8-1-22 SMUSD BOE Special

001uh [Music] okay all right well thank you all for being here this morning um i think i'll start by calling us to order um and asking for us to stand with the pledge of allegiance i pledge allegiance to the life of the united states of america and to the republic for which one nation [Music] this morning um so read the public comment section hello is that right you might read this normal yes moving to number three public comment section the board of education has adopted board policy 9323d to ensure the public's right to be heard in any matter pertaining to the san marino unified schools public comment is limited to only those items listed on the special meeting agenda persons who wish to provide public comment will have three options to submit public comments submit

002through an online form request to speak during the meeting via zoom and request during the meeting in person via the public comment card the public may submit public comments for the strategic planning session on july 3 22 from 10 through 2 pm comments received during this time will not be read during the meeting but will be provided to the board of education please submit comments at okay so this is a link is that appearing on the screen by a chance no https can just read it as is on the agenda i believe that's for the online forum um okay well it is listed as a link on the forum so you need to read the link i can i can read the link by the time we decided oh requests to speak during meeting via

003boom during public comment we will pause for one minute to take requests to see the raised hand function is used to page request during for online attendees plus press the raised hand icon to add yourself to the queue for phone attendee style star 9 the meeting order will be determined based on the order of our quest received individual speakers will be unneeded and called to speak request to speak during the meeting in person via the public comment card please complete the public comment card and submit the completed card to the designated dropbox with the assistant to the superintendent okay i assume jennifer you have the cars and they come back to you um no later than we're in the agenda section for strategic planning followed by the board of president opportunities for public comment are

004offered at the start of the board strategic planning session only for matter of farming agenda the board of education reserves the right to add a public comment period prior to any individual item on the agenda five minutes may be allotted to each speaker and a maximum of 20 minutes for each subject matter however in the event there are more than four speakers on the same subject the board president which obtains the discretion to adjust and limit the time allocated to each speaker to ensure that all vision to speak will be heard within the appointment of arrival are there any communications from the audience regarding matters on the agenda it should be made at this time and no one online and president there are no attendees online well with that i'm going to call the board

005strategic planning agenda item where we will participate in a strategic planning session facilitated by doctors no okay we couldn't have enough so we are now at our discussion item and i'm going to turn it over to linda to introduce thank you president call ronaldo board of education the executive um this morning we are um exceptionally pleased to introduce doctors of the yao who is our cspa facilitator um dr yo has extensive experience as a leadership consultant um not only does she have her own company she's an offer and she has been a board member in the oak park school district for seven years so she in terms of her work with the california school boards association so with that i am going to turn it over to dr sabina yo thank you so much good

006morning everyone and happy happy monday i always have to check the calendar to see what day is it and check to see what location am i at it is wonderful to meet you in person some of you have had the pleasure of speaking to on the phone some of you have met at csva events and and trainings and professional development opportunities so thank you so much for your support and for your dedication your students i remember when i was appointed i felt so honored that i was picked that i was selected and then i had gone to my very first meeting as a board member and i had been going to board meetings as a parent as a very involved parent i was part of the pfa current faculty association i was vice president and

007president and so i was involved with the workforce from a different lens from a different i had a very different perspective and so i at my very first meeting and and i sat there and we had the whole audience the organizational meeting in december and i felt the pressure and the responsibility i did because i thought okay now i'm on this side now i get to influence and hopefully contribute to the education of all the children not just the two that i have in the district because as a parent it's easy to just fight for your own kids right you advocate for your kids but when you serve on the board of education when you're in the in the field of education then all the children become your children and so all the 45 52

008students that we had i felt at that particular moment now that's my responsibility i have to make good decisions i have to be prepared and the amount of reasoning i'll never forget because we would get the packets on friday this is when he still had the hard copy packets delivered by our wonderful executive assistant i remember friday afternoon the package would come in and that weekend i just read and tried to understand and formulate my question and so i i i felt really that responsibility you know they say with power comes responsibility it is so true right and and the other aspect of it that i learned because i started taking masters in governance and that was my introduction to csva um what i learned was that individually i had absolutely no power and my

009power came in when i came together with the other four board members and and i found that i found it um empowering knowing that now i had four other colleagues and we could all work together to create the most incredible environment loving environment for our students so it was a pleasure to have the opportunity to serve on the board of education um i can tell you that the the work has changed in the sense that your work um your meetings that are your meetings in public have become more public than they have been in the past and so there are extra pressures on the board on the government's team and i always refer to all of you as the governance team because it pays the board members and the superintendent to come together to make

010the decision and of course with the support of the cabinet so i'm so glad that you have members of your executive cabinet here and then of course your executive assistant who does so much behind the scenes thank you jennifer it does take a village and we all need to work together if you want to move any district forward so thank you again for your commitment i and my biggest job i'll always say is being a mom that's the most rewarding the job that i'm very proud of they're a young adult and so um neil claire is 22 and bijan is 20 today so when you called to schedule today's schedule i thought um i know because we make celebrations really special it's just part of our family culture and still of course you know i

011talk to him and i talk to my family and everyone's like no just girl we'll put dinner so um he's 20 today and um i learned so much serving on the board on what goes on behind the scenes that nobody sees your committee your community may come to the meeting they may see what you do but there's so much that happens that they don't see led by your superintendent and the staff so i learned all of that as well so today what you can expect is a day of participation engagement it's your day to ask questions to get involved i'm not really here to lecture i have absolutely no nothing to lecture you there's so much i can learn from all of you but my job is to facilitate conversations and and keep you on

012um on track with what you have on that agenda let me tell you what we have on the agenda the um i don't if you can put this on the on the screen the agenda is is it possible this this isn't the new one the edited the latest version out of your package because i made some last minute changes nothing to the content but the border so don't worry about i'll explain what you're going to do so while while that's going on the screen are going to hear from your superintendent you will hear from linda and before we begin is it okay to go by first name for workshops i prefer to do first nations anyone has trouble with it please do let me know i don't mind calling you by your last name or

013as a trustee so um what you're going to do today is taking a look at where you have done the past year where whenever you're setting goals revisiting goals it's important to see where we have been and then we'll come together and see where we are now and then where are we going are you one no no it's just being more than here all right so um what you can expect then is a day of participation engagement asking questions coming up with ideas we will go over some meeting guidelines for this particular meeting i will ask you to select from uh and i'll explain what's in your folder but each of you will select one thank you one um one of the meeting guidelines that we are going to respect and um and we are

014going to allow the list to really guide our meeting and so you'll have an opportunity to do that it's all in your folder but once we get the agenda up i can explain um what you can expect you're going as i said to look at what you have done so the goals that you have achieved your strategy plan linda is going to give us an overview of where you have been what you have done and based on that then we'll start really diving into what you have for your um for today's work before that before we begin all that your president has something that's very special that she's going to open the session with and that's really going to set the tone for the day for us we're going to spend today together we want

015to make it as as beneficial and positive and inspiring for all of us and so genie has put together something that she's going to share with us and we can do that while we're getting the agenda so it's not a problem okay it's all it's well you want to talk yeah shall we go through it and then yeah stephen right okay sure thank you thank you so much for our technology that's not the one that i passed yeah that's not the one stephen highlighted um well if you go to mine the one that i passed oh thank you all right so you can still start because you know this might take a little while sure you can start okay so um first of all welcome back i mean i'm gonna turn this way just because

016i don't want to have my side to you so i no no no nope i can i'll if you don't mind my side to you i can't even so um first i hope everybody had um a nice july off um i know that board members don't get a lot of time off and so i i trust that you enjoyed your july um so i had a great july as many of you know i went to europe and you know it was actually a trip originally planned in 2020 um there's a little pandemic that got in the way of going in 2020 and so it was rescheduled for july of 2022. it was a trip that was you know more than probably any other trip i've been on um you know heavily planned and the incremental

017two years really just helped that um so the focus of the trip was world war ii and um prior to planning the first one in 2020 i probably spent two years reading and studying about world war ii and then because of the pandemic i got an extra two years to study about world war ii and quite frankly i still haven't given it up so and when i say read and study please don't think i'm an academic i am not i read historical fiction and what other whatever facts happen to come out of that you know it's what i like and the reason i like historical fiction is because i find that those books put you in the tongue it helps you sort of experience what was going on and what you know feels like a

018real and historic way so a the first part of my trip actually was to visit the beaches of normandy and it's been you know for many americans going to the beaches of normandy is a um bucket list kind of item um and by the way i highly recommend it so i you know kind of think that if you ever thought about doing it um you do and hopefully maybe a little of what i say today if you haven't thought about it will you know sort of push you over the edge um but there are a lot of there are a lot of things about world war ii and normandy in particular um that have lessons to all of us and more so you know even having gone and visited it now they say that it

019is the number one most studied military maneuver in world history so what our american leadership did um with allies um you know really turned the tide of world war ii and it was you know kind of against all odds and some of you have probably heard me talk about in my life one of the most formative events for me was when i was in ninth grade in high school and i was it was it's a disney movie i'm not kidding but it's like we were a tiny little basketball team and you know against all the odds we won the state championship and this by the way was well before there was three point shots just so you can put this in perspective and we won it with a center court shot on the bezel i

020mean it's like one i mean it honestly it formed everything in my life i i've always been a positive person but i became infinitely more positive as a result of that i never believe even the most difficult task is impossible to do um it really formed the adult i was become and in my mind world war ii sort of does much the same thing in the battle of normandy too and as i was reading about normandy in particular you know there's a lot of studies too about how the soldiers from world war ii came back and who they were as a result of their experience in world war ii and i don't want to like in a basketball game to you know storming the beaches of normandy because you know clearly that's not a great

021comparison but i think in many ways the outcome is kind of the same so let me take you just a little bit back so i i apologize for the history lesson in advance but hopefully you know it helps kind of understand a little bit so world war ii lasted six years and one day um just an unbelievable amount of time it's often described as the war to end all wars um it is you know and i think still to this day many people still refer to it as that um after significant loss of american life in world war one and tremendous ongoing economic impact to the great depression the u.s did not want to fight in europe they didn't they don't want to send soldiers to europe at all um they were concerned about the

022loss of life in world war one and they were you know just coming out of the depression they didn't have money to be able to you know think about the sacrifice the economic sacrifice that would be required um then on december 7th of 1941 the japanese bombed pearl harbor and you know overnight american sentiment galvanized to wanting to stop the oppression that at the time was happening in world war ii it was not too dissimilar from how 9 11 and our lifetimes affected us it was very much the same president franklin delano roosevelt claimed that the attack on pearl harbor would live in infamy in other words you hear quite a lot um five u.s battleships were damaged or destroyed 180 aircraft were destroyed and more than 2 300 military personnel were killed pearl harbor

023was and still is the most important naval base in the pacific in the home to the u.s sleep the big highlight that came out of that is america wasn't ready for war i mean it was a disaster the general responsible for um for pearl harbor at the time or our naval base was relieved of duty it was that bad now granted he was probably a scapegoat there's a whole bunch of history about how others knew and could have informed him but you know as a leader it really doesn't matter your job is to be ready and we clearly weren't ready um so almost immediately after that dwight the eisenhower was appointed as the supreme allied commander of all world war ii allied forces historians credit a an extraordinary cast of supporting leaders and that supporting

024flat cast that whole group planned what was to be known as the decisive end to world war ii general eisenhower explained the critical importance of an allied victory in a letter to his son as no other war in history has so definitively lined up the forces of arbitrary oppression and dictatorship against those of human rights and individual liberty planning for operation overlord normally now known as d-day began in may of 1943. ike liked to quote an old army maxim plans are worthless but planning is everything recognizing nothing is going to happen the way you're planning it he also pointed out that the operation is planned as a victory and that's the way it's going to be we're throwing everything we have into it and we're going to make it a success everything we have meant

025the allied preparation was unprecedented with more men more ships more plans more equipment materials than ever been assembled for a single assault thousands of questions were asked answered and scrutinized historians have likened the preparation to a plan to move a small city in the span of about 36 hours on the night of june 5th 1944 the decision to go or not was squarely on eisenhower's shoulders one report from that night said ike appeared to be bowed down with worry as though each of the four stars on either shoulder weighed a ton despite meticulous planning the decision to go came down for the one thing that could not be planned the weather and it was bad d-day was originally planned for june 5th but bad weather had already delayed it by one day this was a

026terrible thing for the troops who anxiously waited on trips and angry oceans they say that about 60 to 70 of all of the troops were seasick with extreme nausea by the time this happened um the invasion itself wasn't a secret to the germans only the date and the location so certain were the germans that the invasion would not occur on june 6 that hitler planned war games which took all of the senior leaders the germany airplanes and the very effective panzer tanks of the german army to ren two hours from normandy his number two general rommel left france for germany on june 5th to celebrate his wife's birthday which was june 6. on the evening of june 5th hitler then took the sedative prior to going to bed and gave strict orders not to be

027awakened meanwhile at allied headquarters the allied leadership team met to make the go no go decision at exactly 9 30 pm british chief meteorologist captain james martin stagg opened the briefing he and his team had no satellites no weather radar no computer modeling to rely on but they were good and i trusted them they were asked to predict the timing and track the strength and distance of the storms stagging out some rapid and unexpected developments that added up to a break in the weather i told his commanders it was still a huge gamble yet all said go it was then up to eye your historians say that he took some time to make the final decision but his decision was i am quite positive we must give the order i don't like it but there

028it is in the book the greatest generation tom brokaw said there has never been a military operation remotely approaching the scale and complexity of d-day it involved 176 000 trips more than 12 000 planes 10 000 boats and other landing craft and many many other special combat vessels all involved involved in a surprise attack on the heavily fortified coast of france north coast of france to secure a beachhead in the heart of enemy held territory so that the march to germany and victory could begin it was daring risky confusing bloody and ultimately glorious martha gellhorn the first female journalist to report on d-day someone i'm actually particularly fond of because she was denied access to the war they wouldn't let her go so she decided to stow away on one of the trips which is

029what she did um she was the only woman at d-day so she reported that everyone was violently busy on that crowded dangerous shore pebbles were the size of apples and feet deep and we stumbled up a road that a huge road shovel was scooping out as they went we walked with the utmost care between narrowly placed white tape lines that marked the unclear paths forty four hundred allied servicemen men died in the assault and seventy five hundred more were wounded or went missing america made up almost two-thirds of the overall casualties sixty-six hundred that was just the first day of the battle of normandy by the time normandy was secured 65 days later 425 000 casualties had been inflicted on both sides so many of our soldiers died there that the beaches are often depicted

030as red on the day in the invasion as we approached omaha beach on july 4th where it just happened to be the way that our schedule led it allowed for it we were surprised to see that there were a large number of children riding both heart type vehicles full by a tractor on the beach most americans consider the beaches of normandy as sacred brown our french guide anticipating our reaction quickly pointed out that we might feel offended but reminded us that the allied soldiers who died on those beaches did so to protect freedom what better way to celebrate that freedom than with the laughter of children which was really clever on this part i had to say because we were all little like what is this so with that we walked on to the beach

