001I will call the meeting to order at We've got 5:30 now. >> All right. I'm here. Renee, >> yes. >> Emily, >> here. >> April, >> yes. >> Chris, >> yes. >> Kyle, >> here. >> Marquez, >> here. >> Aaron, >> yes. >> All right. Hopefully, everyone's had a chance to look at the agenda for tonight. If there are no um suggested changes, can I get a motion to approve? >> We'll make a motion to approve. Emily. All in favor? >> I. >> Any oppos? All right. Motion is approved. We have our student council report. >> I'll let you introduce yourself, but you have to tell everyone about your achievement over the weekend first. >> All right. >> Uh my name is Carson Anderson. I am here as the student council president and I bowled
002up 300 at the state tournament this weekend. Um, thank you. So, here is what Frederick students did so far in April. On April 10th, student council hosted an end of state testing parties as grades 6 through 11 students tested. We played dodgeball ball. 6th through 11th verse to 12th grade. 6th and 11th grade students won. We also played a new game called heads and tails. Students had to guess either heads or tails. And the last student standing won. The sixth through 11th grade team won that as well. Um, all students were given snacks as a reward for their hard work. We are also working on student council elections for next year. The senior adviserss are working to build a system for nominations and finalizing roles for next year. Students have started expressing their interest in
003joining or being a representative. The next student council assembly will be May 1st. We're working on a game show that would be fun for all the students involved. And then both the middle school and high school student councils are working on cards and letters to hand out during staff appreciation week to show our gratitude towards everything they do for us. >> Thank you guys. >> Thank you. >> All right. And next we have Do you want to come up here? You don't have to. It's okay. >> I can stay here. >> That's perfectly fine. If you want to sit, you can sit. That's perfectly fine, too. Um, and so I just kind of wanted to give an update of the year and also I sent out a copy of the new contract with Frederick. Um,
004and um, in the first paragraph I asked that we start the contract with June 1st of 2026 and then go from June to June. Um, and then down on points, let's see, it was 14 and 15. 14 would be to be able to use my offices during the school or during the summer months, so I can see kids there. Um, and that'll also make it easier, especially at the elementary with the kids who are in daycare because I can just take them right from there. Um, and it just is nice because the kids feel safe there. That's the space they've worked at. Um, and 15 out there. I um asked if it would be okay for me to use my school offices um to see children and families that are not in our district. Um
005I work with a program called CCS. Um it's a it's a statewide thing. And so um and I do that all after school, all after school hours. Um, and so this would just be a place for them to be able to come and so I wouldn't have to drive all over the place. Um, so yeah, so that was just um, you know, uh, in other schools I've been able to do that and um, it's a nice way for other families to see our school in a positive light. And um, a lot of times they will make comments about Oh, and you have this here and you So, it's just it's a nice way to promote without having to do much. >> Um, and then I sent out a little thing on how how the year
006has gone. And so, uh, I've seen well, I've I've seen 34 students this year. I have two new referrals that just came in this week. Um 26 are at the elementary, eight are at the 6K 612 building. Um currently I am seeing 30 that will go up to 32 next week. Um with 23 at the elementary and seven at K12 building. Um and so then I just kind of showed how the numbers have grown and um two have been able to complete services. they're doing well. Um, I had a couple with significant symptoms. Um, and so I was seeing them twice a week. One of them has been able to move down to once a week. Um, and so it just kind of es and flows with how families are doing. And um, yeah. Um,
007yeah. And then I had one that moved out of district and one who was also receiving different services at another company. So they chose to do therapy too just so everything was all at the same place. Um and I wanted to share this is kind of a fun little fact um that I'm really impressed with at the for um I have had 13 Wait, where's my line? you know, 14 of the clients, students I've seen this year, their fathers have been involved. They came to um the assessment meeting. They've been involved. They've called me and I've never had that high of that's almost half of my kids were fathers are involved. And so I just was super excited about that. And I was telling my co-workers, we're in Minnesota and you know, usually it's maybe
008two or three families. So, I just think that's really neat and good job school because you're you're doing good. So, I was excited about that. Um, and then the other thing that I found interesting is the elementary has kind of slowly been growing all year. We knew the 612 building would be slower just because that's how they are. Um, but I've had five new referrals from the 612 building in the last month. So, I I feel like It's really I actually don't know what I'm going to do next year because I think I'll be having to split my time equally between both buildings. Um just because I have quite a few fifth graders that I'm seeing now and I would guess I will carry at least three or four of those on with me. So
009yeah. >> What would a full case load be for you? Where would you where would you get to the point where you say I have to close to new referrals? >> 30 is a very nice number. >> Okay. >> Uh well 28 is a really nice number. >> I've done up to 38. That's too many. >> Um and so I like to say about 35 and then I know I have a little space for those severe cases the you know the actively suicidal kiddo or whatever. So there's always And then it kind of becomes a triage where, you know, well, sorry, your anxiety is going to have to wait, >> you know, and so and that's been the nice thing. Right now, I've been able to help a lot of the kids who would usually
010get put on a waiting list just because, you know, and a lot I think when we're done this year, I feel like a lot of them will stop seeing me because they will have gotten the skills. Um, and then I tell parents, you know, sometimes it's like going to the you just need a quick check up, you know, a reminder of what you've learned. Um, and I always tell kids, I'm available even if I'm not seeing them. Sometimes they just need to come in and talk and they're good again. So, >> any other questions or anything? >> Can I just comment on how wildly amazing it's been to have them there full time? In the past, we've had somebody one or two days a week. >> Um, but My experience has been Deb's in the
011hallway, she's in the lunchroom, she's at breakfast, and kids will just seek her out and we don't have to say, "Well, you'll have to wait till Thursday." And and I think it's been a really good collaboration because then when major incidents happen that I'm involved in, then it's really nice to be able to communicate with Deb because when she meets with those kids again, she's a nice support on the back end after there's been something. But >> it's it is huge. It's a huge difference having somebody there all the time that presence. >> No, I feel like it's a huge asset to the school district to have you right on site. those services. >> I think most districts wish they had that. >> Yes. >> I mean, is there any other district in area that
