the averages for our for every one of our staff and and he creates and says okay, where should you be in comparison to the other I'll just say

06915. I don't know if that's the number he uses. 15 the average price for a PE teacher with four years is this much. Where are you at? Okay, we're going to get you there. Or I understand that. And the optics doesn't look good. I I I don't I guess I I don't disagree with I don't disagree. There's a part of that. The other part of that is is question and again, it's a philosophy. It's not my philosophy. It's it's what we need to come up with as our philosophy is is one teacher if you and I are both fourth grade teachers and you've been here for for 10 years and I've been here for two years, are you are you doing it better than I am? Are you working harder? Are you working less hard?

070There's no guarantee to say yeah, you are but you're also one in and and you're you're doing it but you've only been here for one year. So but she but she's knocking it out of the park. She's better than both of us. How do we do that? Again, right. I think that's exactly how frustrating it is because again, if there was a perfect system, we'd all be using it and stepping lanes are tough and and be able to to do that and also say where are we going to be in five years or 10 years with a stepping lane when we don't even know what the district or what the state's going to give us. Sure. Um so we talked about this in personnel and we talked about the discrepancy between doing a flat fee

071and a percentage and it is a point that we stopped and had some discussion on because I think we had some of that same discomfort. Um this is sort of the same place that we were in last year with flat fee for teaching staff and then percentage for administrators. Um and and it is consistent with what we did last year. So we have a past of handling it like this. I think there are some concerns uh in all of our positions with retention. Do you know what I mean? We want to retain all of our staff. Um there are concerns with how do we uh handle the money and also maintain a balanced budget. So um I don't know Brady, is anything you'd like to kick in from um can I add that personnel discussion

072or Rachel? Yeah, cuz this has been a point of contention with me as you know in personnel I've argued the last two years about this. So it's nice to actually have Quinn um ask this question cuz I've been asking it every year. You explained [clears throat] the 2000 increase not acceptable for admin but I I didn't quite hear in there a question I've always been asking. Why can't we do the 3% for teachers and make that even? Yeah. And and we could. We just haven't since before I've been here that that's been the philosophy. But we're in uncharted territory. You know, I'll say this with teacher teacher shortages, we have a new strategic plan where one of the pillars is is making sure our staff finds value here and we don't offer the greatest benefits

073package. We don't. We are not competitive yet for teachers. We are not. We are competitive in pay for our admin. We are. We got that information before. So I'm glad Quinn brought this up. I think we really need to focus here on teacher value coming up. I think it's really important. I think that we had already kind of gotten past that point. That's where personnel comes in. So it's really just making a decision on on this tonight with versus what's in front of us. I don't just add in personnel, we did have a robust discussion about this and we agreed to put it forward. So you know, that's that's what we chose to bring forward. And for me I think one of the drivers of it is that it puts us in the best position

074to have a balanced budget going into next year. Um the other thing that I wanted to mention is that there are several um staff who are reaching milestones in their career where they will be moved um their salary will have a salary jump depending on their number of years in service and things like that. Correct? Yeah, couple based on the the comp model that Chris and Tina had started. We we agreed to keep that until we or as we on this strategic plan really look for a overall comp model plan. But for now we are keeping that and bumping people up that are in those um steps or those Sarah. comp model. I think we also discussed when we discussed this we discussed the idea of equity, too. And there's a there's several different trains

075of thought where you can look at equity. Teachers are doing the same job in large part. Like a kindergarten job of teacher, we have multiple of them. They're all teaching kindergarten. And so there is an equity piece of they're getting the same raise for doing the same job. Because there are if you think about it, if there's some teachers who have been here longer and maybe are have done the micro credentials or whatever it may be, giving them a percentage increase could give them in theory a much larger raise. And that's not necessarily equitable either. So like equity is a very complicated conversation and it's not as simple as saying a percentage is equitable versus a flat raise equitable. Neither are completely perfect. And so we have to kind of just decide what we think