031walking onto the beach the history and loss that occurred there hit you immediately the enduring imprint of being engaged being there at such a key touch point of history is really overwhelming so when i was on the board before it was the practice of board members to bring back from their vacation souvenirs for the other board members standing on the beaches for whatever reason that popped into my head so i decided to do that um customs our customs us customs doesn't allow the transform transport of dirt and sand into the u.s however there is no such rule about shells and rocks which may have had a little bit of sand attached so i picked up shells and sand for each of you i hope that you will enjoy a little connection to those beaches so

032before i give it to you i just want you to know i am not a crafty person i'm not too proud at all i hate that so this is literally the best i could possibly do [Music] is just getting um here i hope sandy never let me beat that one thing you should know about me is if i want something that will help [Laughter] so just because you know if i might feel like i'm walking you down you know just a history lesson it's of course not um i'm going to pass around some lessons of normandy that hopefully we can think about today i have one more but i need it so i um i thought that some of these you know today as we start talk oh do we have everything okay yeah um

033as we start talking about our own plans i mean clearly we're not planning you know freeing the western world you know that's not really what our job is today um but it's probably no less important um particularly to our community and the children in san marino and i think that there's some really important lessons that came out of normandy and by no means are these all the lessons that would you know that's the phd program for us to go through that um but i thought that there were a few that might be helpful for all of us to sort of think about and recognize um you know some of my favorite one actually and this is one i employ my professional life quite a lot great ideas can come from everyone one of the things

034that was a huge issue when the troops landed on normandy is when you see when you see normandy um the way that um farmers over a thousand years had defined their properties was not with fences which is what we're used to it's with hedgerows and so there are very thick um shrubs bushes sort of that outline everyone's farm area these these hedgerows were so thick that our tanks couldn't get through them and it's literally the only way you can advance in normandy is to go through those hedgerows so a um a young sergeant his name was curtis scrub coolant iii um came up with the idea of attaching these oh look at that thank you um so so you may have seen pictures if you've watched any movies about you know our troops landing on

035normandy there are these things that look a little bit like jacks on the beach lots of them and these things were unbelievably heavy huge they actually went into the water and they were designed both to impede the troops travel across the beach but they were in the water so that in in hopes that our boats would come up against them and sink the boats so there were lots and lots and lots of them on this 26 mile stretch of beach and um you know so un you know it really was a core part of um you know of the german strategy to keep us off the beaches but anyway this this young sergeant had the idea of welding those spikes to the front of our tanks and so that's what happened and so they you

036know literally on their own no leader made any announcement to do that there's like got a problem gotta fix it so they welded the spikes to the front of the tank and that's what pushed through the headroads and allowed us to move you know not unimpeded but you know with with ease um through those tanks and if you knew anything about the level of planning for normandy it's almost unbelievable that we didn't know that those hedgerows were there but they just didn't show up on camera they didn't show up in the pictures you could see the lines but you couldn't tell the density of them and it's not what happens in england or anyone else's sort of you know frame of reference so they just didn't know agility is critical to understanding urgent issues um

037germans had to go through this unbelievable amount of bureaucracy before they could pivot in a new direction in fact the word pivot probably is not even made it's probably not even a german word yeah i can look it up yes it is but they don't use it um the bureaucracy included movement of troops and equipment and it almost always required hitler's direct approval so it's like you kind of think about you know like just this path of getting approval if you've ever had to get approval for anything if it goes through more than two levels i mean you just give up um fear is detrimental to the goal and objective hitler was known for its tirades so intense were his reactions that his staff were hesitant to awaken him on the night of july 6

038to even let him know that the aloud invasion may have begun reports were considered somewhat unreliable and critical hours were lost in establishing the german defense after the invasion began general german general rommel was quoted as saying the war is lost within 24 hours of the invasion he knew that this was going to be the end and it was largely because of that because there was so much delay he probably would have lost anyway most people believe that the allied invasion would have resulted even with a stronger german defense because clearly that was expected um but it was very clear that they had no ability to to um to do what they needed to do planning is everything the plan is nothing um you know we talked about this a little bit earlier this quotes

039attributed to general eisenhower and it's generally in interpreted to mean that as important as preparation is you can only prepare so much and i think part of what happens in preparation is whatever the outcome you've likely already studied if or some part of it and you have some idea of a plan for resolution and that's the military way that's kind of how the you know our army in particular um thinks about planning in battle is the plan plan plan and then hopefully that planning results in a way that you can you know be better make it work men oh the other one share the glory and assume responsibility on june 5th um so again the battle actually occurred on june 6. um in the event of failure and you know again eisenhower planned as a

040victory he sold it as a victory he you know demanded that people think of it as a victory but as the leader he had to realize that maybe they wouldn't succeed there were a million reasons why they wouldn't succeed or not the least of them but he penned a letter which he inadvertently dated july 5th but in it he took full blame for the loss and the reason that he did that is you know he really felt that if something were to happen the blame would go to that british major that gave the weather forecast and he didn't believe it should you know yet he made the best forecast possible with you know no satellites no computer mode you know like none of this no doppler you know that none of none of stuff we're

041used to he had to make that decision and um general eisenhower felt like you know he took all of this back and he made the best decision he could based on that and if something went wrong it was clearly his fault mentorship is key major general fox connor who probably most of us don't even have never even heard of was a veteran of the spanish-american war and world war one he served as a mentor to three men one was an officer he met on a train and conor saw a lot of potential in but also some personality issues the second was a good officer who absolutely knew nothing about warfare and the third connor met in world war one he set a time a set of sat down every week for them to come and

042talk to him the three were george patton dwight eisenhower and george c marshall he not only mentored but molded all three of the men who ended up playing enormous trolls in world war ii in turn marshall encouraged eisenhower to mentor general omar bradley it's just really important part about mentorship and having somebody who helps make sure you're ready people matter management guru peter drucker in his book how to make people decisions observe that when the u.s entered world war ii almost every one of its senior officers was past retirement age and in the military deemed no longer fit for duty probably fit for command probably not the best way to refer to them but nonetheless that's just kind of the black and white nature of the military yet when the war was over the us

043army had a large group of competent officers the leaders were powerful examples of the importance of picking the right people to be leaders so it's kind of looking for those skills for many of the men who served in world war ii the war didn't end when they came home and neither did the lessons they learned historian stephen ambrose who actually created he was the the brain behind the world war ii museum in new orleans if you've had a chance to be there and he's written numerous books that if you've ever wanted i mean he actually writes real history not historical history so but he's you know phenomenal at it um noted that when he went deer hunting as a teenager with returning world war ii soldiers they hunted differently they hunted as a team this

044generation is the one that comes home and builds the united states into the most prosperous economy and nation the world has ever seen the allied success was attributed to the adoption of what they termed the four cornerstones of trust those cornerstones were or now are shared values clarity of purpose skills mastery and proven performance so hopefully somewhere in here you see some elements of us so that's it amazing thank you it was a real you know it was moving to be there and it's kind of nice to share it and um you know it'll all be interesting if we can find a link from normandy to our strategic planning and vision retreat here but but nonetheless they're really great lessons and hopefully they help inform you some too [Music] thank you so much and i

045share my comments of course well since you're talking about the normandy i i want to talk about the end of your you know hiroshima because my father was there oh yeah so my father is another japanese his son he's not american he is a taiwanese but he went to the medical school education you know the unfortunately you know after he finished the school he was a central hiroshima and then luckily not eating us die because he was not in the center so but after he told me that they see the mushroom and then later he had to you know help or rescue for the the victim the reason i i mentioned about this i i agree with the again on the you said i think the human being they really have a mutual understanding you

046know they share the value you know credit the purpose and also you know the the leader they already may have a skill yeah to make decision but but you know when my father came back in his life you know 64 years old i i never heard he complained about if he was a hiroshima yeah i i think he he feared you know the human being that the past is past are always hard if the forgiveness you know you know because if you see the world one for one or two you want to prevent i think it's very important i think the education and then mean to the educated people so i see the besides doing the medicine he spent a lot of time in the the notary club you know in taiwan because he thinks

047he wants yeah actually you know in taiwan after world war ii was very cool so they also depend a lot of financial aid from the u.s you know like so so you think each country you know you need to [Music] i think they need to have a good leader and then the most important is education you know country people and still give a very [Music] clear the goal what you know they can survive or even if you became the promising and so so so i'm glad today you shared this yeah i've known joseph for decades and i didn't know that um because i i probably would have put something in about hiroshima if i'd known um but you know just kind of along your point of forgiveness and learning i mean you know the us

048did fund a lot of the rebuilding in japan um but more importantly than that i mean you know they're us all us today as is germany and so you know education forgiveness you know kind of mutual understanding i mean it was a really really long way but i [Laughter] the nuclear [Laughter] thank you for sharing and that was that was wonderful jeannie the opening and opening and setting the tone for the day leadership lessons from normandy is just incredible and when you look at the um the four um four uh cornerstones of trust they apply to any situation any organization education or not we talk about shared values when we talk about good governance effective governance we talk about clarity of purpose what is your purpose and having that shared common purpose um skills mastery

049of course and performance so we are going to look at each of these as well today with our work that's ahead let's take a look at the agenda and then we are going to um we are going to talk about the um working so let's begin we're at the welcome overview kind of uh segment right now we're going to talk about teamwork you're going to take a questionnaire the working style questionnaire i don't if you have done that have you done that in the past has anyone okay so it was designed for board members okay it was designed for board members it's uh wonderful because it's short it's easy to take and it will give us categories that we can we can talk about and what your style is and how you can work with

050those who are different from you we're going to talk about unity of purpose and how that sets the tone for culture and can lead to trust um it's interesting that you mentioned peter drucker i'm genie because peter director once said that culture eats strategically for breakfast it doesn't matter what strategies you have if your culture does not support it it's just useless right so i will talk about that we are going to actually begin so it's a bit of a reverse we're going to begin with linda giving you an overview of your strategic plan the goals that you have achieved in the past year and um then you're going to continue on with the agenda and you'll see that what's there is your review edit the firm your mission your vision your setting direction document

051right uh and then we'll look at some goals in the afternoon we're going to look at roles and responsibilities of governance both the superintendent and the board you should be very familiar with those it will be just kind of a review uh and what this balanced governance mean and what do we need to create that balanced governance and by then to 45 you should be ready to do a recap of the workshop and those steps following the workshop coming in the next couple weeks not sooner than that i don't think you will get a memo that summarizes all of your conversations so everything that we talked about you'll get as a memo and with that i am going to turn it over to linda to give us an overview of your strategic plan thank you

052so much sapita i i sincerely appreciate that introduction and overview of the agenda and president caldwell that was an amazing um way to start our day um in looking at um the the four cornerstones of trust i just want to go back to that for one quick second um you know one of the things that i learned from david campbell um who uh worked with michael cool in a very well known education author is that school boards and district teams need to have unity of purpose and a shared moral imperative and those two things are critical for any school district's success moving forward and so what we do today together as a team is critical it is hugely important in terms of setting the direction for the school district going forward for this year and

053it's impossible to know where you're going if you don't take a look back at where you've been and with that i want to take the board on just a brief review of what we did last year and the reasons why we did what we did last year so as everyone here knows we had to face a global pandemic that was unprecedented as an educational organization and so that was the reason for the departure of what we have done in years in terms of reviewing our mission our vision our strategic plan we found that as a result of the pandemic the school district had needs that we had to address that were urgent um and um you know really important and critical so on july 30th of 2021 the board of education came together as a

054team in this room to really look at what we needed to do in order to address the needs of our students and staff coming off the heels feels the pandemic on august 4 2021 our leadership team came together to align our goals to those of the board of education and then of course we started school last year on august 11th with that in mind on february 2nd of 2022 we held our first ever presentation of the school district states of the school's address which included and incorporated all of the goals and objectives that were initially established by the board of education and implemented by the superintendent and her team so goal number one was to effectively address the social emotional well-being of our students and our staff members um we knew that our students were

055isolated for a very long period of time um many of them were experiencing depression and social anxiety and that was a big need for us to address in addition to that our staff were in the same situation and so these are the action steps that we took in order to address those two important needs we developed a plan to support the physical social and emotional well-being of students and staff and the funding for this was supported by the expanded learning opportunity grant and thank goodness for that many um we also continued the we chip reporting program which is an anonymous call that students and staff or community members for that matter can make to report any type of bullying behaviors or anything that they believe the school needs to address in a confidential and anonymous

056way we also have another avenue for our principles and that is to allow individuals to report um issues on their websites and so those issues are typically investigated either by the principals or assistant principals as expeditiously as possible we continued with our web program uh we have a safe school ambassadors program at huntington middle school we have the crew at the high school um we did a lot of work on revamping our wellness centers at both san marino high school in pennington middle schools we trained our new counselors we provided mft interns we offered eep which is employee assistance program at no cost to our employees we're continuing with care solace which is a referral system for mental health services and then we issued the council's annual survey so goal number two was to address

057learning regression and variability caused by the pandemic and so one of the things that i'm not going to read this is going to take too long but one of the the themes that we addressed right away was having the assistant superintendent event services work with the committee of professional educators to come up with a diagnostic tool um that could also be used to address learning regression and variability and so at the elementary schools the tools that were selected is i ready and that has been implemented um and is working and then we're going to do the same process with the secondary schools as well so there were interventions um we have one-time funding that helped us to fund and support learning regression and variability uh programs and interventions so goal number three provide professional development

058for certificated classified and administrative staff we know based on research that one of the most important things that we can do as an organization is to invest in our human resources we know that 85 of our budget is allocated for human resources and we are a people business so to speak right so it is important that we have our professional educators receive um training and in-service on the latest and best of professional practices and that is something that our assistant superintendent of ed services has worked very hard on this past year um through udl in service pvis mcss and a variety of other things we've also made sure that our technology skills are up to par um dr troy has been responsible for much of that um and then of course uh training for our

059instructional aides that are dealing with and addressing the needs of our special needs students and goal four was to develop a plan for long-term fiscal health and sustainability and we have done a lot of work in that area as you know we have set aside monies and committed money that we received in the form of one time fund to be able to use uh to help us offset the cop payments that everyone is aware of um related to the broad athletics complex and in addition to that um you know in the past when we've had a parcel tax fail um that was very eye-opening for us we recognized the need to have a reserve that would allow us to take more time to thoughtfully plan for reductions in force instead of having to pivot uh

060at the drop of a dime and um the community really feels that when we have when we have to ask them for uh monies to bring back teachers so i want to thank the board um first of all for their commitment um to those goals um the support that they provided to our cabinet really was very instrumental in making sure that we were able to accomplish all four of those goals and one of the things that we're doing as an administrative team is we are reading um i don't know if i have it here with me um we're reading the book called the four disciplines of execution um for educators so there's two versions of this book thank you um this one is the more you know generic version of the book but there is

061one specifically for educators that happens to not be in print anymore i found that out uh but it talks about developing wildly important goals and really prioritizing the goals that any organization or school district comes up with because if you have 10 or 15 goals it's very likely that you're not going to be able to achieve all those goals so you really need to take a hard look at the organization and determine what is the most important and really focus on prioritizing that um and i know that that's something that we can all do today i'm super excited about the process and uh under uh president caldwell's leadership and subpoeta yo leadership we're going to get through this day it's going to be wonderful and that will give our executive team the information that we