012you know that has I'm not most have the same thing though one or two days a week that somebody will comment on. >> So, this is amazing. So, >> I'm so excited that you're talking about next year. >> It we have That's super late, >> right? That is action item A is that contract, I guess. Did anyone have any questions about the updates that Deb was talking about? Use of the office in the summer and use of the office after school hours for kids that aren't from our district. I'm presuming I think Kyle and I were sort of talking about this. The families won't have access to the building. You'd have to go to the door and get them and then you >> no escorted. I think that's >> I'm just curious. Is it is
013your office in the elementary or the high school. >> I have one at each. >> Okay. >> Which is also very amazing. Yeah. >> Yeah. Okay. No, that's good. I didn't know if you had like >> and I'd see it kind of hidden so people don't know who's going. >> No, >> it's pretty private. >> Well, and at the elementary they just all yell and talk. That's they can do what they want, but >> they're in. >> All right. Um, can I get a motion to approve that contract? >> I'll make a motion to approve. >> Second. >> All in favor? >> Any opposed? Excellent. >> Thank you. >> Yeah, I'm not planning to go anywhere. >> I don't like change, so >> we don't either. Thank you. We really appreciate it. Thank you very
014much. Thank you. >> All right. So, next we have our presentation by school perceptions and is gonna help us because he's amazing. >> Curious. How's it going? >> We're good. How are you tonight? >> Doing very well. Very well. >> Welcome. >> We're ready. >> Jump in. >> Outstanding. So, I'm going to share my screen. You The good news is you don't have to look at me. You can look at my PowerPoint, which is a better deal for you. So, And I'm going to ask for someone just to confirm that that is showing up nicely for you. >> Yes, looks good. >> Okay, great. All right, so here is your staff survey report to the board for April 15th, 2026. Uh this is how the presentation is going to flow tonight. Um um you're pretty
015familiar with us from our project in the fall. Uh, so we'll we'll skip through our background pretty quickly and then I'll get right into your survey respondents, then our results and analysis, and then I'll take any and all questions. Glad to stay on as long as you need to uh to quiz me about the takeaways you should have as a board or things you're wondering. So again, you know about us, we've been doing this for 24 years. Um, the survey that we're studying tonight is our top selling product. Uh we've done millions of these surveys all over the country. Um and as you know, we've also help districts with strategic planning and referendum planning, the things that we engaged in the fall with that community survey. So, let's talk about the staff survey. Um it
016had a survey deadline of March 23rd. We typically send these out with about a two week window. We like had two weekends for folks to to take the survey. Um, and you got a great response. Uh, 76 employees took the survey and that gave you an 81% participation rate. Um, our company average on a survey like this is 65 to 70. I know Kyle and his team were very intentional about trying to create talent and encourage the staff to take the survey so we could get as much input from as many different as close as possible. While the process is highly anonymous, um we send the survey out via email. Um I know there's always going to be those that are skeptical about who knows who said what. Uh our process is really locked down
017inside our server. There's only one employee that knows uh who said what. That's our programmer Tim. He loads the the emails into the server and I have no way of knowing which employee answered a certain way. Um, we really take that seriously, but we do ask them information about themselves so that we can drill down and give you more specific information um, beyond a summary report like I'm providing tonight that is a K12 across all positions. I can break out your data for you by the elementary school results versus the 6 through 12 results versus district office positions. districtwide positions, people that serve multiple buildings within a reason. Once we hit five or less employees, we have a confidentiality cut off. And that really applies to the next slide. As you see here, we can
018break the the data out by position. Classroom teacher are your head specialist, which is your counselor, psychologist, reading reading teachers, people in a specialty role, pair professionals, support staff, etc. And this is where you can do some really neat work inside the district. Um I I shared with Kyle when we were first launching this and I I worked with Kyle in his previous district too. Um drilling down by position can kind of tell you where the pockets of of of happiness or unhappiness depending on the question you're studying um is better or worse by position. I I found that out kind of the hard way in my district back in the in the in 2019 2020. We were recovering in my district and I put so much energy into developing a teacher pay scale that
019when I drilled down to look to prepare a professional pay grid, they were not nearly as happy with what we had in place. So I had I had some work to do regionally to study wage rates and case loads in specialized department because we while we had some employees feeling pretty good about things, others were less less than thrilled. So um also and not many districts have done this, but we study results by years of experience. I just did a project in Lake Geneva where their superintendent asked for me to provide the results broken out by the first couple of years of service for those veterans just to make sure the young kids were feeling supported, mentored, those kinds of things. So again, completely anonymous, but we can study results in a number of different
020ways for you. So let's talk the survey results. First I need you to understand is the rating scale we use. We use a five point liker rating scale and we word the question in the manner that in a perfect world there's 30 questions on the survey. We would love everyone to give you a strongly agree on everyone and you'd have perfect five five points for every question and then we're done for the night. Well, it's not a perfect world and you're going to have people that strongly agree agree. You're going to have some that'll disagree with what's asked or strongly disagree. But I'm going to ask the board a reminder here with our our creating what was missing. >> The three no neutral answers, >> right? If they say they don't know, they click it,
021but it has no point value. And I'll just remind you because they're not telling us anything. They're not adding value to the study of that question. So, I'm going to start by on your index scores, but I want to show you anonymously a pure Wisconsin district just to explain and then I'll set the context for the report and show you your scores. So on a fivepoint lighter scale, I'm going to show you your indexes first. And your indexes are areas that have six to eight questions that feed into them. So the indexes we use on your survey. These are not your results, by the way. This is a a peer district that will remain nameless. Very typical report though. You have six to eight questions that feed into the academics index. How the staff are
022feeling about the academic they're providing, how engaged they feel, how supported they feel, how they feel the student experience is is going, and how their staff experience is going. So that with all the questions that feed each into these indexes, some are good, some are bad. They're kind of all over the place. I'm going to in a couple slides show you your indexes when all those questions are averaged together. This is a very typical range of scores. Um when the the low scores, the high scores are all averaged together. They typically end up being around three or or slightly above three. And these are just the scores in isolation. Some districts stop there. They just want to know on a scale of 1 to five, how are we doing? However, what we can provide for