076is the most equitable for our staff. And whereas admin and tech, they're all doing different jobs, which is where it kind of came down to. That's where the percentage made more sense. From you. But again, we also discussed [clears throat] that this is what we thought made sense for this year for the balanced budget. But that doesn't mean we we had encouraged them to look at all other options for future years. And really look at is a flat rate versus a percentage equitable? And we had all very strongly said we really want you to explore what that looks like from cost standpoint for the district and what that looks from more of an equity standpoint. Again, that's kind of future focused. We just wanted Yep. So different what we have here and I think us

077as a board need not just point out the teachers. There are support staff. So I heard several people just say teachers. We have other employees. Right? So we have to recognize them as well as support staff. So we as a board need to represent them as well. The support staff gets the three point three percent. Are there any other questions? All in favor? Aye. Aye. Opposed? Aye. We'll move on to 6C. Do you have a motion to approve 6C? So moved. I'll second. All right. Roll call vote. Just make sure he has something appropriate. He's doing what's going on here. I heard there was some past issues. >> [laughter] >> He didn't get a special chair. No. I was warned. All right. So good evening. We're going to continue tonight with bid results for bid

078packs one and two. So just kind of the agenda here quick. Some or some more subcontractor recommendations. We got then a summary of the bid awards to date. We'll touch on schedule and then questions. So high school bid results that we're going to go through tonight. First one is fireproofing. I guess just as I get on the way here, in general things are are good. High school wise, we're sitting right around $2 million in savings with buyout today. So Fireproofing, this includes intumescent and then the blown on fireproofing as well throughout the addition and structure. Two bids received, CM Morris and Frantel. Our budget was 31,000, CM Morris 116,000. Our recommendation is to move forward with CM Morris. I think I think one of the questions that obviously I think the board is going to

079ask is Why is it so different? Why is it so different? Why Why was it [clears throat] so different? And I think what they Todd and I asked the same question. And I think the the easiest answer just the answer to that is when they had the budget projection, we were thinking one thing. Okay, correct me if I'm wrong. So a lot of it is like firewalls. So intumescent paint is something that is sprayed on to provide a fire protection. And some of it is um kind of a phasing and we had changed kind of the concept design to make it more easy to construct and then create um firewalls. So as related to the structure piece. So part of it is you're going down design path thinking it's one way, you realize it's going

080to be better to switch. Intumescent paint was one factor that changed So a scope change? Um >> [sighs] >> I guess which cat scope category kind of like how we were going to build it. Kind of that means the methods piece of it. That changed. Okay. And there was a the group talked about the options and we agreed that was the best way to proceed, which needed more intumescent paint. Sorry for interrupting. Sorry. Any other questions on fireproofing? All right. Folding and coiling doors. So these are we have a folding fire door and then there's about half a dozen combination of just rated fire door coiling doors and non-rated doors. Our budget was 86,000. We received two bids. One from Consolidated Door and JWC. The other one from Overhead Door Company and JWC. And then

081we had three bidders who declined to bid. Those were Geiss, Paul Reilly, and Verhalen. Our recommendation here is to move forward with Consolidated Door and JWC. Is that difference kind of similar because the design slightly changed? Some of them are design, some of them are like budgets are just that. They're educated estimate of what they think it's going to be. We talked about that in some of the past meetings and like there's a couple of categories. Some vendors were more competitive. It's like they wanted that work and they, you know, lowered it. It's not an exact science with it. So there's a couple of variables in there. Material cost got brought up. Yep. And I can also say to it there are there's a lot of truth to like just work categories in general. Some

082subcontractors and and just markets are incredibly saturated with work. I've said it drives price up. So >> Compared to industry I'm sorry. Compared to like a vendor or a sector that may be really short on work, people are hungry and they want it. And the bids look like that. You're going to see a couple of categories on here where they were drastically under budget because they were hungry as we said. It's like they I wanted that work. They had a gap, you know, some contractor had a had a gap and they wanted to fill it and they were more competitive. Whereas some of them that are hired, they already had a fair amount of work and maybe you're going to have to pay overtime to do it but want it still. They can do it