062need to be successful for the next two days we're going to spend the next two days at ucla with our leadership team including principals directors assistant principals and we're going to take whatever we walk away with here today to that team and we're going to align our school site and district goals to those of the board of education so that we can make sure that we are doing the work that this board decides we need to do so the board of education decides the what and we decide the how we're going to figure out how to meet the needs and goals of the board of education so thank you so much for for your willingness to be here today to commit to this process um and to work with us as a team uh this

063is so important for the rest of the year and the countdown has begun literally we are just counting down the days to the start of school and i'm so excited about that this year it is going to be wonderful i feel like we have the absolute best team that we have had in 33 years sitting right here before you so thank you for um your time today we really appreciate it so peter i'm going to turn it right back over to you of course so we echoed the 33 years i mean i i wasn't here for all 33 of those so i can't but you all are fabulous including you london thank you thank you i i i feel a little guilty being in here knowing you know like all the goals that you all

064worked on for last year um i mean you know as someone sitting on the sidelines i had no idea what was involved to transition from the pandemic to you know more or less school starting um and looking at that list it's phenomenal you know what had to happen well hey you thought of it that was phenomenal but there was a plan against it as well and um anyway congratulations to all of you for that because that's truly huge and i think it's what allows us to position today to further this um because that that structural support that foundation right has allowed that segway so i totally agree thank you um for saying that and and i just want to take you back real quick i'm so sorry and then i promise the peter will turn

065it over to you our executive team oh wait here we go our executive team uh worked really hard on coming up with that logo you see on the left-hand side for this year because every year we come up with a district theme and when i say district i'm talking about school districts including all four schools last year it was uh rising together and this year it is sort of a return to our fundamental core values um and that is demonstrating excellence in education in the four a's which are academics athletics arts and activities and so we were able to put together this logo which i think really illustrates um that and so you will see that on some of the materials that uh jennifer delatory placed on your chairs today and we are really going

066to point to this and allow this to be our guide um this year and uh really focus on the board's goals with that in mind so i just wanted to share that with you because that does not in any way replace our logo with the three towers it simply augments it with this year's focus and thing it's awesome yeah i really have to say the team gets credit for that they worked really hard on it they put it together and it's beautiful it looks great yes this is ryan thank you um i just want to make a comment on that logo i think it's wonderful because it balances the academics that running stars [Laughter] but really it's the balance and that whole child piece that everyone should see and if you flip to i think

067bowl three yes and so when we're looking at that uh for myself as an educator and as an administrator i'm looking at all of this and it aligns with those pieces because it addresses through the professional development all the things that we're doing to address not only the whole child but the childhood he or she is at in terms of whether they are special education students they are english language learners their gift to students and so as we address um all children and we move forward we're not leaving any children behind so yes that's true what you've done here and i just wanted to point that out i see the balance i like that sentence too all means all yeah that's good that is good that we need to capture somewhere yeah that's going on

068a t-shirt somewhere yeah i mean what i'm also hearing is is actually saying each and every student yes because all sometimes you know some uh individuals may not feel like you're being partial but i'm seeing that as well since you share that shelly let's go around i want to hear from the rest of the world from your colleagues on reactions to the goals and congratulations on coming up with such clear goals and the action times of course the board comes up with the what what needs to happen the goals and objectives and the team the administrative team uh under the leadership of the superintendent comes up with how it's done so you're never getting that action plan of what needs to happen uh you always have the overarching goals and then the team will come

069up with action one great list for both usually three four goals is perfect you don't want to have any more than that because as you mentioned and it is true that we want to do so much right but what can we do this year well what needs to happen this year you're opening your doors you're opening your schools next week and so what needs to be the focus for this next year the challenges you're still dealing with the challenges of the pandemic it's not behind us and i'm sure we'll have new challenges in the new year but how can you come up with goals that are broad enough for the team to take on and align with everyone else's and all the sites goals so with that i want to hear from the rest of

070you because i want to make sure that everyone has the opportunity to share i do want us to be mindful of time as well so just quick reaction to the presentation of the goals that you set and you have already achieved all right we already heard from shelley mike would you like to share yeah do you want to go back to any of them you can just let us know which goal you want to go by if you have anything particular okay i think um obviously there's been a lot of accomplishment last year and so um i think it's i think it's very good i i definitely uh look forward to you know set the goals there for this year it's it's a different world than it was last year um uh there's some similarities

071and continuing concerns with um you know for safety and pandemic and so on but um but i think everything has gone in a positive direction i'm looking forward to it okay thank you um [Music] i'm glad the [Music] territory you know these and actually you know for the last three years you know pandemic was like i isolated you know between the school district or in the community because you cannot afford to the school by by the citizen so i think this is a good amount probably need advocate for the the public health issue so i i i i think in the near future probably the pandemic issues here there so so we we we need to uh step out from the academic but in the meantime we also need to be very cautious besides the

072cpo and also compliance services you're right yeah so this is this function how to continue yes yes it doesn't need to be the particular yeah but you know can use the school history level yeah you know we need to work with the department of public health yeah so associate what's going on because i just want to remind everyone even though the either somebody is spread out one day they will ask you to post so last reason i think we we need to continue to emphasize this issue and i i i feel the if you know the public health awareness right i think i have to start from the elementary school uh yeah it doesn't need to be very very difficult we'll get there when you start setting goals we'll get there you're a couple of

073steps ahead we'll definitely get probably need to spend another effort thank you i just don't want you to go too much ahead into what you have to do all right jane i think for me the thing that stood out was when i look at all of the four goals what i appreciated was that it took into consideration the work that was already being done because i think so many times the teachers and the staff feel like oh now what are you gonna undo that i just spent all those years working on and so i really appreciated that and this is a shout out to our administration in recognizing that because that was not what the board's job was and i think that's really a testament to the administration understanding youtube better sites and working with

074their site leaders to ensure that whatever our past efforts were were enhanced last year um so that we weren't undoing things but we were really just making things stronger i think um last year was impressive because it really showed that we were trying to meet the immediate needs in front of us with agility i think that was the biggest takeaway last year that i saw was the ability for this administration and the staff to just be ready to move on everything without feeling overwhelmed uh that was really appreciated i think from the parent perspective and knowing that a lot of times i would think about something that would come up and i would sort of sit on it for a couple days and next thing you know within two three days the administration was handling

075it and they were dealing with it as a as being a parent in the district for the last 12 years i can agree that this is the strongest team at our site in our district office that i've seen since i've been here and because it's just everything got addressed and it was and and beyond anything that i could ever think of because i wasn't good on the ground um the other part too looking at the goals was i think what was also impressive about the administration's execution was the ability to set us up for this year and years forward it wasn't just about dealing what was immediately in front of us but really being able to go okay how does this build on what we did how does that give us the agility we need

076this year to move and then how does that set us forward for next year because we're going to be here we're not going anywhere so knowing that we needed to set ourselves up for the future years was difficult in the face of sometimes it's really easy to act on things that are immediately in front of you and not think about what's coming down the line and i think not being reactive but being proactive was really important and really impressive last year um i think for me and i'm not going to get far ahead but i'm just going to say this as part of one of the things i think about this year a lot of what's been on my mind is pacing being really intentional about what our pacing is for this year because i

077think there is going to be a temptation to hit the ground running and hit it hard and then go out fast and i don't want us as a board or as a district or as um administration or teachers or staff or especially students to not giving to that temptation especially in such a high achieving district like ourselves where we always do feel that pressure to stay on top and i really want to make sure that we are pacing ourselves not that we compromise the desire to achieve at high levels but that we understand that there is going to be a process that takes us through it and to be patient sometimes we have to sit in the pocket and then sitting in the pocket is the hardest part i think for people like those of

078us who are in san marino i think most of us in this room are not probably not people who sit well in a moment right this is true yeah so i think the temptation for me especially is um is that pacing so even you know not not working all july like that was an intentional choice on my part that was really difficult to do you didn't make it all through july no i didn't yeah yeah so i think i think for me just recognizing our pacing and um and being patient but at the same time not using that to mean that we're not doing anything too [Music] i mean really it's like you know i think what the board puts together last year and what you all have accomplished i feel very fortunate to be

079in here this year where all of that is done and we're able to you know do real planning um the only thing i was just gonna mention is you know i know we were talking about things achievable in a year you know my guess is that our goals will be somewhat broader than a single year um but they'll be you know i think to use jane's words here paste so that you know in you know like year one what that might look like um because you know i don't know what you said like you know we used to call them wags but it was wild ass bills oh now it's weeks we probably should be reported i think but you're with [Laughter] thank you thank you so what i'd like all of you to keep

080in front of mind and in your hearts 12 today is the focus of school districts which is educating students right and educate educating as shelly said the whole child we have to be very mindful of that people as it said on the sheet that um jane or um uh eugenie who shared with us thank you people matter i want you to circle that because during um any time in in any period in time particularly in crisis people matter because when the crisis are over over is the people that remain like i think so what do we do for the people that include your students your staff your community everyone who crosses paths with all of you at the district so what what makes a balanced governance is really all of you coming together with your

081own educational backgrounds with your own expertise with your own lens and perspective coming together and deciding who you're serving which is your students and how you're going to serve your students so setting goal what i'd like to do to transition to next and we'll come back to the goals we're actually going to have them maybe we can have them all on one slide if it's possible or we can go slide by select what i like to do now and then we'll take a short break so if you look in your folder let me tell you what you have in your folders you have some resources some brochures which you may have received previously as well to the left pocket you have some newspaper starting with sample meeting guidelines you have your core values list of

082core values you may have i think you have a page on protocol and a sample calendar on the right side you have a booklet that governance booklet and again you may have seen this before maybe you have it from last package i'm not sure but it's it's our governance consulting services it has a lot of great information including when we talk about role of the board versus the growth of the enrollment responsibility of the board versus the superintendent there is um documents uh or court policies and board bylaws on that that we'll look at there is an evaluation page a salmon color pink color that's the last page on the right side of your folder and then at the end you'll take a few minutes and give me feedback on how we did today and

083how all right read that yes it's amazing after we've forever on the board i never never in one time saw literally everything you have to do granted it's back in front but still and this is the sample for all of you of course there's some dates that are mandated and you have to be mindful of the rest of it is your planning uh it's for your planning purposes so then you know what's coming ahead also for your community to know you're going to begin talking about a specific topic at a specific time okay so it's a great um tool to use of course your governance handbook is another great and effective governance tool so uh if you take your sample meeting guidelines out take a look at that briefly and pick one only one meeting

084guideline that you feel is really important um for you all the time at all meetings but particularly for today as we have the rest of this this day this afternoon to spend on setting your goal so select one circle it and then i'll collect those and then you can take let's take a ten minutes break once you're done with that so you can't you don't have to it's up to you you can so i'm going to let you know what you all selected and once you do you can start you can take your breakfast stretch your legs before yeah and so i was gonna say anytime and i thought we're not just all going off for contemplation or anything right so i think so yeah yeah so even at a lunch break we'll be in

085here and make it quickly yes unless unless somebody wanted to walk over and look at um is it about noon that we're doing lunch um it's on the channel we don't need to hang out okay yeah all right okay because you were talking i just wanted to make sure it was still here cause i want to bring my daughter okay well it's easy yeah it's really close so for me i always go by i go with a candidate that's my touchstone oh yeah yeah okay but with everyone ever all works out okay you and so it's like i left the chateau the first morning to go to normandy it's like not every day can you say i'm leaving my chat though right now okay but we're going to be flexible depending on how hard we

086get so it's about 45 minutes if i remember yeah [Laughter] so i was sitting in church before we left for europe and i've been looking for a neutral colored backpack for my trip and literally i can find anything i like at all and a lady sitting in front of me had one sitting right next to her and i loved it i never heard i never seen it before but i make sure on success and achievement from or making sure that your comments are released i believe you can put down that one down on the unit so it says we'll wait to speak on the quarter number of talking we'll keep our remarks free and to this point so that all opinions are enabled and this way you're not going to have any challenges with public

087personality on time uh return from breaks completely avoid unnecessary construction and then of course the last one which you chose is the last one on your thing which is learning moving forward the future learning from themselves and i think as being shared with us the leadership uh lessons from normandy history repeats itself and there's so much we can learn from historical events so let's keep that in mind as we go throughout the day we have quite a bit of work ahead of us i want to make sure that you get to everything today so then the next few days linda can work with her team on letting them know what you have selected as your goals and objectives for the district how you want your district to or where you want your district to go

088so with that let's go ahead and can we go back to that goal one on the screen please what i'd like everyone to do is so go one has to do with seo right social emotional learning let's take a look at goal 2 as we review what you did last year so we are only looking at the goals again not action plans because that would be for the for the team to come up with uh and this one had to do with uh learning uh regression right and it has to do with the pandemic that that you all had to um manage so let's go to goal three and see what was the focus of that professional development and professional uh training for all staff right for everyone and finally go four which is uh

089has to do with your fiscal health and sustainability so as you think of those so these are the four major uh topics or buckets that you had selected for this previous year as we move forward you're going to think of three maybe four i think that the the less that you select as your goal i wouldn't do any more than four but if you can even do three goals moving ahead for this year think of the major um i guess major areas that you feel we need to you need to focus on as a district for this next year okay and some of it may and then some of these books i have to tell you as you read them and as you look at that comment some of those books have actually multi-year um

090kind of planning right so you may have middle all right so number one is to write down for yourself those focus areas as i said and then you're going to move around with a little quite a bit we have some more work that you'll do on your own in afternoon but for this segment you are going to create those four three or four focus areas how many of you already have that there you go okay so geniuses [Music] is so as you get a move around if you have ideas if there are topics that need to be discussed you can make sure that you capture yourself and reflections on the parking lot um i am going to move it to gable tomorrow so this i'm going to i just wanted to know that if you

091have the ability to share other concepts that may not be on your channel but we'll just capture them on the parking lot for a little time let's focus on what you choose you want to focus on today again it's normal all right so what i'd like to do is let's just go ahead and hear those four areas [Music] oh sorry do you say genie or james oh good okay um so they're really broad for me um accountability i think just accountability for performing whatever it is you're supposed to do from student all the way to the account yeah all the way from student to board number um i think a whole child uh keeping everything focused on how it all fits together um in term and that goes all the way from tk to 12

092to see it as really a comprehensive experience with all these support areas from beginning to end and then facilities addressing the issue of our facilities is something we keep putting off and i don't think we can keep putting that off and engagement and that's engaging with people i don't want to use the word authentic because i feel like that's overused but i don't know another word um that really captures that but i feel i think sometimes i guess deep engagement because sometimes it can be more superficial or there's lip service pain to it but it's not actual engaging people um yeah [Music] three or four oh yeah i'm sorry you know i i i've been served for 21 years the community for the last five years they are looking for some difference and because of

093that make a change or better but unfortunately not necessary but i i i think that for this small school district [Music] the reputation has been there and then when the outside uh that they choose the school for their kid they think it's something good for this school district but enough i think we need to really develop what we are ready is the best and what we really can attract the the student and the parent and outsider because it will be dealing with the feeling for enrollment decline if we we don't for next couple years we cannot get up we is the result but i think we really need to think about what we can resolve with this issue yeah so uh so i i don't think the this meeting uh we we can just come