023you and what Kyle asked me to provide for you are percentile rate comparisons where we compare your scores to hundreds of other districts over the past two years. We keep it fresh and current. We always do a two-year look back and how your scores compare to others on a percentile rankings. Just to give you some context, if you're the top 75%, that's elite. That's really strong. If you're in the 25th percentile or below, that's where we get worried and that would probably be on our to be improved list. This is a district where once all the questions in each index were kind of average together, they're kind of average. 38th percentile, lower average, 45th percentile, average, 52nd percentile, pretty average. So, knowing that, I wanted to show you that first because that gives you some
024context here. are your scores on just a raw liker score rating scale. So again for a typical district here are your scores all approaching or above four and again that means every question that feeds into the academic score the engagement scores are pretty good. But to give you a clearer idea of how this report is going to shake out tonight, here are your percentile rank. Now, I just told you anything in the top 75% or above is remarkable. All five of your index in totality are at the 76 percentile or above, which means this is one of the strongest reports I've ever given in my four years with the company. Okay, any questions about how to report out the results tonight via these emails? >> I like what I see so far. >> Great. Then
025let's get into where the rubber really meets the road is going question by question and trust me it's not labor once I explain the scoring methodology and how we're going to report these but again I'm going to do a little bit of a look at other districts same rating scale but by question now some districts and I explain this to the staff just want the question how many by percentage gave the district a four or five and then all the average scores together averaged out to. I've got a couple districts in Arizona I work with. They don't want comparison percentiles because they're both 50 miles from the border. Half of their children are immigrant children and don't even speak English and they just don't have any interest in being compared to Frederick Unity summer uh
026Richmond the districts in your region that I work. It's just completely different place here. Understand those. But this is a peer district in Wisconsin. And this is pretty typical. You have varying agreement agreement percent that gave the district of four or five. You have varying average scores. What Kyle insisted upon again is percentile rank. So when we show you all a range of scores like these two slides, when we add in the percentile rank, that will tell you on that question specifically how you're scoring compared to hundreds of other districts in our servers. And again, these are districts over the last two years. Many of them have done multiple years of this work with us. They're trying to chase improvements on these areas and raise their scores. But right now, district. This is where they
027stood. And the percentile rank really helps. I need to point out to you because without that, you see a 3.62 for information important to my work is shared with me in a timely and effective manner. You might worry about a 362 compared to a 3.92 on I feel comfortable sharing in just my supervised administrator. But because each question varies in how the other districts rated it, until you really know how you compare other districts, you don't really know how you're doing. And that's why I was pleased when Kyle said, "No, no, no. Whatever the results are, we want to compare ourselves to other districts across Minnesota and Wisconsin that you work with." So, here's why those percentile ranks help. As you go through the scores, sure, seeing a 2.84 maybe makes you worry because wow,
028look at that score on disciplinary practices and policies, but that's at the 38th percentile. Our staff does a good job educating our students is at the fourth even though it's a 393. So this district said, "Hey, we got to talk to the team about why people why we're lagging behind our peers on the job we're doing for the kids." So does that report out make sense? Y >> so let's talk about yours. Here are your workday questions and I'm going to go question by question and now that you understand how we're going to report it out this will go very efficiently. So they're scored they're arranged by highest percentile rate to lowest. So again, now we talk about our schools discipline practices and policies are effective. 88 86% gave you a four or five for
029an average score of 3.82. That puts you at the highest percentile rate available, 99. There's no such thing as 100. So with most districts I work with, discipline is their biggest. >> It's one of your strongest Double supported by my supervisor administrator. There's your scores 95%. Workload has been on the minds of a lot of the districts I'm working with this past 18 months. Stamping cuts, increased workloads, increased case loads for special education teachers. Here's the 95th percent. Most days I look forward to going to work something. Wouldn't we all just want to be able to always feel good about where we go to work? Well, your employees largely are 90%. And the good news continues amongst the work question. Information important to my work is shared with me in a timely and effective manner.
03091st percentile. The district seeks input from a broad group of staff members. 93% again. We talked about disciplinary policies and practices, that's a different question that our staff handles student discipline in a consistent manner. You can have the best policies in the world, but unless the staff applies them consistently, well, they're also self-reporting that they feel like they and their colleagues are doing a nice job that way. And I got to tell you, that's not always the case. A lot of times they'll say, "Sure, we have good policies and practices, but nobody is is using them. Um, I've got a district I'm reporting to tomorrow. They're down in the two on that score and the percentile ranks in single digit. I feel comfortable sharing input and concerns with my supervisor administrator 87th percentile. And here's
031where we get into one. So the percentile rank, you may look at that and say that's not the standard compared to all those others. But what I want to explain to you is the question staff does a good job educating our students. Look at that agreement percent. Look at that average score. It just means compared to other districts, you're not quite there. But I would caution you this question, all of the scores are pretty tightly clustered. So if you make this a 4.3, you're probably at the 55th percentile. You make it a 44 and you're probably at the 70th percentile. So not all scores are are created equally. Generally speaking, educators are prideful and give their best and thus feel like they're given they're doing a good job for the kids. I would not be
032alarmed by this, but again, I'm going to report the data consistently and that one is at the 37%. >> The environment question, is this a strong section for you? I feel safe at work. 99%. You should feel very good. The school board is doing what it takes to make our district successful. 90%. And I have to tell you, I've never reported that out before in my four years with the governor. School boards are under fire. I had to go the other way and tell tell the district they're at the third percentile for the seventh percentile. And then I quickly close up my laptop and go home. All kidding aside, during these political times, elected officials are under a lot of pressure. >> And please don't take it lightly that the staff sees you this way.