083and they're a good vendor. So there's again a couple of components there. >> Yep. Appreciate that. Thanks. All right. Ceramic tile. So this is basically ceramic floor tile and ceramic wall tile. Lion's share of this happens in the pool area and then also spreads out into the toilet rooms, restrooms, and kind of some of the surrounding areas. Budget was 1.1 million dollars. We received three bids. Orlandini or three qualified bids I should say. Orlandini, Hetzel Tile, and Lippert Flooring. We have several contractors who did not want to bid. One Floor 360, we did receive a bid from them. It was not qualified. Rest Tile, we did not receive a bid. HJ Martin did not receive a bid. Handlin and Thomas A. Mason also did not receive a bid. Our recommendation is to move forward with

084Hetzel Tile for the ceramic tile portion of work. And I'll just kind of jump right to the reasons why. We've as a company had some substantial issues with both quality and manpower with Orlandini recently and for how large of a scope of of work this is, we feel very strongly that Hetzel Tile is the most qualified and set up for success on this project, especially with how large the pool addition is. And the good news is this is one of those categories where we're substantially under. So it helps solidify that decision for us. >> [clears throat] >> Acoustical ceilings. Scope here, acoustic panel ceilings. We've got the linear metal ceilings in the pool lobby and then some different I'll say additional sound absorbing ceilings and acoustic panels. Budget was 1.5 million dollars. We received three

085[clears throat] bids. One from Central Ceilings, one from Common Links, and one from PCI. We've got a list of contractors here. I'll say seven individuals. I won't read them all. You can see who did not give us bids. Our recommendation is to move forward with Central Ceilings on this one. And again, another category under budget. Questions on acoustic ceilings? All right. Soft flooring. This includes the resilient athletic flooring, VCT, and carpet along with the resilient base. Our budget for this category was 528,000. We received three bids. One from Sergenian's, one from Handlin, and one from Lippert. And then we've got five contractors who we did not receive bids from. Um again, listed here. Our recommendation is to move forward with Sergenian's. Which is almost right at budget. Questions on soft flooring? All right, science equipment.

086Um this includes science accessories, um the science tables, um and the fume hoods. Just two fume hoods in the science area. Our budget was 93,000. Um we received two qualified bids, one from Win Jones, one from Innovative Lab. And then um three contractors who uh opted not to to bid on this project. Um our recommendation on this one um is Win Jones, also the low bidder. Uh this is one of those categories uh slightly over. Um I don't believe there were major changes to the equipment since budgeting. Um this is just where the the competitive bids came in on this one. Questions on science equipment? All right, theater equipment. Um the scope includes the removal of the existing curtains, [clears throat] um all of the new curtains, and then also a couple of side tracks

087um at the theater as well. Our budget was 84,000. Uh we received two qualified bids, one from Main Stage and one from A to Z Theatrical. Um and then we also had five contractors uh who declined to bid on this one. Um our recommendation was to move forward with Main Stage. Um who was also the low bidder at uh 93,968. Does that include disposal of the existing curtain? It does. Okay. All right, um qualify or It will go into a dumpster on site if that but they're they're getting rid of it, taking it down, getting it off on the building. Um any other questions on theater equipment? All right, gym equipment. Um this includes the gym divider, uh wall pads, um the floor sleeves for the volleyball equipment, the actual volleyball equipment including like referee

088stands, um and storage carts, uh the batting cages, wrestling mats, wrestling wall pads, and uh the training bars. The total budget for this was 182,000. We received uh three bids, one from Goodson, a bid from Carroll Seating, and Specialty Closures. And then we also had uh five companies who declined to bid. Um our recommendation for um gym equipment [clears throat] is to go forward move forward with Carroll Seating. Um well they're just above the low bidder, they are also um as we'll see here in a minute um going to be the recommended contractor for the gym equipment at Edgerton. Um and [snorts] uh there's a lot of advantages on our side as we work through scope and submittals um to keep those packages together between the two schools uh with one vendor. And then likewise

089Goodson uh for what it's worth got the bleachers for both schools as well. So we're kind of keeping those packages together and Carroll Seating will keep the gym equipment together. >> It's middle of the road. Yeah. So Um any questions on gym equipment? All right, window treatments. Uh scope here are roller shades. Most of them are manual, there's a couple of uh motorized uh roller shades. Budget was uh 69,000. We received uh two bids, one from Wisconsin Window Concepts and another bid from Kathy's Kate Shade Shop. And then uh two bids or two contractors who declined to bid. Um our recommendation is to move forward with Wisconsin Window Concepts who is the low bidder. Do you know is Kathy's Shade Shop a national average? Um actually don't know where they're at. But I think that's