094out what is the related factor but i i i i feel that as a uh serving for as a long-term school board member i want to point out we really need to get this see what we can be different distinguish ourselves yeah yeah distinguish ourselves yeah so so today i cannot tell you what we need to do but i i think that this is the issue is there yeah yeah otherwise we were containing a lot in the environment and then eventually effectively you know the goal for you know all right which is somewhat tied with the defining enrollments of that as part of how to try to resolve it and minimize it um i think we really need to focus on preparing our students for the real world um sanrio is a small community everybody

095talks about it being a bubble and right after they graduate they're going to be outside that model so they've got to be prepared and that really ties into i think the four areas in the logo that we're talking about yeah um and maybe particularly focusing on activities that will put our students health into other parts of the community and broadening the definition of our communities not just dignity [Music] whether like wherever they choose to go first of all knowing that they have forces and then how are they going to achieve the suspect that she gives me outside of support of the real world series and i really liked i also think that at the ground level we need to also address the diversity equity that experience that the student is having and how we're going

096to improve on that a lot of kids struggle not only with the social emotional but then there's the mental and physical whole also with applied school district so how do we address that for all students so in terms of that engagement disease having the um on cabinet really gets not only the house and the wine that you know so that's really important and so as we address some of those we also look at that sometimes so also important about how most of the time you ask others what you do or we are asked you know where to give you like sometimes even how we do it but they excel though we ask you what you do or we don't give you respect your staff everyone all right so um what i'd like you to do

097next is foreign is [Music] markers yes for the other ones yeah [Music] okay and remember we did everything that we do your students center of all these questions with the okay main if and then you can brainstorm and everything else is going to fall under what if you choose your puzzle before maybe you choose one four before the goal for a couple one keep those in one so then you're also addressing the four a little goal does that make sense or maybe a little coming action plan as you said before but just keep that in mind okay so let me just try to understand what would you like me to write on nothing yet as we did you're going to capture and then my mine are um financial disabilities and that's fraud certain extent you

098know including declining enrollment and that's working sort of the impact on our annual budget every year how we signal steps um secondarily that capital planning also can be called under pmo so that's number one number two um demonstrated both class performance okay all um and then the last stage is conversion and communication education marketing of what we do while we do it where we're headed um to the entire community i love that and i'm already hearing the connection of your goals right so i think one of the ones one of the major ones i'm hearing is the peaceful health and response and fiscal health and i think you had that in one of your goals right so would you say that that would be one goal area peaceful health and sustainability i would say so

099would you like you heard it a few times so that's what i did and then um one that you mentioned about that sense of pride or there was one that i thought joseph also mentioned about um what was the job so you talk about marketing plan so i think marketing goes along with how do you distinguish yourself from all the other districts that are doing absolutely wonderful right what makes san marino i'm gonna fight for this is different why should i send my child here why should my child be proud to be part of this union right so i think that kind of goes hand in hand with a solid marketing strategy name so help me out we can the board members i need you to kind of try me because we already have the

100first one we're going to move on to the second kind of focus area then we'll go back and talk more about digital health if you have other ideas under people's health and sustainability you're going to capture it here but what i'm hearing is that that can become your first goal right then i heard um also inclusion diversity and inclusion right equity diversity and inclusion um scl i heard right so crafting students for the real world educating the whole child i think you mentioned that mike you mentioned it right so what should the second one be then because you have now those multiple focused areas that you would like to focus on and some of them can be put together just like moving forward so let's pick a next one let's take the marketing plan for

101example okay which can be to improve enrollment can lead to you and the district being a distinguished um and something that will distinguish from other districts it can also lead to that sense of pride and engagement you know when we talk about marketing yeah this is not applied to all the industry yeah but by you know the education because i think traditionally not in other people not truly like like um like the other business industry you know like that but you know marketing is very important always talking about the satisfaction so suspension means into the school you know suspension for the student or the parent but when we say the satisfaction uh not necessarily we are spoiled for the student or parent but whatever if you know that's the the requirement i i think so

102this is the what you know i'm just asking dr michael when you have the the the cabinet training so i we need to be today the summer coming we need to deliver to your next meeting because this is the one i feel you know all the school districts i think the history level cabin name they have a sense because you guys fear about when you know that this will go down or go up so that you have some uh sensitivity about how to secure the job but in the whole school level administrator or the star wars teacher i think they still have a room to improve all the satisfaction like the flight tiger when students go to the registration of oh they have something me or emergency we we need to let the pet student

103our parents fear you know they are in the priority so we don't want to bring up the like a bureaucracy so ginny also missing in the normandy i think that they have a world bureaucracy i think the bureaucracy is not good for all the the the the organization so so i think that this is the way i think the power is the first time i i want because i feel that today looks like this team is ready to make a change to improve so so i i point now not for the marketing uh point of view that's suspension also very important so last weekend when when parents are student if we are all these at the school you know very kind to response efficiently so then they will fear okay this is the home they

104want to speak a school district right yeah is that right yeah we need to be the north yes so i think from the superintendent and a cabinet label you need to be able to your viewer school science administrator and other staff would that be one of your overarching goals is focus on on service and then what we call undress right well so while joseph was talking i i was playing with some words because i just written a bunch of very similar ones you know and i think um i mean it's complex you know i think it's it's certainly more than customer service it's you know yes nordstrom sort of defunds the standard for customer service and world-class and thinking about its customers and you know all of that right but i in my mind i

105think it's more than that and i think that's kind of where what you are saying too and so i don't love these words but you know what i was just kind of scratching around is i think it's about sharing our improving our continually improving story and to me that's a little bit of everything right i mean it's straight communication here's what we're doing here's why we're doing it right it's educating you know it's it's like i mean we have talked about this a lot um but we have a very broad community many members of our community have been here for a long time and the district is different from i mean many iterations different for many different people and you know it's very difficult for for our community to understand the issues of today when

106they have the background of four yesterdays ago i mean it just it's there's nothing sensible about education in california nothing so they don't get it right it's just not something they follow um but i i do think it's also about marketing you know so so you have to communicate you have to educate you have to market i think it's all free and so for me i just was sort of like that sounds kind of boring so i was sort of like i don't know what i wrote is sharing the continually improving story i also did wonder sharing the instagram continually proving wonder i thought that might be a little flowery but nonetheless fine um some of us are just more creative so maybe not as much but get that creativity going because that's how you

107can really continue and engage um i don't want to necessarily give i may give ideas but again this is your experience these are your goals that you have to leave it for the next year i really wanted to come from you um how do you all feel about what genius had to share so what would that i'm relevating well the words i ended with before you asked me the question were share the continually improving story put that fall into the broader category of marketing right because marketing could be advertising communicating um sharing stories and marketing under it because for me i think it's communication you know is equal to educating as part of the communication is equal to marketing i mean it could just be that communication equal education is marketing i mean you know

108i think that's the broad category because marketing is selling right i mean in a lot of ways but education requires selling to some extent but it's also about teaching and communicating is sharing the story so i mean for me it's a little bit about all of those i feel like there's two parts of it that are making this a little bit complicated because there's an aspect of yes we do some really great things and we're just not communicating it out like genius like i didn't realize you did all that last year like there's a lot that everyone's doing and it's not even communicated out when you talk to people they don't know everything that we do and so sometimes it looks like we're not doing something um so part of it is sharing out and

109communicating what we do marketing what we're doing so everybody knows it but i think the other part of it is what i think american joseph is but there's still a need to continue improving and that was embedded in which he was saying as well um to continue to improve and to continue to move but i think for me and when i think about declining enrollment when i think about the issues that we face with our district i talk to parents i talk to parents who are concerned about this concerned about that and and they're leaving other they're leaving for other reasons many many reasons some people are leaving california some people are living in l.a counties some people are living with private they're leaving for charters whatever and so it's all these little pieces and

110some of the videos outside of our control we can't change somebody's mind about leaving california or even county but if they're already our students and they're leaving us to go somewhere else what is it that they're seeing in these other places that is attracting them what what is it that's making somebody who has a choice to come here or la canada or polly why are they not choosing us or why are they choosing us and i think when i look at those other schools they have a very sensual core identity of who they are that is appealing to the family and they have the luxury of being able to do that because they're not necessarily beholden to the california medics they're not necessarily beholden to having to provide a comprehensive education there's always that issue

111of where do we operate best at 32 million students well that's just not going to happen for a while if you know if ever again and so what does that look like for us what who are what is our identity as a district what are we really going to focus on so when someone says well what do what does san marino do for my kid that they should be able to go this is what they're doing for my kid and it should come down to a core message and a core identity of who we are and i'm not sure if that's marketing i don't know if that's improvement i don't know why mm-hmm i guess certainly a bit right yeah does that go back though to the existing uh mission and vision of the school

112district i mean if we were to look at that document um which each of you have because when we did this before as a board and a leadership team we were really you know focusing on our why why do we exist what do we exist to do um and we captured that i think here um our vision is delivering a world-class education with recognized excellence in academics arts and athletics our mission is that we deliver we deliver supportive environments and innovative opportunities for student learning promote individual student excellence invite collaboration and discovery and challenge students to take responsibility as members of a diverse global community which goes back to what mr palakki said right about making sure our students are prepared for the real world and what mrs ryan said which uh goes back to

113you know focusing on diversity equity and inclusion um and our vision is what mr chung was saying um you know we need to deliver world-class education with recognized excellence in academics arts and athletics and activities right that's why we exist and that is what we do well exceptionally well so um how we capture that in terms of breaking it down to broad-based goals i mean i think that it would be good to work from this document in terms of understanding why we exist and what our focus needs to be uh i i think it's very important um dale retorted is when we're setting goals we need to look at our mission because that's who we are what we say we need to be here um marketing and so on is it's an important part of

114an institution um but the real important thing is it's not selling what we do it's making what we make it's doing what we do is it's creating the product and that's the highest level of education that's the most you know opportunity in arts and athletic activities to build that student so yes it's important to to tell the world that we do that but it's more important it's most important to do it and so i i do think you know if we're talking about it the the first goal the the fiscal importance yes obviously we need the fiscal goal because if we don't have money we will not be here um and and to a certain extent yes it's important to to tell uh whoever the audience is college admissions committees around the country um families

115that may be interested in looking at our school uh families that might be interested in leading and so on what it is we're achieving but um and it's not necessarily that the goals that we're studying are ranked one to four i think they're all people um but i think that it's really important that we also focus on creating a higher level the highest level product we can and not have that be one of the later goals that we're talking about um that should be right out there first secure the money second to find how we're going to improve our products as best as possible and then we can talk about how we sell it um but i mean we can also talk about the sales part of it right now um you know and whether

116we call it marketing or communication really it's communication what it is marketing is communication um highlighting or telling a story is communication it's the goal and in my view is just communication and then the leadership team lays out who it is we need to communicate at all different levels and audiences but i think the the one i'm just mentioning i think the power is because i i i don't want to be very straightforward and and make the people not happy you know actually i'm talking about okay i'm going out i think it's a service attitude service attitude you know over the last couple years when when i see some some of school sign administrator or the the teacher staff when they deal with the students they are not going to go through very easy efficiency

117but i i i know it's easier having skills and say oh we were busy in a small school district not have too many manpower but you know the for the last several years what i'm dealing with the parent i notice another right way but my parents they would rather come to me then go to the the principal the teacher because they they have a summer complaint why i have to go through the school board member and then can take a priority to solve the problem i i feel the the face way the the you know the high school ball you know every day that doesn't need to deal with the parents students you know i think the the the principle or the style of picture they need to understand we are in the same bowl

118when we talk about the the the enormous decline because i don't know is that they care or not here i think that everyone when they listen because i'm in the camera some attack me they say that we care but either they just care about the salary or they cared more actually we are the same goal why or always the why school board need to take care for a partial tax unless the person takes enough past another people right now okay we did not pass the second one then then everyone had to leave and then start to numbers so uh so today i i tell you this is the 21 year first time talking about i think the school sign the staff principle not not every principle but i understand some of the issues they are

119not really kept as a priority when the gym talking about a private school what's the difference because private school maybe they have a moment in power yeah they take us more serious because of them maybe they have more cancer so they they can they they can take a lot of the heavy load but we we really need to to come out something because in education the the federal rule is they still don't have a in our hospital you know you know we we have a patient subtraction when the patient is charged you know then they send you know survey to the patient if we have a location then medicare will deduct the money and then ask hospitals have a less reimbursement so so this is a very important i i think this this today i'm

120trying to find out because we we need to hear about this issue of the yeah community and because your community knows you as an elected official they will go through the questions and comments with concerns and that's just the reality right and then how that information comes back to the district is really important not taking issues into hand and trying to fix them but bringing up what people are think what they're doing to others are saying what are they understand that all of those pieces of information are going to help you as you that goal for next year this is what we hear from from our educational partners this is what they need to work on right it's really important communication is huge and how you communicate uh what channels do you choose and how

121to create that bridge from school district to home so bridging that gap which exists in many different many other school districts that gap needs to be bridged the motivation by communicating with all of you among you communicating with your science leaders communicating with your students but we tend to leave students out of this whole equation and you're a big part of why you're here and why you do what you do listening and communicating with your community partners so it goes on whether and if you look at your goals that you have from that year the last moment was communication strategies right so you had that from the previous year so if i may yeah i um i'm hearing something different from joseph and i actually um at least on what i think i'm hearing so

122you know i think there's something very different between telling the story and building a new culture and that's what i think joseph is talking about you know so what joseph is saying you know and and i mean this is kind of i mean i actually totally agree this is huge it is a really important step for the district and it's building a pervasive culture of service it's looking literally at everything we do and saying is this service driven as an example i'm in our church courtyard the other day a couple grandparents grandparent you know inner district transfers they were shocked to find out that they had to renew their you know grandparent status every year i too are shocked because grandparents might not make it to 12th grade what are we going to do get

123rid of the kid in 10th grade no no you know i mean but it's this is the kind of thing right so parents come to us because they don't understand the logic of some of the bureaucracy we already have in place we have to look at that bureaucracy we you we all can help you point out where it is but we have to create you know like how is that helpful now we might have to do it maybe that's what you come back and say and perhaps that's what we communicate but we've looked at it from the service first philosophy is it really necessary or is this part of the 18 million steps we've put in place to ensure we've met every possible law demand thought anybody could have ever come up with to enroll

124a kid in our schools so i i mean is that where you are yeah yeah all right because it helps to have work together for that yeah because we always can be made up of this but you know next is how we deliver the service right yeah and that's what i think when you're talking about that too right did you bring the concepts and the theories into application what are we doing in action right having and showing that we are actually uh directions often and discrimination limitations your goals and objectives how is it being carried out into this action what do you do we actually the culture will respond to your comment about uh so if you want to change attitude and perspective you have to look at your culture and who makes up what