033That corresponds then with the district is heading the right direction 99%. And not always linked together. Sometimes I report a low board score and a high district administration score. Sometimes it's blip boxes the other way. I just had that yesterday where I reported a very good board score and a very poor district administration score. Well, um, district administration 99%. All students in our school are respected for their values and beliefs 95th percentiles. How about your professional development? I have training and support to work with students from different backgrounds. This is kind of ironic because Literally, I'm working with the district tomorrow night. That is their lowest scoring area. They're down at the 12th percentile because the teachers don't feel equipped to meet the needs of students of different backgrounds. Well, again, you've got a lot
034of strong areas, but to be like I said, anything 75th percentile or above is celebratory. Great, great feedback here. I'm recognized when I do a good job. 80th percentile. In the last year, I've received useful feedback to help improve my work. How are they feeling about the formal walkthroughs, uh, scheduled supervision, uh, visits by administration, anecdotal notes about how they're doing on their job, they're getting good feedback, 68 percentile. It just compared to the other scores, it maybe isn't quite there. But again, I would tell you 50, 60, 70s typically are clustered toward the top of a report for a more typical district. This is a very atypical report. Um, I have opportunities for training and professional development to improve my work. 57% that's the end of the environment section. So again, that's your lowest
035score and that's that's considered average to high average 57. And finally, How supported do they feel? Now, Kyle asked me to customize a few questions, which is just standard within our survey services proposal. We're glad to customize any way you want. Um, so we asked the question, "My workspace allows me to do my job well." Well, all I can tell you is 95% give you a four or five. Your average score is a 4.25, But I don't have a comparison percentile because that is a local question for Frederick. Within the new shared tech support model, I can still get help from the tech department when I need it. Again, a very specific question that we came up with the board leaders that were on the committee and Kyle. 88% agreement, 4.03. Those are pretty strong
036scores. awfully strong scores quite honestly. And then we get into some questions where we have comparison data. I have the materials and supplies I need to do my job well 99 percentile. Little side story I was working with the district of Minnesota a couple years ago. Everything was in the 70s 80s and 90s. We got to this question at the first percentile and the superintendent got all red faced and I was presenting in person and she said you know what guys I haven't raised your grade level budgets or your department budgets for 10 years that's on me thanks for the feedback so she knew exactly why they were granted um so good stuff all students in our school are given equal opportunities to learn and experience success a question that a lot of districts staff
037are struggling with they feel like things are equal regardless of the kids's background. Do they live in poverty? Do they come from a single parent home? Whatever their background, not in district's pay practices are fair. Now again, this is another one without the context of the percentile rank. You might worry, you look at this page and say, "Oh my goodness, I'm at the one of the lowest scores in this area of the survey." You're at the 95th percent now. Top 5% for paid practices being fair. Does everyone want to be paid more? Absolutely. That's why we ask it this way. They have to at least understand that within the confines and the budget restrictions you have that you're doing the best you can and they feel that is staff input valued. A survey like this
038really helps, but it's only one measure. U survey is just one tool. Um They feel like their opinion matters because of other things that are going on in the district too. How about the social emotional needs of kids being there? Again, 3.65 and a 77% agreement may not look real strong. A lot of districts are struggling with mental health. So, in comparison to other districts, we'll get the 9%. And then our school support students from diverse backgrounds, 80th percentile. Finally, um, as we wrap up the report, I have a technology I need to do my job well. By the way, um, I get great support from from Brandon in the tech department. So, grateful for him and, uh, the staff uh, feel like they have the tools they need to do a good job for
039the kids. 76 percentile. and between the the other score the shared model and I have access to technology support I need again percentile rank isn't quite as high but look at the agreement present look at the score that's that's good feedback for you and the last three questions on the survey our parents and community support the school district 49th percentile have healthy working relationships with my co-workers 34th percentile but again look at the other two scores awfully good and then that Kyle and I talked about a bit and probably if there's any worthy of more discussion, our school has a process to ensure every student has a connection with at least one adult in the school. 74% agreement of 3.64 and that has a 30th percentile. So all three scores kind of talking to each
040other, not quite the Frederick standard that you established on the majority of the rest of the survey. And then finally the closing question and you probably recognize this one too. On a scale of 0 to 10, but we say on a scale of 0 to 10, how likely are you to recommend a district as a place of employment? So the box in the bottom right comparison average of all the districts where we've asked this, we've asked this question thousands of times, 6.85, 85 yours a 7.99 and on this question once again you're 99% but I think it's particularly noteworthy it is rare when I can show you that distribution on the left where there's not at least a couple of people in the zero one or two range my boss Bill calls that the area
041where the people that have a B in their bonnet can unload well you have five 5% just a handful of people and give you a full report. Again, one of the rare times where the neutral score that we try to avoid on all of our other questions, it's 12% but pretty low. But look how to top. >> 69% of your employees give you an 8 n or a 10. Basically, seven out of 10 employees gave you an 8 n or 10. And those 8, nine, and tens, they're the vocal employees. They don't rate you that way unless they're telling other people opening at the school, you should apply. Great place to work. Uh there's a position in food service or there's position in first grade, whatever. There your ambassador and seven out of 10 employees
042are in that range. So to summarize, there's two ways we can summarize your data. And I want to show you both just so you you see the two different ways we can look at your data. We can do it the way I did for many districts across the Midwest and those districts in Arizona. We can say let's just look at the five highest scores. I'll pause and let you soak those in. And we can look at the five lowest as kind of our homework. Do your five lowest just on raw liker score. Now again want to caution you about this. There's a data point in here that probably is on your to-do list, but some of these others are lower in the score, but the percentile rank is quite high because they're just areas that
043everybody struggle with. Discipline, hey, social emotionally. A lot of times people don't give good feedback. It's hard to feel good about the feedback you're getting, your evaluation process. I don't know how many people rave, "Oh, I love being evaluated. It's great. It's awesome." Um, so different way that I can present the data tonight is by five highest five percentile rank and I had to cut it off after five because you had more than these in the 99 percentile but these were the five highest scoring that had the 99 percentile and they're pillars of a good district. safety, a supportive board, a good district direction, the stuff I need to do my job well, and district administration is important. So, kudos to you. These are hard to know where you go from here because you're already
044at such high level, but be proud and maybe do some reflection on how you got here and why you're there because that's why we do this survey. It's not areas improvement. We also want to know where we're thriving so we can protect and maintain those areas. And then what I think is a little bit more useful compared to other districts, where are we lagging behind? And these are your five lowest on a percentile range. But now I have to tell you, um, community support, parent support, that's dead average, 49 percentile. training and development to improve my work. That's slightly above the the 50 percentile Mason Nixon line that we established. Those three that are in the 30s may be worthy of discussion. But then again, I told you a couple of those are still scoring