090really cool that you would you go you bring them in. You know, Kathy's Shade Shop is probably you know think some mom and pop looking but that's that's cool. Glad they didn't get it. Um any other questions on window treatments? All right, auditorium seating. Um this is the selective seat removal um for the the work that needs to be done in the auditorium. It also includes the reinstall of seating, the new wood end panels, and the folding chairs. Our total budget for this scope of work was 130,000. We did only receive uh one bid from JWC Building Specialties. Um we were trying to get another number um from a couple other vendors but uh we were unsuccessful in that and um to be honest this is such a specialized um scope of work. Uh JWC

091really has command of it in all of our scoping conversations. Um we know they have a complete scope, a complete package, and a and a true understanding of the work that needs to happen. Um so we did not push uh a second vendor further and we knew we were under budget uh for this one so that's a little bit of the background on the scoping of the auditorium seating. Um Another piece is they installed it originally. And so a lot of vendors are hesitant to modify or change some what somebody else did. So that stays very consistent. Uh they were replaced some of them were replaced and then done that. It wasn't the original auditorium seating but they did the work and so they um consulted in the design piece of it and so they

092have like shop drawings for it so it'll keep that very consistent with that vendor which was an advantage. Mhm. Yeah, and that goes into as we're discussing with them they they definitely had true command of the scope and what needed to be done for this project. They were on site multiple times during design evaluating and helping us like some of the things are going to be salvaged and reused. It was very selective of like yes we can use that one, no we can't, yes we can which is very tedious. Questions on on auditorium seating? >> [clears throat] >> All right, asphalt paving. Um this includes uh scope here asphalt paving, asphalt patching, um the ADA uh parking signage, and then pavement markings. Our budget here was 141,000. Uh we received four bids, one from Stark

093Pavement, one from Johnson and Sons, a proposal from Munson, and a proposal from Payne and Dolan. Um our recommendation is to move forward with uh Stark Pavement on this who was also the low bidder. And I should have mentioned to you there was one Wolf Paving was the one contractor who declined to bid this work category. Questions on asphalt? Site concrete. Uh scope here sidewalks, concrete pads, bollards, um and the retaining wall. Our budget was 114,000. Um two qualified bids, one from CG Schmidt, the other one from ZenaTech. And then um two contractors who declined to bid. Um our recommendation is to move forward with CG Schmidt on this scope of work. Questions on site concrete? Landscape. Um so landscape scope of work includes um the turf and grasses, uh plantings, mulch [clears throat] and

094the the mulch beds, and then aluminum edging. Uh budget was 42,000. We received uh two bids. And then three um contractors who declined to bid. Um the uh first bid we received is from United United Landscapers. That was 51,000 and then David J. Frank at 57,000. Um our recommendation is to move forward with uh United Landscapers for 51,000. Questions on landscape? All right, and then last one for the high school here concrete curb and gutter. Um really the scope is just that, curb and gutter. Budget was 30,000. Uh we received three bids, one from Stark, one from ZenaTech, and one from Kubiak Paving. And then uh two contractors who declined to bid. Um our recommendation is to move forward with Stark who was also the um the low bidder. Questions on curb and gutter? All

095right, so um last slide here. Um Basically summary everything in the high school is for the most part bought out now with the exception of paint. We still have a few things we're working through on that. We'll have that ready for the next meeting. Um but uh awarded contractors to date we're sitting just over $2 million. On savings on high school. That is the the good That's a good summary there. With that, turn it over to Tyler for Edgerton. Yep. So we'll [clears throat] start with carpentry. So we did receive two bids for the scope of interior wall blocking, cabinetry, exterior canopies, and a lot of the finishes. Um with a budget of 717,000 we received two bids, one from Wellenstein and one from CG Schmidt. Uh we did have three contractors decline to bid.