125makes up the culture in the people it's the tradition is the story those are all elements of your culture so what i'm hearing is that the second piece will probably have something to do with the culture but i think specifically building a service culture and i kind of like the word pervasive just personally like the creating word sustain a pervasive culture of service so sustain i don't love because there's a long way to go to get to sustaining so i think we're thinking about fighting i mean that's what i think i mean i'm not saying we're not customer service focused right a lot of people are but you know our tactics and it's very much even you know sort of where we were when this was created it's really about blocking and tackling right and

126you know i mean certainly in the business perspective 9 out of 10 customers need because of service i mean well i i think that [Music] i can deny we really want to get the input i think this this is what i see you know how we want to distinguish ourselves even we always public school with another private school so that but citizen they already said we are the private school of a public school means our service already better than others but we need continuing to look for the faith yeah so i i don't want you to even have the mistake um in my everything i think we are great yeah but but still have a room yeah and if we do this one i think the parents it will be very very appreciated yeah i

127know i i mean i i think by broadening out that the the labeling of the goal is a culture of service enhancing culture whatever it is you want to do with that culture service and congress name it it does it does encompass the service which is providing education it also provides the service of communication and it provides the service of working with the community to understand what it is they want um and gelling that with whatever limitations and requirements there are of head code and public schools and so on um so i mean yeah i think that that works it's a very big goal because when you're culture you know when you're talking about the culture of an institution or the culture of a uh community um it finds a point in everything uh so

128it is a very big broad goal which you know that's that's fine that's good we're talking about number one it's physical health you know stability number two is culture and then one or two others and i think that works because it does lend itself to a lot of very big broad stuff i don't love the work surface and i'm going to say why um this is not going to come off well but i'm going to say it anyway i think sometimes in samurai you know the expectations of the parents is that everybody has to serve their individual child's needs and sometimes that puts under pressure and burden on our staff um and then if you have one child who needs something and another child needs the opposite thing and here you have a teacher with

12925 of them how are they really going to service this child while servicing that child and all 23 others i think for me service sometimes implies a hierarchy that i am not comfortable with putting our staff in because i feel then that they don't know who they're supposed to be serving because there's going to be conflict inherently with so many people and so many stakeholders and so many partners as part of that um so i'm trying to find another word for it um that really communicates that concept of really meeting needs people fight identifying the needs meeting the needs empowering people to actually do that work and i'm not sure what that word is i keep look i keep going around the world care customer care or support maybe yeah and i'm not sure what

130that word is like i'm literally i'm like kind of like i'm googling here what are some other things yeah because customer service doesn't really get it for me it implies um if you just imply the hierarchy i'm not comfortable with so you should make it emphasis but maybe maybe i'm wrong but when you look at an institution what they do they either provide service or goods we don't provide goods we provide services we're a public institution that provides service so we need to then define to the community what it means that a public school institution does and what those services are um i do think that to a certain extent yes you're right there are people that say well that means that you know my my child needs this and so my child gets set

131well we go back to all involved that's what we do we reach every child where they are we find out what their potential is and we work to achieve that potential every child no matter what their limitations their their skills their their their potential is so yes i mean i i think that i think it is because we don't provide a good we don't make fights we teach people how to do them and so i think that a culture of service is is good um but it's defining what that service is again tempered by what exact services can we and are we required to provide pursuant to the law the head code so whatever it is then that limits us to the public school institution as opposed to other people thinking that we're a a

132fictitious animal called a quasi public school constitution there is no such thing as a quasi-public institution there is a public school or a private school we are a public school so we're limited by those things but we still are defined as what services is about so what if we sorry so um i do agree that defining you know what we mean by customer service is part of what we ultimately have to get to um but i think we are in general agreement with the concept so perhaps we could list it and put quotes around it um so we can because i mean the language we should wordsmith for a while um and we probably should actually on all of them right so i i mean it sounds like we agree that the concept is one

133that needs to be a big goal for us and then that would allow us to move on to the next one um i love when gd talks about connection because until um do our part in making those connections whether it's a service or uh learning in the classroom um you're not gonna get that if you don't address the social emotional learning aspect you're not gonna get the academic and achievement that you need and so i think it's really critical that we look at that systematic systemic change in culture and the shift in looking at how do we translate that transformational change um how do we set that direction how do we become strategically charged or target what we're trying to change right so we don't understand what we're trying to take how do we do

134that and then how do we hold the system not the people the system accountable for the results because if we put protocols processes and procedures in place those things should happen i want to make sure of service and then put in quotation marks right and we'll go back to that create creator officer blog enough right and someone can call under now you can go back you're going to go back and and i'm not necessarily trying to micromanage the executive team but the benefit of creating a culture of services is a very broad goal yes um the the negative of it is it it incorporates hypothetically five major areas and when the executive team just hits it out of the park on two of the five areas saying i achieved the goal and you did because

135it was so broadly established is it micromanaging if we then sort of say under that communication product or whatever it is you know two or three sub categories that you're getting you know i i think that point you're not coming up with the action plan on how it's just the um what comes under that the yes we need that direction so that we're not flying blind and we can really focus on the areas that the the entire board wants us to um address issues with that and then we'll add so that could be one area under the culture right there's so much that goes under communication correct your communication plan right okay um well as i've sort of said the product the work products that we produce the highest quality education work which is maximizing

136the academics arts athletics and activities to benefit every child not that all everyone has to benefit every child but that it's expanded in a way so that every child is that in some way i don't know how to do it so when you said that originally i wrote it down and i would propose that that become our third goal i think it's big enough it should be its own goal and and that's fine with me i mean i don't necessarily i mean i'm not against that it is if the argument for it being part of the culture of services well that's the service this institution provides but if it's also important enough to keep it as a separate goal then that's fine soon you know whatever so i personally think it is because as you

137point out it's what we do we said that in the past as being world class in all of those areas you know i mean that was always sort of its own goal but i like the language of making what we make creating the product i like that and i think that's a much more tangible way of saying it than being just class right it's much more tangible so to me i think it helps set some very realistic outcomes um about what we want for our one with students and it's going to be diversity equity and improvement it's a very important part you know we're talking under the culture of servicing all of our students yeah and then genie what was the the other broad goal can we get that one captured now well we can

138but don't we want to get other input i was just trying to i just wrote down your words i mean so in my my vernacular it was demonstrated world class performance the dash in everything but what i liked about what mike said was making what we make and creating the product you know like we need to have a goal about what we're making i mean you know what what is what is the widget that we're processing through right so that's what we're looking for is that and i mean it's literally the most important thing we do right so i think it should warrant its own page and i don't know like your words your belief yeah i'm or is there another very broad because for example the fiscal health that's a very broad that's facilities

139that that's bonds and particles yes and declining enrollments i mean that's this massive massive is there another math that may be like what you're saying is take the whole work product that we create and put it over there but if that's the case that works then then what is other people in the world well i think the other one that could go there is this connection with staff and service you know that that whole i mean like building connections with because because the culture of service is building it'll build a connection with the community in a build a connection set of connections with our teachers and staff because you know you serve your employees as well right and you serve your students i mean there are you know that that's all part of it so

140i mean we could make a point in this category about building that pride and connection with our students and staff and those connections are going to then address the pride [Laughter] she's something that we were saying earlier was about the people that the people are the focus the people matter um that when we're talking about service we're not talking just about i think given that we're moving products into that third one then maybe we kind of keep the people part of it in the second line which i think is part of the building connections but i think making that really like focus on like people focused people people matter i mean some of the different phraseology we were throwing around earlier around just people well and i would really like to be more specific if

141we can with building connections because that could mean a lot of different things we can build connections with institutes of higher education right but i think what you're saying is important that what we're talking about here is building connections with students with staff with community with parents right within the community building building connections within the community i mean they're almost like constituencies right yeah because the big movement right now in california are all of these community-based schools and you know one of the big things about san marino is we already do that yeah we do provide so many community resources partnered with our district and we've been doing that we just never called ourselves that right um is there another way or anything yeah if we're talking about identifying the potential and the needs of

142every student it would seem as though that's part of the service that we're providing it's not necessarily maximizing the academics for the activities that that's maybe what we do once we have that data selection and that information so i think we need to you know really work to identify the needs and the potential [Music] any kind of solution is understanding identifying what their needs are so you don't need that to be able to move forward and make those decisions i like i think you should have something here about um having access to or um having just just an adequate rather than me that can become part of your culture right because you have to focus on people which is first but then that is also important because that's how you discover what you mean today

143and maybe that maybe that's identifying the needs and the potential of our students is the people though i mean that that's focusing on part of the people you know a certain subset of people which is students there's also other people but maybe that's part of it or or we just put it out there you know as another stuff i mean i i kind of think because we're not necessarily laying out the plan for the leadership if i was if i was on your side i'd be like give me as many subs subscribes as you can because you're giving me as many data points of what you want for your line to be first so that we can achieve that but that's me that's not you know right um no i i totally agree with that

144i mean i want um specific areas that our team and our principals and assistant principals can focus on so that we're not missing um the target what about you talked about jf right the healthy kids survey i think would be something that we could incorporate into you know looking at how well we are doing with some of these things and also um creating a culture of service you know how are we um supportive of every child you keep saying all means all right which is so important you know we need to really make sure that our teachers and our principals and assistant principals and instructional aides and everybody who's on our campuses believes that all students can achieve and we create a culture where everyone is is rooting for and supporting every child um and

145sometimes i think that doesn't always happen but i mean everybody has the best intentions there's a lot of pressure on everyone at the schools however a belief in the notion that every child can succeed i think really into a culture of service supporting that supporting every child learning journey as we move along so i don't know whether that belongs here or if that falls under the category of educating the whole child right which is really having a focus on making sure that we are providing um excellence in our academics our athletics our arts and our activities um and also making sure that we are not forgetting about the social emotional development of each and every student as well and i think it's so important that we feel back on what we're talking about when we're

146looking at data because data is going to inform what we do and how we do it but data is also going to tell us whether we've achieved our goals and whether we need to drill down further to look at it because when we look at gaps in communication or miscommunication how do we build those connections so maybe gaps that we need to look at what are we doing about social emotional learning because not every kid fits into one size fits all so when we're talking about developing a culture of change we want to change but know why we're making that change what the data is telling us to do and why we're doing it how do we know we've achieved it so that we can turn the corner because because we're trying to build a

147product of a future for the children and we don't even know what that future is going to look like and so as we do that we have to have the ability to not only dedicate ourselves to the service but to really um understand where the gaps are so we can so if you go back and you look at this page um i i was actually thinking okay we could add the bullet there but the truth is it's a bullet that should be under every single one of them data focused decisions and metrics but i think it i mean if we kept the cornerstones for success fees i think the bullet should go there what you're saying and it literally is for every single one of them i mean it could be in all of them

148if we wanted that it does but if you're articulating how we're working you know so i always liked this cornerstones for success fees because it really speaks to the methodology of moving forward like what are you know like what it what is it that you think about and i think i i just i think data focused reporting and metrics um it's just so important as a as as a almost uh standard for literally every task you know it's like you have to think of it that way because otherwise you don't really have marching orders to do what you want to do and you have you know no real way of reporting your performance so yeah we can put it there but i think it should be in all of them if we put it there

149which is why i actually think it should go on cornerstones because i mean it's i'm not kidding i think it's like it's it's because we share this right we're going to share this outwardly and i you know like if we put it under here and we don't have it under the rest of them you know someone who wasn't in the here with the benefit of this discussion is going to why they care about data here and they don't care everywhere else that's that's how i'm thinking of it i agree with that but i would like to avoid smith even though i know we don't necessarily want to get there yet um to be more data informed yeah i like that like data information and like you said under each of the goals because okay let's

150go back also here i don't want to miss the um the idea that you have with the third potential goal for working which has to do with the product for the service that you're providing to create [Music] well what i put is demonstrated world-class performance but what i liked about what mike said is making what we make creating the product so i mean i think we need to talk about how we get there and it is 11 45 and so i don't know if you want to start that now or you can [Music] we'll come um to the other two and then finishing up also that sounds good for half an hour one month and we'll come next week let's just just have all of these in the cycle in front of your mouth so

151before we grab our lunch might we do his group photos so we can choose to stay or not um where would you like it a couple years or do you want just the board oh you want everybody right i think you i can see the culture shift of inclusion and care and concern and uh so let's look back at your vision and your setting direct development as you know for the whole responsibility for the disabilities to talk about responsibility where [Music] oh great like did he finish a year ago a year ago okay and you said yes and okay so that's why it's not surprising to me that you understand the difference between document are your revision mission open objectives and the rest as far as action plans and the map together come from students

152so as we continue on and it's after lunch feel free to get up and stand up all around um you can gather around the charts because you're working on you don't have the city i want you okay so right now we have two main that's really important because that is the product that we want to have completed that doesn't mean that these will go away and you never hear from them chances are they'll come back we'll be defined we can keep working on them depending on the action plans that you think will come up you may have any questions we might decide well that's not really the direction okay so there is constant communication um clear concise transparent because that's all foreign if you look at the goals and objectives this past year so we

153have them right here leading edge excellence in academics or athletics and then you added activities so the four a's for this year right long-term physical health technology integration communication strategy let's go back to technology integration for a moment that i know that with the pandemic that was a big concern of the whole for many school districts of all um because now uh overnight back in march of 2020 everyone has to move curriculum and instruction and so there was this push for are we ready you know what we need to do as far as the actual devices and training for your staff for the students for the family for all that but you're part of that now so should there be a goal on technology moving forward again these are all questions i need you to

154explore and begin having your conversation and i really want to i'll try my best to stay out of any ideas or hints but just kind of remind me of what you have done and you know for you to decide where you're going so the document is up there is um from 2000 and good through 2020 and i think that during the pandemic uh dr troy did an amazing job uh in terms of the shift to virtual instruction and getting everybody to embrace a learning management system universally and uh we have one to one five business and i think and dr troy you can speak this a little bit i think we have really um accomplished the integration of technology into the classroom well i think to a certain degree yes i mean providing the equipment

155the hardware the connectivity if you will um we're out there i don't think the work is completely done because i think there's still work that needs to be done to thoroughly integrate the technology right right um and so we as a leadership team have talked about um continuing with staff training in the area of instructional technology and there was an offering of pv through walking out recently uh the google bootcamp that was offered to um our staff as well right and so we are going to continue to invest in professional development um in the area of technology and it is ongoing because of course you know dr terry has to stay on top of that um and i'm sorry i shouldn't be saying steven needs i'm stephen um and he does and he does a

156great job so in terms of it being like its own category i i don't know um if the board except that should be a separate priority for the 22-23 school year you can ask so you said that we're not complete so even when you want to never complain about how much you exactly have a budget for the technology investment well technology integration it's an ongoing cause of ongoing training right and then equipment-wise they don't last forever so but then a lot of that should be tied to other goals so you know maintaining technology um so it's really up to the board to decide what are the top five i know the during the 2019 we are using the fun right right now no more [Music] to professional development can we can take that [Music] um

157exactly and there was a time when we did not have one devices he did not have um connectivity at the same level that we do today um we didn't have you know the technology that detroit has put together inside and we we're really in a good solid position of the school district with respect to integration of technology it's now a matter of you know just making sure that our security is uh what it needs to be because of the ransomware issues that are circulating and using the help of that making sure that we are on top of the latest technology um but we are the place where our kids have the technology that they need to be successful and settle our teachers and our principals and our executive team and even the words about that