045very favorably. They're just lagging behind your peers. But what I want to point out, both bottom five lists on raw score and percentile rank basis, our school has a process to ensure every student has a connection with at least one school. Well, that's at the 30th percentile. And on this report, it was it was the second lowest on raw liker score. So, that as your survey provider, your project manager, that is something that Kyle and I talked about that kind of jumps out from because everything is so favorable, it kind of sticks out like a sore thumb. >> Um, so that's worthy of discussion. Some districts when they see that, they've been very intentional about trying to have a way Sometimes it's offering more clubs for areas that where kids don't feel a connection. I
046know in my district they started a fishing uh fishing um and and hunting club where staff members that don't have dads uh would be mentored by staff members. Others have gone just as a home where they connect with a staff member every morning kind of a homebased touch base. I'm not here to tell you what to do. You've got a brilliant leader in Kyle here who by the way we're gonna feature him on our podcast series because we had such a nice time doing your strategic planning survey in the fall and your your your staff report is so strong. We really like how data driven he is and supported by you as a board and we'd like to tell the Frederick story across the Midwest by featuring your district in our podcast. Um but I
047wasn't so excited about it. >> Yeah, he he humbly agreed. >> But the reality of it is, you probably seen it. I've said in his presentations at WSB and things here and quite honestly, you're a district that is more like most districts in Wisconsin as far as size, socioeconomic standing. the Brookfields of the world, the Nicolas of the world, those wealthy districts. That's not the norm in Wisconsin. Turn Lake, Frederick, Unity, Slinger is pretty typical. I mean, those are those are working folks who want a good education for their kids. That's more typical. And you've got some great stuff going. So, you want to share the good news? Um, any questions for me? Any slides you want me to go back to? Can you go back to the one that had the um the the
048raw score on the Lyker scale, the five lowest? >> And again, um when I hang up here, I did modify this just a little bit for uh for the board. So, I'll send this one to Kyle in an email as soon as we hang up here so he can just board it onto the board. So, you got the latest and greatest data current current in every way, shape, or form. Again, I'll just remind you way back here these these scores. These are just peer districts. The most average normal time report. I just wanted you understand um it's not often I can report out the way I did for you tonight with scores that are that high. And it's one thing to It sounds like I'm kind of just well just softening the report. That's not
049the case. I'm not I'm I'm really really impressed and proud of you all. >> This is really useful. >> It's not easy doing what you do. You have to soak it in. But again, like I said, reflect on what you've done, why you are where you are. >> Stay there. >> Yeah. In my view, I think it does help us. It helps continue to shape our work. That's that's why we wanted to do it why we want to understand and continue to understand if the things that we talk about and the ideas that we have are landing. >> I think that's that's so important. >> I think it's important for a baseline, you know, the idea of like, okay, we're doing great now. And it's like, okay, in two years if we're getting the different
050scores and we need to kind of reestablish what we what we missed and where we Please every two years. >> We will do it. I I want to do it every year because >> Oh, can you >> I just said two years. >> The one slide that shows longitudinal on it. It's just blank. >> Yeah. I was tell No pressure because I'm a very I'm a terrible salesman. I'm an educator. I like to work with districts like you. Our leading >> our leading districts do this annually to keep a pulse on things because so much can change. Now I have to tell you there's there's lots of ways to do it. Um Joe Zanowski and the nominee does it every three years. deep surveys, takes two years to chase improvements in targeted areas and then
051he comes back >> and he has me present to the staff at the start of the year and says, "Okay, this is the goals based on the survey." And then they target improvement for a couple years and they come back and measure it if it's working for him because that's what how he wants to do it. >> I would tell you our our leading districts do it annually because staff turnover >> um >> just a lot can happen in a year. Mhm. >> I like that. >> It really send a message. It really sends a message to your staff >> on so they can reflect on that year. >> Yeah. I I that was always my view is that annually helps us the most to keep because there is there things do change. I mean,
052we we all know >> Well, I think then if something isn't appearing well, >> you can get on it quicker >> versus letting people be frustrated about something or >> not happy or maybe all of a sudden they're like there's an area like we're not, you know, >> or if we choose a couple of these, we can see, you know what I mean? Like are we doing things that matter? >> Yeah. Yeah, I think I think that's where >> where it makes it most useful to us, >> especially if it comes like, you know, didn't you guys do it right next to service? So, there was like a little time away that people could. So, I think that's nice too because then it staff don't necessarily feel like, oh, it's one more thing I have
053to do after work or this weekend. I mean, they they may make that choice because they like look at it and they're like, I want to think about this before I submit. But the uh the time has been provided. >> Yes. >> And then this at the at the end there'll be two extra slides. So I'll show you your raw scores, top five, bottom five, your highest percentile rank and lowest. I'll also show you which five grew the most and which five maybe regress a bit. So you keep your pulse on that too. And that's where it becomes a real rich experience. And next year then we can measure how people feel about those two custom questions that Kyle put in there just to keep an eye on those since they're important enough to customize.
054Let's see did we raise them? Do they dip? Is the shared tech model still working? You know, those kinds of things. >> Do you want to talk about the comments there? >> Sure. So what we do there's two ways we can handle the comments and um well I think probably the best way is when I I don't know you tell me what you want to do but I guess verbally I'll tell you we get all the comments and just take it from me there's something to be said for reading every comment but then there's also some danger there and the danger is there's oneoffs and so I just shared a glorious report for you I mean I'm telling you as as good a report as I've ever had the honor to share in my role
055at this company. Um, but there's always going to be naysayers and they're they have keyboard muscles and so they can ring maybe not in Frederick but in all my other district. But what we've done is we've gone to a it's called a comments theme analysis and where we give we give traction to those comments that are shared by multiple people and as you know we have a full-time journalist on our staff brilliant writer. So we do a frequency distribution using technology and say okay which of these comment for more than five times some of them are maybe 20 times and then I so I provided a report to Kyle that shows six themes and we asked a question what do you think the district significant strengths are you've got six themes to work from a
056lot of them mirror the data but I'd say the the comments are kind of the seasoning that explain the high scores so that there's value those what I caution you about when you put in front of them what are some areas the district could improve you're going to have some themes there that are on the strength list and they kind of contradictory because even though remember when I shared your data some of those questions you had 84% agreement well that means there's a handful 10 12 people that didn't score you favorably >> and so they took the opportunity because we provided for them an event about a certain thing and so one person's Communication is a strength. There's I've never done a comment theme report where communication isn't seen as a weakness as well. Right?