096We would be recommending to proceed with Wellenstein. >> [clears throat] >> Roofing. So [clears throat] this is for all of the new roofing, the copings, flashings, fascia. Um with a budget of 525,000 we had Nations come in at 416,000. Um we also had three contractors decline to bid. Um we would be recommending Nations to proceed with. Any questions with roofing? Tie that into metal panels. Um, so roofing and metal panels do have a lot of tie points. So, Nations being the low bidder, um, it makes sense to proceed with them. It's going to include all the Z furring, metal panels, and flashings associated with that. For the budget of 333,000, Nations came in at 189,000. Questions? Air barriers. So, this includes the air vapor barrier system, insulating foam behind those Z furrings, um, as well

097as ABAA audits, which ensure that the mill thickness on all of the air vapor barrier on the envelope of the building is going to be to the spec that was written. Um, and just ensuring that a lot of that envelope is to what it needs to be. As we all know, chasing leaks is nothing we ever want to do. So. Is that a Wisconsin agency? It is. It is. Correct. Yeah, but it'll be third party. Um. So, we got [clears throat] two bids, one from CM Morris and one from Master Foam, both within a couple hundred dollars of each other. Um, so we would be recommending CM Morris to proceed with, who also had the the high school work as well. So. Do you have any questions with that? Coiling doors. Um, there's two food

098service coiling doors that are going to be going in the the new food service area on the cafeteria. Um, kind of a unique thing. So, we we were only able to get one bid. Um, there were three companies that we chased down that just refused to bid to us. So, um, with this one being under budget, we'd be recommending to proceed with Consolidated Door. Who is also an alum of Whitewater School District. He's very excited. Very cool. Framing and drywall. So, this includes all of the steel stud framing, the cold form metal framing, drywall, caulking, and insulation of all the interior and exterior walls. Um, our budget was 242,000. We received three bids. Um, we'd be recommending to proceed with The Rockwell Group. And that's >> [clears throat] >> Any questions there? For ACT Ceilings,

099um, the scope is ceiling grid and tile, ceiling clouds, acoustical pads, and window pockets for all the new windows that we're putting in. Uh, we received three qualified bids. We'd be recommending to proceed with Common Links. Budget of 177,000, they came in at 240,000. Food service. This includes all of the food service equipment, the hoods, the fire suppression within those hoods, and the reverse osmosis system. Our budget was 349,000. We received three qualified bids, all pretty close to each other. Um, Fine Brothers came in at 222,000. We'd be recommending to proceed with them. For gym equipment, like Eric said before, um, Carroll came in low. It's also good to have them because it's now one vendor for the high school and Edgerton. That if a claim or something was to come up of a piece

100of equipment that needs to get replaced, we go to one person. So, um, this includes the dividing curtain, scoreboard, volleyball [clears throat] nets, wall pads, climbing wall, exterior benches, exterior basketball hoops, plate, and relocating the playground equipment. Um, budget of 115,000, um, Carroll Seating, as well as, um, Keeper Goals would be doing all the exterior work, came in at 150,000. Questions with that? Bleachers. So, this is the gym bleachers in the addition. Um, this includes, obviously, the bleachers, but as well as custom, uh, colors and numbering. Our budget was 47,000. Hussey Seating came in at 52,000. As Eric said before, they are also the contractor that got the high school. So, an updated overlook at the uh Edgerton Elementary School. So, I know, um, some concern was brought up about being over budget at Edgerton.

101As you'll see, we are starting to get back to what we thought we're going to be closer to net zero, um, by the time we're we're done with this. So. We're trending in the right direction. Everything seems like it's going to track that way. Any questions overall with Edgerton? They have a scoreboard. Is it just a basic scoreboard? Correct. Correct. Um. Two of them go into the gym. Okay. Daktronics, which was, um, basis of design and specialty. Any other questions? Tom? So, moving on to furniture, uh, high school, um, EBI provided us a furniture bid for all of the furniture that goes into our science wing renovation, our new athletic entry on the second floor, uh, some of the athletic spaces that get desks, chairs, things like that. Uh, kitchen food service, office equipment, uh,