158so i think that it is integrated solidly into everything that we do every day and uh steven just is managing that which is not easy uh highly complex uh even think about the way that we manage our avoidance um you know that is now being done virtually as well so we are very well positioned in the area of technology so yes without that i mean that was actually the goals [Music] i mean that literally is the difference yeah you know so we were looking at things like classrooms of the future you know that kind of thing and i do agree that you know we've advanced a lot and i also agree or you know um kind of concur that it's not goal objective level um but there probably should be some you know sustainable things

159that we do and probably this is a good place for it where we just make sure we don't lose sight of it so it doesn't ever have to rise to that again because i mean part of the goal of a goal and objective is it's sustainable success right so it's like you don't sort of get there and then go back and have to do it over again in 20 years i wonder so then that makes me wonder if 15 20 years ago that reward was looking at the future what does that mean for us as what shelly was saying we don't know what it's going to look like and so part of how do we embed that in part of our goals is planning for a future and an unknown whether that be technology whether

160that be hands-on learning experiences real world experiences so maybe that becomes part of that third item of the product we're thinking about is how are we really looking to the future of what our students need to have to be on the cutting edge because i think that's probably what the idea was behind it um and so what does that look like i mean i think it's funny that you're seeing two computers in every classroom and then we had a computer lab and now we have one on one you had the computer lab then you had two computers then you had two computers yes right and they know that some of the schools are trying to figure out maybe do we start creating maker spaces right and how do we create those environments where the students

161can be creative um and maybe that being part of that whole product of what are we doing with our students but i think that's broad right so like you know maybe even yet another broad area is you know 10 to 20 year vision of where things are going and you know whether it's core education academic laws technology whatever you know kind of coming up with some of those that we explore on a regular basis because it absolutely was jetson like thinking at the time um and thank god we couldn't afford it and we had just finished right we had literally just finished the last capital you know efforts there and what we would have had to do is to tear into every wall and put cabling to make it work and that's why we couldn't

162afford it um so at any rate you know you move on a year or two and you didn't move that so i think that there is some real kind of importance to looking beyond whatever the next great thing is it kind of sounds like what dr koi is saying is that we've got the technology but we got to focus on the integration i it seems as though that would be part of the the next goal that we had talked about seeing the high level of education products that we're providing in other words integrating the technology into the academics into uh activities or whatever it is is what's going to enhance that product i would i think that integration is important but the integration should probably be maybe a subset of one of that next one

163of you know the um and it goes with the not to go back to the culture of service but i don't know if it would be that or a different one um when we're looking at the service that's provided if we're trying to provide as much quality services we can for our students particularly with the counseling services that's not academic or athletics or activities or parts it's it's another service that the district provides uh whether it's college counseling or other types of um counseling services so i don't know if that would be under the culture of service um as another subset or if it's you know how do we enhance those other services that support the student and support the student right right yeah not not so much the academics because the academics i i

164would see it maybe i'm wrong but i see that as you know teaching the student but it's the how do we get these kids into the quality colleges and universities how do we provide the the uh psychological services that are needing the other other counseling services not just at the high school but it's middle schools as well um and that's you know part of the social emotional component but you're absolutely right and then that that just takes me back to educating the whole child right and making sure that we have all of those touch points in place and that we're meeting the needs of every student isn't that the other one we you know yeah making what we make what it makes and creating originally when i was thinking that i was thinking well those

165four you know academics or athletics arts activities but it's actually not that's that's part of it the other part of it is the in other words the the the goal is harvey's thing uh the best student that we can produce the best you know graduates great graduates whatever it is yeah and however you define that but that's going to be uh not only them as a person but the person that's got all those skills from the uh from the four a's as well as that social network if you look at what it says up there graduates will be right that's what the board had previously decided they wanted to see in each one of our graduates and i think those are important characteristics um and so how we get there in terms of of providing

166um excellence in education um in arts athletics and activities um will instill those things in each one of our graduates um are you talking about more like college prep well i'm talking really the healthiest most prepared um student is going to be alumni right that is most prepared for the world the real world includes medical health right to math right and and you know everything can be formed getting close to the person when they step off of our campus they are ready for the world to take on the world and so um i don't know how you define it's like you were saying the quality graduates or whatever it is that we that we define and then you have those subsets it's going to have those four a's it's going to have the right social

167part but it could also have the um counselors because you know while counselors you know i mean i think we have argued forever um about the need for expanded services within counseling and you know i don't know what's happened in the last decade or so but probably not much different than the way it was before because you're still limited with the number of counselors so the focus is really around what classes you've taken how are you doing and how does that translate forward yeah i mean that's generally sort of the formula right um but the best packaging of that candidate is around kind of the entire thing and it's recognizing that a kid might be struggling in ninth grade and saying okay you need to take a step back and here's what you know i

168want to help you with so they get mentally strong and they're able to take that aap classmate you know whatever right whatever it really is so they don't just shut down and then not be able to carry on so it's kind of that much more early into the intervention and i mean the counselors the one that sort of travels through that student's career with them and are the ones that should have the greatest opportunity to help that along um but we don't have enough right and you know we need to build in more ability for them to have smaller smaller class sizes and or smaller groups they represent so i mean if you go back to the making of a product thing i think counseling is very much a component of that um because it's

169it's it's the that's the one person who's really helping understand what the kids passions are understanding what they have to have and then putting that package together right and quite frankly that's what kids should go to polly because that's what their counselors do yeah that is the literal reason that you go to poly is because that's what the counselors do and we've always said that and we wish we could do that here i'm glad that we when we mentioned about country service that's the the one of i i i know the culture of service actually cultural service i i i try to say i i rather you know the the the teacher staff principal they have like a more proactive you know the working the attitude to taking care for the sum of the issue

170of power i give you the example you know last three years you know we are not mostly due to the couple each one of you remember the recommendation later so the the parent some of the parents believe they only trust for one of the senior counsellor because you know the deputy the only this one can ride later right yeah so so before the last before this year we are struggling because some of the they are looking for that they do their own way to to appear or whether they can get the recommendation data from this staff and the the cancer even she no longer with us and also the the summer parent they said oh you know our cancer is always the junior so then we have a very good result yeah suddenly it looks

171like everyone should shut our mouths but what happened over the next year right so so in that we still need to go back you know the nomination what is a senior junior council so we have to use the professional development to pay them to ready you know they they they can give the any student or guidance yeah we cannot say oh then they're the parents say oh because they are the junior you know i don't want them yeah because the the pool tormentor is another senior but we have a good result yeah so so that's what i'm trying to say you know the with the professional development or give them to to to to update their technology and then you know next they need to for activity know their best to help the students and

172i know that the um high school administration is working on that in that they have informed us that they have the counselors now meeting with the kids in their freshman year um which never happened before so they are meeting with their um students more frequently than ever before and so that is something that is um on our radar in terms of strengthening that the other thing that that we need to be aware of is our counselors have taken on a broader role um at the high school in terms of also working with students um in terms of their social emotional issues and struggles and um that is something that has really changed since you were here last as a board member there's been more and more focus on um making sure that we're meeting the

173needs of our students in terms of their social emotional well-being that that has taken a lot of time and energy um and we have a counselor who is fully you know dedicated to our san diego high school wellness center and that has really um provided a tremendous help with the other counselors who are working on um college and career preparation how many counselors do you have now we have uh five counselors bless the wellness right or including the wellness cancer is the fifth one yeah so four plus the wellness there's also mfts right which has been a wonderful gift we've had marriage family therapists interns yes helping in the wellness centers and we're going to have a grant a grand reopening of the middle school wellness center um this year if you haven't been there

174you should definitely stop by uh it is an amazing space for kids and um we plan to stop that with mft interns as well so just because we're talking about being data informed so the difference between how it used to be how it is today it was one counselor for every 300 students and what you just described is about one counselor for every 160 students right so you really can i mean it still may be too much i don't know what the right number is but i mean that's i mean you cut it in half so there really is much more opportunity to have more experience and knowledge yes and we have to take into consideration that the admissions requirements have changed dramatically some colleges and universities are still requiring sat scores things of that

175nature some aren't um which really is a shift and a departure from what we're all used to um that doesn't mean that parents are not you know continuing to have their children um take the s.a.t uh i think our most of our parents are still doing that right jane yeah yeah and so um it's it's a different world that we're living in and i think that colleges and universities are looking for more diversity in terms of their admissions process and that will be and will continue to be a challenge for us at the high school but i think counseling is a really important area and has always historically been important in san marino and so that really should appear somewhere in terms of the board's goals for this chair i kind of think that the

176question is whether it's part of that product good global citizen work product that then has the four a's in counseling or if it's an entirely separate goal um will those fall under culture either one or both or to be started remember professional development levels before the programs and initiatives you have that will contribute to culture of collaboration and quality culture and also educating the whole child if you have all educating the whole child what was the first part regardless of what programs you have what initiative you start it is no support for those who are going to deliver it then nothing is going to happen right they're not going to achieve the results you want to actually it looks good on paper that they have certain programs but that you're not really being delivered i

177i feel like the professional development and the training um and mention earlier the accountability becomes again one of those data informed technology strategies that runs across everything we do because we can't have a good strong fiscal health and sustain sustainability plan without people who know what their job is and we're trained to do it well um we can't the culture of service everyone has to be able to be really committed to that so i wonder if that's another one of those it falls over everything um i've looked for that yeah i think to me too yeah so vanna could meet um that will touch all your goals right so because that's contributing to your culture of service your parents i don't think i think that is an entirely different strategy like entirely different and i

178think that the cornerstones for success which i think is what you're talking about i mean that's where i wrote it down so that's what i was interpreting literally is not an objective those are that's a tool it's a tool to deliver results i don't think it should be there at all because i think we have to be super careful about how we create a culture of service um and you need to focus on what that culture actually is and you know a tool to get the culture wants to fund is professional development but it's it's also going to be a tool to deliver making what we make you know i think we have i mean if you want to create cornerstones for success as a place to park things we could do that can we

179do another like um yeah can we do that what's the parking space for success and start do that right there yes i mean honestly i think it's like some version of this whether we call it that or not it's like kind of with that so then we move data and find under there yeah pull it out of once you have the major categories oh i actually put data and forms over here anyway so you can oh should we strike it there and move it over to the corner forever right there i mean i think we're gonna work on this forever you know it's certainly not wrong there right okay he's also captured and what mike to achieve the three or four goals that we have same logic but this isn't really a goal right these

180are just techniques technology integration i think yeah i think that third goal oh data we can leave we can leave it on okay leave it i don't know i will put it in both places because for sure we're going to have it under there because if all it's going to fall in a lot of places and depending on what happens with culture service there may be some version of that because that does require some heavy duty yeah which i think really is you know delivering great graduates extraordinary whatever we want to call it but you know some language about being the best you can be what kind of things producing high quality global citizens i like that because that's not the academics and the foreign yeah because what we want or we want our students

181to be the next president or you know the next superintendent of some school district somewhere or you know whatever i mean we want students who are making a difference in the world right we want to we want to have we would like for them to cite us instead of their college for that extraordinary success producing global citizens high quality global citizens okay just don't forget it by the time we'll try to all help you guys are really good at this i want to return a little bit back to the technology piece and integration so part of having the vision for technology proceeding correctly after i say my thing is um really okay so we say good job we transitioned from a traditional style of teaching and learning to distance learning to hybrid now we're back

182in person and we have the ability to pull back out and do different modalities and learning and i get it good for us board meetings we can have cameras we can integrate you can put something up and spur them all i mean steven is wonderful that's our top performing high end right stephen what i like to see when i walk into a classroom is that the teachers and the students are integrating fully integrating and using their technology and that means whether they are studying macbeth and they're understanding how to compose the music on the laptop that depicts that scene and the tone in the mood or they're in sports medicine and they're looking at the performance of an athlete and how does that performance measure on how high he jumped what what are the specific

183data that we can collect on that then we're looking at anatomy how are we looking at that spine how are we looking at the integration of that piece of technology and how the kids can apply it to a real world uh so it goes away a little bit we have done you know a number of demonstrations so in each of our subject area content i would like to see the integration of that technology which lifts our students and our teachers and takes us to the next level i get it i walk into the classroom when i see the study of shape i i get that i walk into pe and people are all you know tackling and volleyball and all that stuff is going on what are the other things that we can use our

184technology for that advances that study that gives our students some real world application and how do we make that global citizen how do we address that productivity that we want to see in our students because the kids are not always doing the internships like we're thinking that's a traditional way attorneys are you know uh doing their battles but how did they handle the information so they did a case law study how would that they translate that to how they would apply it in their daily writing in speech and debate in the next field that they're looking at because you know my own children who graduated um nine years ago i had to master that uh so again all years ago um they didn't have the technology in the high school as we know today but

185they have to integrate my son who's now looking at uh different data points and how to measure the productivity or the efficiency or how much this business system uh the valuation of the business versus my son who's uh creating apps for startup companies they had they didn't have all this in high school but this is our way of looking at what do we need to do in terms of integrating this technology taking our academics athletics art how do we do that because that is performing the different school districts and this is where we need to take them and i'm very excited about this because this is next generation that's cutting edge are you talking about technological expression at that point right i mean it kind of seems like what what charlie's saying is okay we're

186going to on the next one we're going to set this producing high quality global citizen's goal under that it's going to be you know smacking them out of the park with the forays and we're going to use the technology integration as a tool and strategy on achieving that goal and she wants to see that which i mean unless something but but yeah i mean that's that's going to play in on integrating technology in our culture of service as well and into our physical health and those are the the tools and the strategies that are going to be used to help achieve these goals so anybody i'm sorry i was just going to add on to what mr fund said it also um agency right student [Music] point foreign what and what we are doing but

187i think this probably is a very important uh concept i think also is i think it's a new idea for our school district for the focus in the future because we are the university k-12 so we really need to utilize our limited resource to expand for the student learning i think after the middle school principal so there are is a participate about the the high school you know the activity or some seminar because there are in charge for the middle school the next stage is high school so so i think that is very important and just just like we are talking about my real idea for the medical arts you know so so certain class in town in the elementary stage and certainly go to middle school and then high school and when we are

188doing this actually even we don't provide the internship but but this country is like the sun you already have a like practical training like when we go to the grander and look at the the what they call maintenance most medicine you know for those students when they learn the sports medicine people they are the acidic i think they know how to pay them for injury because they know how to you know take care of all the angle twists right so so this is just it is important so what i'm trying to say the i think we say your leadership i know you are going this way but this is from the the elementary middle and then the high school if we we are a serious you know education so so then some some of the

189parents when they they are kids finish it one elementary or let me say oh maybe i should stay right middle school i should stay with the high school because uh there's vertical alignment yeah so so this is what i'm trying to mention yeah right um sorry i had to step up because i'm coughing and it's not appropriate to cough in front of other people now excuse me um and i have allergies it's not coveted believe me i've taken two two tests the last you know six weeks has been happening to me but um are we now and i'm so sorry are we are we still working on this one or okay from what i i collected from the comments and then the application so not just integration of technology integration and application you're working on