057>> Can we ever communicate enough in some people's eyes? No. They literally want to know things before they even happen. >> Take it with a grain of salt, but your staff took the time to write the comments. I wanted to study them and summarize them. Kyle had that report. >> Okay. Yeah. Yeah. I think those I think the themes are the are the most helpful for us to understand. >> Now I did go over each building >> all the comments with each principle for their building so you get an insight. There was about 44 comments on the positive and 45 >> needs improvement or whatever suggestions recommendations. So we we got a lot of reading. >> Yeah. It's good though because like when people aren't just clicking buttons you know that they're really Yeah. >>
058And then the same thing if they if they if they were super excited about something then here's why and if I not you know if I have a concern here's what my concerns are too which helps us. >> Oh by the way that's another reason we take away that three because people are lazy makes them pause and say who I have to have >> garbage in garbage out. you have better data that way. >> Okay. So the comments that you're reading like a 43 good to 43 it's like summarized by your >> they summarize in the >> right so that it's not like specific like I think it's that person right >> yeah and when someone makes a comment their comment may have >> seven points within it some people laundry list you know >>
059just what's good with the district and >> they paragraph >> and then you can bring that out into the makesense Okay. >> What is nice about the comments? >> It's not just the pain. >> Yeah. It's not just the pain of the hurtful comments. It's also because it it runs a risk of a district size of break in the anonymity because writing style, >> right? That's what I was kind of asking. Yeah. You were talking about your writer. It's like you don't want to be like, "Oh, that was >> I couldn't really tell." But the value of the comics when we broke it down just the ele elementary building was people reference reference very specific details right in terms of processes or structures >> very specific to your building and that's helpful because then you
060go I know exactly what they're talking about >> not necessarily I know who it is but it's very specific to how the building functions and so it's nice to see the building separately. >> Yeah. Because you're right like what happens in this building is very different. Right. As it should be a little of >> right because behavior is very broad. That's a 30,000 foot view. Are we doing good managing behavior? Well, >> okay. >> But you can break that into a 100 different situations and processes and right and the comments allow people to talk about specifics and that's more helpful. >> Yeah. Nice. >> Yeah. >> And we talked about contraing. One would be monitor the staff so they're doing a good job and the next one be don't microman I told you this story
061already I did the comments for our opening up after co survey and I've never seen such color >> how do you feel about Mr. receivers open the school back up and oh boy you went for that anyway >> it's always a pleasure to work with you all >> thank you so much Darren we really we just really appreciate it and continue to find all of your work very useful so we we thank you so much >> thanks for the kind words it's a pleasure to work with you keep up the good work and uh look forward to seeing you again next year We'll be back. Thank you. >> Thanks. >> All right. Lots of information. >> So good. My brain's on fire. >> All right. >> We need to end the meeting. >> Oh, I
062got like >> All right. We are to persons requesting an audience with the board. Going once, going twice, going three times. All right. >> To our consent agenda. This is the latest we've ever gotten a consent agenda of our meeting. >> Yeah. >> Thank you, Brandon. >> You're welcome. >> Mr. Cornelius left because he had the Lakeland conference. >> So he ducked out to go attend that couple >> just so people know that he didn't walk out. >> I'm like, but we thought it was pretty good. All right. So, we're on to our consent agenda. Um, there were minutes to review and then Kyler, anything you want to point out from invoices and receipts? >> Sure. >> There was one check for 625 to individual that was it's Jolene Borty check 29537 that was for
063middle school wrestling. she organized the brackets and the complexity of having the whole each week class and all that kind of stuff. >> And then um 29553 McKenzie Creek electric for 580. That was to have a shut off valve put in the face room so there's a gas leak. There's one. >> We didn't have one in there. So now we got one. So that's a safety thing. and check 29592 to the tin shed cafe. It's $900, but that's PTO is paying that because that is part of steam night. That's evening >> just when you see a large check of local business there. >> And then Gal mechanical 29614 that was the $1,720. anyone since that's the elementary boiler wasn't holding its temperature right so they had to get a new gauge and installed I don't
064know exactly I don't know about boilers but I knew they needed it >> sounds important >> the word >> we needed it >> and then on receipts Tom McKenley sent us their February settlement for 152679 that's one of our smallest municipalities. That's their second one. So that was fine. Um and then the town of Lraine sent us their um it's for property tax for what's not covered by federal for um federal property that's within their district that's tax exempt. And overall for the year we budgeted $45,000 for revenue and we've received 56,000 for this year. So, we're ahead in that area. Same thing. The village of Frederick, we received property tax for mobile homes and it was $1,257.68 and she was budgeting 1,120. So, we getting a little more revenue than what she anticipated, which
065is good because you always should estimate revenue low and it comes in a little extra. You got a little extra spending money. >> So, we like things I think Most of the time she I did with the staff serve me I did say to her I said hey would this be your comment that you wrote it was right in her voice she was me going on it was it was good >> all right um anything you want to talk about with budget any updates there we should know about >> well I had my report but I'll tell you we had a fraudulent check go through our banking account so Libbyy's working with P County Sheriff's Department and our bank. Two checks with the same check number came through and one was from Clearwater, Florida, which
066was not where the check was supposed to be. And so she's working with the bank to get that cleared and then county will try and track it down. It's for $4,256 and she is looking at getting a program called positive pay that the check can't go to the bank until it goes through there. If it doesn't go positive pay as a I don't know exactly how it works that holds it and then Liby actually has to go to the bank and say no that one's good or that's illegitimate. So >> there's scammers all over this >> and the bank wouldn't know because the check looks a lot like our it's almost identical. It's amazing what they >> can do in the world. And then under consent you have personnel >> for special director. Uh no
067recommendation this time. I was interviewing I interviewed one candidate this week. I have another interview on Friday at 4:30. >> Otherwise we have a resation from Cassia Adams and Jim Flanigan. James Flanigan. No hires. >> Not yet. Not yet. >> Next month. Um we do have um some recognition of donations this month. We have um you sports donated $1,000 for softball warm-up jackets. Uh Taylor Excavating um donated some sand for a jump pit. Very important. >> Landmark Masonic Lodge 244 donated some pens and pencils. Frederick Arts um donated $500 to our art department. The St. St. Corey Valley Foundation donated $2,500 to community ed for the Elvis show. St. Luke's Methodist Church donated some socks and underwear to the elementary. Very helpful. U Clam Falls Lutheran Church donated $100 toward uh the Operation Help Closet.