102and furniture. Uh, bid came in at 135,222.60. Um, that is at a 56% of discount on the retail price because that is the UW negotiated price that we received from EBI. >> [cough and clears throat] >> At Edgerton Elementary, furniture bid came in at 217,626. Again, this covers all of the classroom furniture, teacher desks, teacher chairs, and some additional, >> [clears throat] >> uh, equipment that is used for teaching in the, uh, 5K classroom, four and five K classrooms. Um, also an additional classroom of fifth grade furniture at Edgerton Elementary because we'll be converting some of the current spaces, uh, utilizing uh, another room as a fifth grade classroom that we don't currently have furniture for. Um, that was at a 55% discount from retail based on that UW, >> [clears throat] >> contract. So,

103total furniture, uh, 352,848. Um, and our budget was 700,000 dollars for furniture. So, we came substantially under budget at almost 350,000 under budget. These are, uh, uh, referendum dollars? Yes. Any questions? Thanks, Tyler. Sure. Yeah, sorry. Um, so as as we're looking at the project as a whole, as kind of talking about referendum dollars, um, looking at where all of the schools are kind of landing right now, really it's just Edgerton that has a little bit of an overage as of right now. Um, so we anticipate that to get a little bit better, as well as the high school being almost 100% bid out. Edgerton's going to be 100% bid out at the next, um, board meeting, and the last two schools will be, >> [clears throat] >> fingers crossed, all completed at that time.

104So, we'll have a really good idea of >> At the 23rd meeting? Uh, yes. Correct. Correct. Is it 27th? 27th. Yeah. Yep. So, um, that's the plan as of right now. Um. The next slide with with the schedule, [clears throat] that that's what we're going to show. We're looking at an overage. So, that's what we're saying. Over budget of 3.2 million dollars, which is a great place to be at at the end of this size of a of a referendum. So. Are there any questions on the project as a whole? I just wanted to mention, thank [clears throat] you for anticipating our questions. I think we don't have a lot of questions throughout because you guys answer them as you go. Like you know where we're going to ask, "Why are we going to the

105second bid?" And you always answer those ahead of time. So, for people watching, I didn't mention, they just are really good at answering questions ahead of time. Appreciate that. Thank you. Is the, uh, 3 million, uh, under budget, does that include our our buffer that we had? So, like contingencies? >> Yeah. Um, what year is that, but It does. It does. It's included in there. Correct. Correct. Yeah. Sorry. We haven't started digging really, so some things could Yes. We come up here. >> [laughter] >> It's a very It looks It looks nice here, but once you start digging, you These are complicated renovations and additions. Very complicated. We should celebrate that we're in a really good spot at this point, but we should all also be mindful of Brent's point that once the structures are

106up, that's when we really celebrate because that's when the unforeseen's typically go away. Sounds good. All right. Well, we If there are no other questions, we have a first and we have a second. >> [clears throat] [laughter] >> Uh, all in favor? Aye. Opposed? Thank you. Thank you. Thank you. Okay. We will move on to seven, announcements. Does anybody have any announcements? I'll just say again, get your Hamlet tickets. Um, we have some great talent [clears throat] in our theater program, and, um, I think it's going to be a wonderful show. >> [cough and clears throat] >> Sounds good. I think there are no other announcements. I'll move on to eight. Do I have a motion to adjourn to closed session pursuant to Wisconsin Statute 19.85 consideration of employment promotion compensation or performance evaluation data

107of any public employee over which governmental body has jurisdiction or exercise responsibility and Wisconsin Statute 19.85f considering financial, medical, social, or personal histories or disciplinary data of specific persons preliminary consideration or specific specific personnel problems or the investigation of charge against specific persons except where RP applies which if discussed in public would likely to have a substantial adverse effect on the reputation of any person referred to in such histories or data or involved in such problems or investigations. Specifically to consider issuing a preliminary notice of contract non-renewal to a district staff member and deliberating or negotiating the purchasing of public properties, investing in public funds, conducting other specified public business where whenever competitive or bargaining reasons require a closed session. Specifically to consider a settlement agreement with a former employee. Good job. Someone's Someone's got

108it. Ask for a roll call vote, please. Jesse Yes. Quinn Here. Sarah Yes. Rachel Yes. Aaron Yes. Alicia Yes. Great. Can we take a two-minute break? Yeah, that works. I'll read it again. Thank you everyone for driving in. Sounds good.