190it and what i'm hearing is perhaps some critical uh thinking skills for these students we help people to do a high quality global table can i just i mean it's funny you should pick critic because that was like when you started talking about macbeth i mean for those of you don't know i'm an english major and funny thing is it's really come in handy um but as you were talking about macbeth in particular it really sort of piqued my thinking and i i think um you know my son played baseball here in san marino and his coach was a bit ahead of the curve with using technology and he had full-scale technology that evaluated the swing pitches you name it everything it was really quite phenomenal what he was able to produce so it's extraordinary

191and you know the team definitely improved as a result of utilization of that technology so i'm a huge fan of technology but i i the one caution i just want to bring up is you know when you establish an idea that technology integration needs to somehow be something you see in you know i don't i know you didn't say this but i'm just gonna for the sake of argument go there basically everything you i think you have to be careful and macbeth is what really did it for me and just so you know you know macbeth is really a great shakespearean play to help kids learn true critical thinking you know this is a scottish guy amazing scottish guy who goes and kills the king to become the king and you know bad things happen

192i mean that's just generally what happens in macbeth i mean if there is ever a play that has more real world connections in it i'm not sure i could think of it at this very moment critical thinking to me is a skill that's missing here and it's not technology i mean technology does the thinking for you you may have to figure out how to use it but literally our kids need to know critical thinking they need to know when a president does something bad well that's very macbeth like isn't it you know i mean they need to put those synapses together and i want to make sure that where we're not going is check boxes for teachers an extraordinary english teacher probably is not using computers right she's telling the story she's saying why don't

193you write about this you know that kind of thing and i don't want to lose that because the that's a teacher i want i want the technology too don't get me wrong but i want my kid learning the critical thinking technology all of your students that's the goal and they need to be able to or to be clear technology is not my goal critical thinking is my goal and to the extent that technology helps provide that great it's a tool right and it may maximize it i don't think i don't think it does any macbeth but you can prove me wrong i'm just saying like that's i mean but it may do great things in medical arts or math or whatever right i just wanted to make sure we don't link those two entirely you

194know i love that you brought the focus back to critical thinking because it is in fact critical thinking in how we apply real world exactly so uh my apologies by no it's how i heard it but really there is something to be said about taking it to the next level so now after i've read it after i've written about it after i've interacted with the characters and the theme and the setting and all that now what because the student needs to demonstrate some level of proficiency the critical thinking piece and that student also has an opportunity to produce a magazine in writing in technology in uh presentation in integrating the different fields so whether it's through music memorization performance designing the costumes for the play those things all integrate and that's how we can address

195the different learning styles and modalities and that's how we can address the needs of the students because not every student is alike right like i i mean love reciting and memorizing passages but the next student was sitting right beside me maybe really musically talented maybe gifted in designing uh costumes or looking at setting and how that applies and so those things are kind of important to recognize as we're producing or elevating the learning because if we're going to go back to the traditional way of teaching something we lose some of the kids we're not all i'm an english major too we're not always going to do english strangers and we need to give them those skills but i i totally get what you say because underneath all of that should be critical as well in

196terms of when we're looking at academics and even athletics there is an intellectual component to it we imagine your son getting all of that technology know-how about the swings and the various things but then to apply it in sports medicine or to look at performance or he got it in ninth grade instead of when he actually got in 11th grade what could have happened [Music] that's going to give you the students that you desire to have graduate conventions right today it's at the bottom you want to graduate it's a definition of what not not any goal but that's a definition of what they are product right right that's right and you know collaborative objectives all of that is important socially conscious or right very similar to that goal because a graduate needs to be a

197high quality global citizen um but we wouldn't i'm not sure if we're not all of these are important but i don't think that we list all of them these are you know or we just have it as a separate box like we do and maybe add a few more on it if needed um that that's the i mean what we've talked about already is is quality programs in each of the forays as well as counselling as you know and then maybe some others that are that are listed in our eyewitness would be one and then yes although i guess that either that is a a support for those forays or it's an entirely separate issue because you can be highly academic but still need help hidden in college and you know what i mean and

198or whatever it is um so maybe it's quality uh quality programs achieving the fluorite as well as you know quality counseling programs so what about uh would dei be transferable under that category as well producing high quality global citizens um being you know acclimated to diversity equity and inclusion and understanding and having a sensitivity toward others who are not like you um or not or is that not what you meant about global citizens well i i think it's it's part of that it's being socially aware um you're right it is part of it but it's also but i think dei really kind of goes into both because again success that's our institution whereas producing high quality global citizens that's our student right so we need dei and we need to have it for us and

199we need to have for them so maybe it's a cornerstone too yeah social awareness competency or just well i mean i thought the one thing that i didn't put up here is the global piece you know sort of the global citizen component i think we have to add that to the producing high flow oh you have in the top yeah right i think yeah it's a different guy i think the one that's here this is the culture that you're creating right right so and then you will see it in all the programs and initiatives that you're producing but i feel like at least it does belong on their culture but then you're you're getting a culture like that's inclusive i mean it could be repeat what you just said socially competent social awareness and confidence

200i like that social awareness and competency and when i just had that yeah yes and should we link that to this section here so that because i mean that's ultimately what we're saying they have and maybe we make less of a you know list i mean with this much of a list it almost seems like you're trying to list literally everything right yeah i mean for sure you're leaving something else [Music] you know and so we really went from a huge document to this one picture and it took quite a lot to get agreement on these sections so now you all are used to this more a long time right he's another one one [Music] yeah so at least right we're not suggesting we don't have quality ones well right and maybe the same with

201quality up top we make that some version of pro best expanded expanded social awareness and competency counseling you know i mean i know we're kind of bouncing around but it's important and maybe it is directly a subset of that goal but it's also what a graduate will be so do we include it on that instead of that goal horrible i don't know i think we we should probably ultimately modify that yeah so maybe we finish these yeah i mean we could add one for now but i mean i think once we play with this language i mean i would suggest we go back and edit this one to match it a little bit more um i mean i know sapita is going to talk about how we how we have it and you know sort

202of finish this out because we're not going to be finished finished we're just going to set direction today and we somehow need to figure out how to move from where we are at the end of the day to something like this we can put on our website that people get this from right one thing i don't know if this is um too micromanaged or not for this goal but what i would like to see is more internship more real world experience of our students not so um where you're thinking um but finishing it with a internship in that area that's giving you everything you've learned academically and then applying it in real world so that you're actually prepared to do what you've learned i mean i would love to see that i think equality citizens

203who are prepared for the world have that real world well i think if we want to take that down though and make to the elementary school level it becomes about real world experiences so at the elementary level you're not gonna necessarily have an internship but how are you interacting with the world um so maybe that just becomes like i'm trying to think of how to make it a neat little bullet point um real world experiences and opportunities well enlightening i mean i think um i mean it so it is really difficult for college students to get internships and very few of these companies are going to provide them for high school students i mean you know we may be able to leverage some contacts and make it happen i just want to be careful i

204because i think what really happens at the high school level is they get awareness um you know they may be able to contribute in some way um but i think i'm i'm just not sure 280 students of the senior class have been going to be able to go out and actually truly get an internship but not necessarily only from a company or from corporate america but from social uh programs um my son not to be you know governing based on my son but my son did a search online to find different internship opportunities and he found a great one with peace over violence which is designed to uh you know effectively work against domestic violence sexual violence and so on any of these real world experiences where kids are learning skills but also going into

205communities that they're not necessarily a part of whether they're part of that community or they're part of a corporation or they're part of a company whatever it is i think there are a lot of opportunities that can happen i'm not saying we're going to achieve it for every student or that it's a graduation requirement but it's an opportunity for them to learn from that so well certainly some sort of world exploration is a big thing right so like you know my daughter did national charity league my son was an eagle scout i mean there's those things those opportunities definitely exist but it's more a um you know it's definitely not how i kind of see internships this is more like you're doing the work but someone's arranged for these work opportunities for you i mean

206yes so but the outdoor education in the middle school for example is is a perfect example of learning out in the world it's not in a classroom right it's a great workflow and so then bringing it down into the middle school level into the elementary i'm you know i'm sure you guys can come up with some opportunities after that well field trips so so i just want you to be aware that um when we had a counselor that was working in the career center um one of the big initiatives was to have that counselor responsible for student internships at the high school that did not go so well and the challenge was um that kids are over scheduled at the high school and they themselves weren't as interested as we wanted them to be in

207some of these internship opportunities because they were just too busy doing other things um having said that we do want to create some opportunities for students at the high school and one example of that is if we're looking at a medical arts academy um you know we're talking with uh usc right now and you'd be interested in talking with us ucla or other uh iegs about um capstone projects with their universities medical schools or um internships and so right now we do have an offer from usc if they get funded for a research project um to involve our students in in conducting research at usc so we're we're going to work on that but it probably will not be as president caldwell said universal in terms of really affecting every student in the high school

208but for some it's certainly going to be a wonderful and unique opportunity it goes back to what mr chang was saying which is you know we need to distinguish ourselves as a high school and mr kalaki you were saying you know there's lots of different ways to look at this right it doesn't have to be an internship with the corporation um outdoor ed is a great you know great experience for students real world um you know what your son is doing sounds amazing um we have a community member that mrs ryan knows really well who um is very involved in the rescue mission downtown troy forest and i think she's their vice president well places slums on the board oh perfect okay karen's on the board yeah karen's getting her phd to actually work with

209the women in that program that is wonderful that's remarkable and so we do have uh people in the community that can create those connections for us and um certainly that's a great opportunity for our students to get involved in partnerships i like that well that but i think it's about exposing our children and giving them opportunities i mean that's what we were right yeah yeah providing real world experience right linda what you just said about our kids being overstepped i mean i actually think that's part of our issue too because you know what our kids are doing is the shotgun approach to trying to cover themselves for their college application right and literally everything you read says that's the worst possible thing you could do so part of the transition to get to these high

210quality citizens is to find ways for our kids to focus on what they love right so instead of parents like me saying okay yes you're going to here if you're here and here this summer and they're like you know and we picked the thing they really like and that's what they do and i'm okay with it you know and i think maybe perhaps our counselors meeting with them during their freshman year will help to guide that journey in uh ways that we haven't seen before it's the parents though i understand but the kids don't understand in ninth grade they haven't pushed back yet so the parents still control it right it's somewhere in that frame where the kids say hell no right but we we can provide parent information nights at the high school um

211we have you know evenings where we provide counseling information to parents and so i think it's it's a process of education of not only our students but our parents yeah we should start that at the middle school because they shouldn't go there because right i mean like you know there are always old people that are like helping inform these kids about you know are there these younger parents they come to us for stuff all the time sure we're probably not giving them the right advice you guys are training them to do things you don't want right thank you you know because i all the time i have experience helping for the students because we want to give our students an internship they need to have some free education process yeah to the student and parents

212justify their apparent you know that they said they want to change the hospital volunteer uh every four weeks i said this is not not good you know because you you better you stay with the one consistently right why you they think you know they can put all the hospital on them on the one page it doesn't help right so so and also some parents are very pushing you know their finger because once and you go to the internship is a diver you know the relationship relationship between employer and employee so they need to is ready you know the step out to the real world you need to learn how to follow the company you get another guidance it's another or you are you still in this morning high school or you can do whatever yeah

213and also something they may pay attention about the dress so like you go to the left then you mean you have somebody call whatever so a lot of you know things we need to educate the the parent and the student people who send them out yeah something we came up earlier and ties into that is that idea of making like there should be some sort of vertical progression yes if we're starting kids off with exposure um to various fields because part of the problem with having the benefit to a shotgun approach is a lot of kids don't know what they want to do and so sometimes the pressure is that the kids feel that they have to focus on one thing and maybe it's not what they really want but it may be easy to

214focus on that one thing and just stick with it and then they get to college and they kind of stick it out and you know they hate it yeah um so i think that and you know this is there and again lies our challenge as a comprehensive school is that we have to be able to meet those needs for different types of learners where you have the one who wants to just go straight through in one path and never diverts from it another one that's jumping and doing different things so i think i don't know at some point how we build in that vertical progression and you know there is this period of exploration exposure and then there's a period of really digging deep and um and i think that ultimately gets to that global

215citizen so where when they graduate they can go in the direction they need to go in i mean it's like the math that's the big thing with the math frameworks right now is you need to set them up for a certain path but you don't commit them so early that you've created any barriers to them getting there in the end but you need to create the opportunities for them to go in the different directions now the kid who's just doing social science in high school doesn't necessarily have to take calculus but he really needs to take data science so how are we creating those vertical pathways through thank you for bringing that up because it's very important in that has been top of mind for um dr richard in her role as assistant superintendent of

216event services and she's been working very closely with our secondary principals um to create those um pathways if you will um through vertical alignment and so that is something that is on our radar um but i do appreciate you bringing it up because it is very very important for us um and for our sustainability going forward i don't know what that looks like in terms of but i think it's kind of a big thing because you know you're right you don't want to specialize i mean you know in theory what you're learning is you know how to apply your gifts forever right um but even when you apply to college as a senior the vast majority of colleges expect you to declare your major on your application right and so you know at 18 years

217old you really probably aren't in a position to know that and i think that that has to be a bit of an outcome as well that you know you don't feel trapped to become whatever it is you put on your application i mean but you know you need to learn how to pivot from where you are and go wherever it is you think your passion is going to be because it's true i mean there are so many i mean i you know i mean honestly i was really surprised when you know both of my kids had to like figure out exactly what they wanted to be at 18 years old yeah i'm not sure i knew that i mean i had an idea because i think that nowadays it's less about what do you want

218to be and what field do you want to exist in because everybody's making these lateral moves and they're not staying in one job for 10 15 years they're staying in their fields clearly i think you can move out of your field right and i'm like if i pick medicine and i end up changing something right and i think that's the key is like that kind of gets back to you know having learned i mean you've learned a lot of things that are important if let's say you become a doctor right i mean but you learn a lot about learning as a part of that process that you can apply elsewhere and should find ways to do it if it's you know what you're doing is not what you want to do or what you're learning

219isn't what you want to learn one other thing that i do think is important to get these high quality global citizens a head start is um that we should include expanded cpe and rule enrollment opportunities because that's going to get them one step further in whatever their progression is that they're going to do we've talked about expanding cte opportunities i think that obviously also helps with the dashboard as well but the dual enrollment expanding those classes i think are very very important [Music] do you want to add those to under your producing high quality global fitness dual enrollment stp i mean i think it naturally falls under the academic part of the foreign you know and that's those are specific programs that fall under the academic you know it might be a sub sub now

220we're kind of micromanaging but when we're talking about something as big as ctes specifically identified on things like the dashboard and dual enrollment but you know i think it merits being mentioned or at least the sub under the for it keep in mind that the main umbrella and a lot of what you have under are going to be what the team will work on developing and maybe some that you're not even thinking about right specializing in education and creating uh educational uh outcomes so um i just want to make sure that all of your thoughts and restrictions are captured here for linda to know so she can bring this back to it and come up with and i want to uh acknowledge your commitment um by for staying in the wash and not getting into