068So once again, you know, I just every single month that we get the opportunity to have donations and thank the folks who support our school and it's amazing that I have a every single one. We are so well supported. >> What's operation help? >> Operation help is an account that we keep when we receive cash donations. >> We can keep audibility right size, >> the right item. It might be a oneoff too. >> Does it does the office take donations for stuff? slightly slightly used as okay. >> Yes. >> All right. Any questions about items from the consent agenda? Can I get a motion to accept? >> I will second. All in favor? >> I opposed. All right. Consent agenda is on to the admin. administrative reports. Erin, do you want to go first? >>
069I Nobody's gonna fight me. >> No one's gonna fight you for it. >> No. Um I know you brought up Steam night. That was a great success. Um that was new for me because I wasn't in that chair and >> um Denille sat, she's the president of the PTO, right? She sat there with a clicker at this time. Everybody came in the door and it was 300 people. Um and we got lots and lots of compliments. people were impressed um that the stations and the tables were different. >> So they the PTO worked really hard to try to create variety. There's a few things like the planetarium that of course they bring back every year because they're popular, but um >> really most of the the stations were new and different and so that kids
070who come every year feel like it's >> something new. >> Lots of volunteers. We had a lot of staff who volunteered for that. Um So that's always pretty impressive, too. Teachers are willing to >> to do that. And um I walked around all night. I didn't all positive feedback. So people were excited to be there and move here. We we had people at the front doors 40 minutes early. >> Oh my gosh. >> We are not ready. >> Yeah. And everybody, they cleaned up and it really it went slick. So >> that is definitely one to keep. >> Um four five have a concert tomorrow night. Fourth and fifth grade. >> We are just wrapping up with forward testing. The windows actually open until next Friday. We like to give ourselves some grace in case
071kids have to make up tests and that went well. Um down at the elementary we had the teachers put in a ton of work to pump the kids up and and make sure that kids are prepared and doing their best and really trying hard. So Friday we were kind of making weather dependent. There was a lot of ice cream making materials left over from >> ste ice cream. So the three through five at our building who take the board exam, they're having a celebration and they're making their own ice cream >> um and having ice cream. They've already celebrate being done with all the states. >> Yep. So they look forward to that. So that that's a big deal to get through all of that. So now I'm today I was at Seesaw because now
072we're deep into planning for next year. Um Frederick will have it'll be our year now next year for compliance monitoring and all the titles which really means you know they give you a bunch of folders of check boxes and make sure you have this report and this data and this and that and make sure these things are posted on your website, right? And you just go through the boxes. So um I'm trying to really get ahead of the game and trying to get most of that over the summer so that we don't have to fumble through it during the school year. >> Kate Miller over there actually gave me a heads up that we were going to get. >> So that was nice. >> Can I ask did the concert get switched earlier? Is it
07323rd still unfortunate? I believe that one was No. I can't answer you confidently. >> Okay, >> that's okay. I was just like, oh, that date didn't ring a bell at all. >> They thought it was the I thought it was the Thursday, next Thursday, the 20, but that's okay. Maybe that's a check later. >> You are correct. >> Oh, I miss Okay, reported >> extra week. >> Good catch. I'm okay >> because this Thursday is the dental clinic. >> Okay. >> Not that you want to attend that, but although you are correct. >> Both Thursdays have a track meet. Correct. So, it is next. Okay. You're right. >> I didn't need to be right. I just don't put that in. next Thursday. >> All right. >> Said that because then I already got a lot
074of phone calls tomorrow. >> What's going on? >> Yeah. All right. Any other questions for Erin? >> All right. There are reports there from Marcus and Jada that everyone can review. And then Kyle >> on Sunday, community ed show here. There was over 300 people and they seem like they had a really good time. Yeah. And she wrote a grant to offset the cost. So that's great. Now she's doing a survey with the people that attended if they wanted to have something like that similar. It looks like they do. >> So good time. >> Yeah. Good. People come on Sunday. That's wonderful. >> Yeah. That's >> my mother and my mother-in-law both went and they said it was fantastic. So >> Oh, that's >> I know Sheila got a lot of positive feedback. >> Oh,
075very good. >> I went and it looked like people had a real good time. >> Was it excellent? >> Good. Oh, that's >> an Elvis impersonator. >> Yeah. >> Like literally an Elvis impersonator. >> Okay. >> Like just a fun show to attend. >> Okay. There was a lady who did a recent for >> England. Really? >> That's pretty cool. >> Level up. >> Yeah, >> I guess. >> And then we Carl and I met with Mark and Johnson, a follow up from the facility committee and they're coming back out the 20 9th and they're going to do a core sample of our track to see if the base is what state the base is at. it's needs to replacing or not. And then we actually have some data on that and they're mocking up
076some things for us and they'll come back. They're starting to put some large general numbers together, not specific. So that's the first step on that. Yeah. And then next week I'm going to for a conference for three days. >> Yeah. That's the other side things I already talked about. All right. Any questions for Kyle? All right. On to um board member reports and governance is is um thin this time around. We do have we had Emily reelected to a three-year term. >> Yes. >> For the board. Yay. Congratulations. >> Happy to have another stable year with our board. I think you know and having our survey results, it feels like we're well positioned to just carry forward. I really like that. Um, so that is great. Um, we didn't have any other committee meetings to
077talk through. Um, but we do need to talk about board member participation in graduation which is Friday, May 22nd. We usually try to have >> two um two board members participate in graduation. Um, I don't know if there are people who are like definitely wanting to do it. >> I mean I did it last year for the first time. It was it was easy, enjoyable. I mean, but I I mean like once again if people are chomping up a bit and you have to be on stage, >> you hand out the diplomas and like seriously am >> that's totally fine. >> Yeah, people are serious. Some people are really good at it. I'm not >> changed my life. >> I thought so. >> Okay. I hate to ask. Do you know when graduation is? >>
078That's a good question. I don't even know how to find that. >> Right now, but um >> graduating right now. >> What time is commencement? >> 7 o'clock. >> And it's a Friday night. >> Yeah, >> I would I would be happy to do it. I've done it before, but I done it for a couple of years. So, I I would be happy. I I think I'm available. I >> Yeah. >> Absent emergency. >> I would do it. Yeah. >> Um >> Chris, any interest >> or availability or >> interest is a strong word. >> Okay. Fair. It isn't See, I will say the first time I did it, I was like, "Well, this is weird." >> But I had a kid graduate, so I made it easier. >> My last child graduated in 08,
079so >> but um I think others might be more interested. >> I can um I can look at the calendar. So, I can't commit right now, but I would be willing to Yeah, probably. So, yeah. >> Oh, I mean I've definitely like if you need me this year, I can do it. If if you guys are content, I I have no problem like you know sitting in >> I'm not gonna put anyone in the meetings right now and I can talk I'll put it in my calendar for sure and then I'll show up before All right. Thank you. >> My college. >> Um, all right. So, we are on to our action items. We we took care of 10A um while Doug was still here. So, the next one is our our poor belleaguered graduation
080date for 2027 since the WIA changed their um process. regional sexual trend got moved to Friday organiz we thought we picked a good date and then the WIA changed things and it messed things up. So >> why office committee there did say it was on Thursday night >> like anything else they're running short of officials so they're alternating even years odd years with divisions one two and three so that the officials can go someplace Thursday night, someplace else Friday night. No one wants Friday night. So they said, "Okay, everybody here, you're going to get Friday." So >> So they didn't just change it willy-nilly. They got forced to change it, but it impacted us. >> It impacted us, right? >> So it was supposed to be what night? The 28th. >> 28th, which is the
081Friday, May 28th, right? Which is the Friday of Memorial Day weekend. >> So we can do whatever you want. If you want to move it to Friday the 21st, we could. That might be popular. That would be my preference >> that you >> but once again I >> No, you're okay. Go ahead. >> I my view is that I I I would go with that as well because I don't like deeper into Memorial Day weekend. I think if you're going to do Memorial Day weekend, it's Friday or nothing in my view. >> Um so I would I would go with the >> I would think that's how the parents of graduates would look at it too because they don't want to know the weekend. If you had Sunday of Memorial the week and you say,
082"Well, I have my party on Saturday." >> I think that's probably the other thing, too, is that people aren't going to have their party that weekend, they're not going to want to have graduation. >> They're not going to want to do their party like Saturday afternoon and then come to commencement in the evening or >> Yeah. No, I think it's got a >> The other choice would be Sunday the 23rd. And I don't know how people feel about Sunday, but >> I don't care. I've seen it. >> Transferred did it for years. Yes. Sundays for years. >> Sunday. >> I just throw it out. You guys, it doesn't matter. >> As far as school, >> if they graduate Friday the 21st or Sunday the 23rd, they're not coming on the 24th. So, >> yeah, I
083was kind of counting and I'm like I think it's was it like four more school days that they would have miss or something like that? >> Yeah, probably. Yeah, >> I'm assuming parents don't Sunday. that my view is Friday is better than if it's if it's me and I have a student graduating, I'm gonna prefer Friday. >> I feel like back in the day, everybody graduated like and then everybody had their parties at the same time. Now the kids like to stagger their parties so that they can try to round to, you know, as many as they could get to and stuff. Those ceremonies might have been longer at that time. >> Yeah. So they go pretty quick. I think Friday. Can I get a motion for Friday, May 21st of 2027? >> I'll second
084it. >> All in favor? >> Any opposed? >> All right, I'll let you know. It is on my digital calendar on this date. I put it on there as I lock it in >> because well, people like start talking about things. I'm like, >> "Nope, that's going to be great." You know what I mean? >> Oh, yeah. I know. It's funny. >> Um, >> we're going to do breakfast again. >> Yeah. do not have competing days. Just kidding. >> Perfect. All right. Um, now we have a string of co-op co-op applications to update. These are are um co-op agreements for a variety of different sports. They come up every couple of years. You'll notice that the dates look pretty far out. That's because of how the WIA rules are in terms of when those agreements
085have to be in place. Um, so we have to have agreements in place in order for co-ops to survive into those future years. Um, these are just something we approve. I think it's always been our intention to keep our co-ops in place to give as much opportunity for our students as possible. If anyone has questions about those, we can certainly talk about them. Otherwise, we just need to approve each of them in turn. So, my thought would be, does anybody have questions about any of the different co-op agreements or relationships before we start going through them? >> I mean, is there like >> we could not have a softball or baseball team. It was just Frederick >> and track and field. We you can have a track team with three kids, but it's better if
086we work them and have relay teams and the whole thing. So, it's best to have all four of these >> and there's nothing like really changing. I mean, from like the way functioning and stuff like that. >> No. Yeah. In fact, you can make all one motion for all four of these if you wanted to because we are we got stick together. >> Yeah, I agree. >> Well, and I I mean I would say and I I think the co-ops have been successful in recent years. I think we've come to sort of the other side of some of the challenges. People are them. They're used to them. It's It's been good. And I think that changes. >> You think we have 115 kids and we've got >> girls track, boys track, baseball, softball, and golf.
087That's five. >> It's huge. >> How could 100 kids support five sports, right? I can't believe the number of kids in golf because I was up to pictures for the booster club the other day while they were doing team was here and >> like all of a sudden I took like four golfers and I said how many cuz I said I know a couple of them are you know gone and they were like oh there's like 10 gone there's >> oh I guess I'll have to talk to your coach one luck 13 >> but regardless I mean it's I mean it's you know pretty golf seems to be a growing >> but I mean I think it is it was nice to see so many kids you know >> doesn't have golf >> Frederick has
088one and then there's a golf course in luck and I was just going to say both of those courses have done very specific things to support you golf and that has helped it stay accessible in this area they've been both courses have been incredibly intentional about that and support our teams really And I think they're pretty good about like letting the kids if you're on the field team like I don't know if it's play free rounds or really cheap or you know at certain points in time but just really tall. So encourage those kids to get out there and >> I mean to me too it's like something healthy to do in this. >> There's a lot of access and the members of those courses are used to seeing our golfers out there and our
089not and not even just the ones that are on the golf team. Um, and I think >> probably some exceptions, but by and large handle that really well and having younger golfers around, which is great. So, >> that's pretty important. All right. Well, then we'll go we're going to put them all together if everyone's okay with that. Um, and so I will make a motion to accept and approve the co-op applications for girls track, boys track, girls softball, boys baseball for the 26, 27, and 2728 co-op years. So, I'll make that motion. Can I get a second? >> I'll second. >> All in favor? >> Any opposed? All right. All approved. S1. Thank you. All right. So, discussion of future dates. Are there any committee meetings to focus on K? >> No. The facilities after
090Mark and Johnson together on the 29th. I'll find out more from them, but be the next thing. >> Okay. And that's just going to be the like kind of quotes for the survey kind of thing or >> well we're talking about the football field and the track and they're going to come out that day and they're going to do some sight like they're going to see what the water lines run and um do the check this the under surface of the of the track. They may walk on the football field and see how that ground is. Just some some measurements and some initial before they can start >> doing Yeah. >> any >> giving us any round numbers. Yeah. >> All right. And then our regular board meeting next month is May 20th, two days
091before graduation. >> All right. Can I get a motion to adjourn? >> Can I make a comment before we Yeah. >> Um I had contacted Mr. and he contacted the study and the NHS students came and helped the Frederick Friends of the Public Library set up for their craft supply sale last week and I got raving reviews about conduct of the students and the helpfulness of those students that came from NHS. So, I just want to be sure that I put a plug in for >> both Mr. the cranialist and the study for helping set that up >> and the students obviously >> they're very good and strong to have that >> is really important. Yeah, >> for sure. >> Excellent. Thank you. Well, on that very happy note, now can I get a motion
092to adjurnn? >> I'll make a motion to second. >> All in favor? >> Any opposed? All right. 651 signatures. >> I did see your >> We're going to need We'll do our table. We always lay them out. time. I I will