221the house and i know you mentioned a few times and that's exactly when boards start saying you should take care because you're all here to be here and you will do it if you were not doers and fixers you wouldn't be here as a board member who really cares that is passionate about this education and giving you a volunteering time it's very difficult to just sit there and just take the what right because you want to get into the house they really experience the comprehensive and whether it's written there or it's as the team is then meeting and they say you know you remember hearing cbd and dual enrollment was important then they go and they say that that's fine as well it's a big enough issue but yes you know it's either one that's

222one and we are continuing to work um on dual enrollment opportunities and cfte pathways and possibly um academies so which is a different spin on um on on that pathway right so we're going to be looking at those things and they are um certainly things that we are continuing to work on as we go um we're going to be meeting with a board member from pcc very soon to just um restart the conversation about dual enrollment so so why don't we just put it as a parenthesis kind of thing under achieving the forage so we at least sure capture it that's a good idea [Music] yeah so we're going to go back so i mean one of the things that i had captured is we wanted our you know staff and students to feel proud

223and proud of place right you know where do we want that in a culture i think so because i i think it's important you know like we i think we want people to be like i got this from san marino or you know we're really lucky to live in san marino because our kids get whatever yeah only if everybody else agrees i just kind of like the concept of that it does i think pride and confidence too yeah i don't know pride includes confidence already if it does is it become redundant to say that at this point whatever it takes we want them to be beating their chest that you know yeah they got it from us [Laughter] now what i'd like you to do look at your nose because this morning i asked you

224to look at and identify areas for focus right for for setting the goal here you can see if you have already captured all of those areas and then would i ask leave this to you is to ask the questions that you need so then you're walking away with a very clear picture of what needs to happen can we and then you're going to get okay okay let's do that just to do something different and then you're going to come back to this level yes and you're going to look at your uh fiscal goal from last year if you can put that up i think that doesn't go forward can you pull that one back up thank you the financial peaceful yeah that was one of the goals yeah he goes in objection and in my

225notes the only thing i see missing and it's probably implicit but jane and shelley both use the term beef engagement and i think we should add that to our high quality global citizens we want them to be deeply engaged i didn't bring it up that's why shelly i like it so i can give you my definition yeah but i mean i like i think we should defer it to shelly or jane initially since my notes say they brought it up yeah to be deeply engaged means not on the surface so on the surface a lot you can be learning grammar or technology a deeper look of study um means and kind of buy-in if you will invested time invested and invested energy but also um it's uh it's quality of learning right and because it's

226like when you delve into a little bit of everything because you're sampling or you're exploring you don't necessarily need them to dig deeper but on some levels in some areas you do need them to go deeper otherwise the authenticity or the higher level learner would not be involved so it's not on any specific thing that you're talking to is just when a student gets involved in something make it matter get get your get your hands dirty get in there and really learn below the surface and be able to make it okay yeah deep engagement and that's something we look for when we walk into the classroom right you look for student engagement and and i i have to tell you that every classroom that i have been in i see engagement so that's one thing

227that we do really really well and our students are tremendously engaged in learning um when you walk into each and every one of our classrooms and then i guess the question is does that go under any specific goal or does it really focus on graduates will be basically engaged in whatever they're doing like is it another characteristic along with critical thinking and so on is that kind of defines what a graduate is somebody that people are graduating and still engagement so everything else well as long as i mean you know just i thought joseph's words about distinguishing ourselves you know just those two words are quite strong by themselves and i know that's how we started this create a culture of service but we may want to we may want to add the terminology distinguish

228ourselves i think that's really important going forward especially in light of effect at the secondary version of finding enrollment and the one thing that will help us to stabilize and grow enrollment is to distinguish ourselves and make sure that we can be competitive in terms of providing um outstanding uh excellent education to all students so so sincerely since we already mentioned about distinguishing ourselves i really like you know also compared to universal this week she what happened each school district they have some you know the strength or weakness because right now yes but i do want to be i want to be clear about something um that that has been circulating in the community um and that is when when people are saying that wakanada is the number one school district that's according to niche

229um and stephen you want to speak to that a little bit about the um criteria that niche uses to distinguish a top school district and and by the way we're we're top one percent according to niche and we should be and and we have really good ratings um but stephen do you want to talk about that because this has nothing to do with how we were previously measured previously we were measured based on our api scores and and that directly related to our test scores that's no longer the case according to the california department of education they did not want to use those metrics because they want districts to be um more equally defined right they're looking for equity which is why we have the lcff uh and the lcap um now and so um

230when we're being measured by by niche that is based on dr troy [Music] the um and one of the areas that the district can improve on is definitely more positive so i know internally one of our goals is [Music] i you know my professional you know i i mean field so i see a lot of the young youtuber professional because just remember there's about half a million difference right the the the property so even the young people they can afford they just choose to like another sure but that's the reason i you know today i'm i'm keep talking about stuff from the culture of service i i'm thinking just like these two school you know they're running for either half 100 meter or the maybe a marathon but it's very close so so i i

231i'm kind of i either say that worry or worry too much but we really need to i i hope that you know what i'm not doing on my own management so you can find out oh yeah what was the all the factor i said all the factors i i want to put your minds at ease we are very highly competitive and we want to make sure that we're out in front we always happen and we believe we always move and so we're going to look at that we will look at ways to make sure that that continues to happen our parents pay a lot of money for the homes and we want to deliver the service and the excellence that they expect and deserve and we will continue to do that so don't like that

232might go ahead i was going to talk about a couple of sub-point ideas for the physical health um i think the bond is a big one i think the particle tax is a big one but but specifically with the particle test i don't know if it's legally permissible i don't know if it's feasible but the i've read recently the city had a very good idea about taxing empty homes and i i would like to try to explore that if we're going to have a particle tax we have a certain particle tax level for homes that are occupied and a higher particle tax designated for empty homes because we are losing the potential students from those empty homes and it may be a justified uh justification for whatever the dollar amount is for an occupied home

233whether or not they have children but specifically with a a not abandoned but an empty home yeah is that uh capable of having i don't i don't think that um the law allows for that but i will look into it and get back to the board to make sure that you understand um all of the elements involved in something like that i think that's why the city is is looking at a special tax to be levied on the homeowners whose properties are vacant um that's inventory that could be filled by young families moving into san marino that's just sitting there um so it'll be interesting uh i have a meeting set up or i'm going to be meeting with um marcela marlowe the city manager to talk about that that's a great idea that you

234know or maybe a great idea that they're doing but the district takes the financial hit of that vacant home and the city tax system unless i'm wrong it does not change the district any of the increased tax revenue from that uh right it's a deterrent right for those people to continue to have their homes um sit there vacant i i want to meet with the city manager sit down and talk with her about the city council's intentions related to that um but i don't know enough about the situation to really comment on it at this point i think your ideas are interesting and should be explored and i am committed to doing that um we we need to work together the city and the school district and partner with them to find solutions um to

235really make sure that we're addressing our current needs which is to stabilize and possibly grow and especially the secondary i think if they would just share with us their legal opinion that plan to do it and that that's just they voted to put it on the ballot so it's gonna need to go to a vote is my understand it is yeah but i think they wouldn't have gotten that far right and they didn't have some sort of legal basis for yeah right and you know i think well if they're doing just that we could just read that but my guess is they had some outside counsel take a look at it as well yeah and i don't know if they'll share that they might not you know maybe she won't share it but we could

236also reach out to certain council members and see if they could give us something that may be an avenue that we're going to have to renew particle taxes but it may alleviate the need to consider requesting an increased part of the tax because of current financial situations or occupying homes it's an interesting question i really think it's it's worth exploring and i'll look into it and certainly get back to jordan but at least i mean on on the fiscal one which doesn't have any subsets i mean i think we're talking bond and particle taxes are two natural ones that are there well bonds partial checks and interdisciplinary transfers right those are the three big ones and whatever then minimizing decreasing enrollment which is in our district transfers but also losing suits we've got that again

237i think we say decreasing enroll you know kind of finding an enrollment addressing declining enrollment or minimizing uh the finances maybe just say enrollment yeah and then under that is where we're talking inter-district transfers and maintaining city communities right i i don't i don't like putting interesting declining momentum okay i i feel like it keeps putting us down in this like sense of framing everything is really negatively um so are we comfortable with striking out and starting over well we could say addressing enrollment trends period right i mean sure because that also includes then the inner district as well and if we ever have you know increasing enrollment such [Music] probably won't happen while i'm here but uh okay the cbo religious you know the uh development uh text yeah i'll see the real number

238for the update government well maybe we make it broader right all allowable fees for whatever right because i mean the only time i really remember the developer you see is that little section kind of a across from where coal used to be you know that developed that there were like 10 houses or so that are developed like along huntington whether it is [Music] there has an issue with you you appear about the four house or you you keep one wall i think it's different oh you mean if you like tear down all the way yeah there's a piece i don't know the detail but i think the reason they have this kind of the position i think that's why you leave one wall standing isn't it so you don't trigger that but anyway i mean

239it'd be good to know what the likes are yeah okay going to take that developer i mean now we're getting into like facilities yeah i mean i think you know what we're talking about right yeah so it'd be nice to be able to say here are all the things where you can pick up some fee income whatever it is right maybe we call it fee income than let's say beast choice to ayso chinese school yeah that's a lot of that's a lot of negotiation involved that takes a lot of time i don't have the same penmanship i'm giving her i think we will you know so understanding them is one thing and then choosing to support other you know things that make you know helpful for our students i think is another right the the

240next one i want to mention i think we we don't have too many vehicles to get the revenue right so so that's a fun you know they also if we have a renew then they can because right now maintenance may offset our revenue so if we have a bond then they can help yeah so and then the puzzle takes uh every several years need to renew right so actually in this smaller school district not really can create revenue you know the endowment just maintain you know the enough of the revenue so enough uh you know this looks like no way to create extra revenue so so and i'm thinking i know we are another university college so that table but you know if our other night they are successful and they can touch i think

241we should talk about that because i would argue if you could run it here yeah you'd want to so you're not subject to the vagaries of whoever is on the foundation path okay so how um how would you phrase that um so i think uh explore endowment or your name i just write it down and under one above it slash endowment donations splash endowment because i mean the endowment is going to come from donations yeah i mean honestly i think the only endowment that the foundation has was created by the school board and just housed there right so okay well instead of maximus fees just because it gets public the income period like maximize implies that we're going to raise yeah everyone gets a little bit like are you raising all our fees now though

242yeah they're all going to start getting and then on bond can we clarify its facilities gone because people don't hear your bond and they think bond taxes and everything facilities slash capital right capital size i mean well no i mean it's technically a capital bond and it might be beyond yeah do we put in there um maintenance um thank you i think i wouldn't because that's its own story and we know what it's for because it's it's two issues i i think it should separate because uh and this is also the cv of the future the the job you know we we need to figure out just just assess all the physical brain see some what what they like to fix yeah because before we get the bang to support actually you are eating the

243the the the revenue right so so then it is very important i think a maintenance schedule i think may help and minimize the expense yeah we need to update our um our lead assessment and our facilities master plan and so with this being um part of the board's uh goal for information concrete um staff would start to work on it so i think we figured out that the first time it could appear on a ballot is 2024. so the implications of that for death service on our gymnasium pretty significant and i think it proves your point yeah but having said that i mean even when we did the first fund um we struggled with because we wanted what we were doing to be or you know the planning for the first time or the last

244version that went out we struggled with what we were doing because we couldn't build a sustainable source of income to maintain the main the necessary maintenance um out of what we already had it's still a big missing component right so you may do the bond to get you back to square one right get you just sort of some neutral point but the problem with that with a capital bond to do that that was 140 million dollars just that part by itself but your life of the items you're fixing is less than the 30 years that you'd likely need to sell the bond so you have to have another source of income to fund that maintenance or your base someone else is back where we are right now you know we saw the storm and otherwise

245uh we have to spend probably across a million right well that's a much bigger black hole you know yeah absolutely that would have been worse um but you know the other schools have they're old too and you know it's just stuff so anything else on this one and you can also look at what you have which i know you achieved but so what about reserves um is that still important to the board or not important to the board um in the event that we were to go out for a video of measure r which is the next one in the queue and it did not pass that's 1.6 million dollars that the district would need to come up with in order to sustain its current staffing i would think that the strategies that you're talking

246about are falling under the park with that with the reserves yeah because the reserves and they fall under the particle tax and the bond i mean um i don't know it's a strategy that you would propose i mean you could you could achieve your goals with that strategy or with a different strategy right and if we're telling you you've got to have certain reserves or whatever i just really want to get input from you with more detail i i think so i i think what we need is a series of like position papers because there are many ways to kind of cover for a short what we would believe would be a short-term problem right so i mean we could get another loan i mean we'd have to evaluate it did it fail because the

247you know it wasn't sold properly or you know what i mean volunteers are a big deal these days just getting them so you know did you even have the right people leading the effort i mean it's like there's such a million different things and you know you may you may not be able to field that group of people right and if you can't then you probably need to understand what all of them are sure i actually made the same note for um the data informed practices so like we're talking about niche i mean we should have a position paper on what our ranking actually is and how it compares to prior rankings who niches you know and whether we like it or not they they produce you know they produce a ranking right and like

248i i for one want us to be number one in every single one i don't care how stupid they are i still think we should be number one and we're working on that i know but i mean it's so but it's like having you know part of the communication tool it's like having those things already figured out yeah so as soon as they exist you end up you know basically you're informing the community and still the other way around yes and i i agree with that wholeheartedly i was just wondering because it was part of you know what we did last year as a separate category and part of that was because we needed to set aside uh three years worth of cop payments um in a reserve that was generated from one-time minis that

249we received but you chose to we well the board chose to yeah based on our our you know future projections of declining enrollment not having that um being in our budget previously um because we had a wonderful uh benevolent donor who was making those payments for us um and now it will become the district's responsibility to do that and again the original plan was to you know um pass a bond and so when when measure s did not pass um you know we our plan sort of was put in the parking lot and we had to come up with something different which was um you know figuring out how we're going to make that cop payment ourselves um and so there were many reasons why we wanted to set aside bunnies but you're right that's

250part of a strategy we can do a position paper not a problem i just wanted to know whether the board wanted us to memorialize that in writing under the three years of payments so that we're set aside get us through 2024. okay so if we were to be able to pass the bond in 2024 then we don't have any incremental need to encroach on our just basic revenue so i mean so that i think is kind of that's sort of the understanding i think needs to be crystal clear for everyone because if it doesn't happen then there's some huge impact on 2025. yes and one thing that the community came back with after measure e failed the first time was you know why doesn't the district have a plan why do we have to you

251know figure out how to raise this money um to restore teaching positions before the end of the year because we have that march 15 deadline that is imposed um statutorily and we have no control over that march 15 deadlines we had to notice like 44 teachers that year and that is you know that is devastating for a district our size and so we were really up against it in terms of the next opportunity to put that on the ballot was june 29th so when it failed we noticed teachers on march before march 15th and then there were all of these pop-up fundraisers and the schools foundation was scrambling and um you know i just kept hearing from people you know why doesn't the district have a plan for emergencies like this we're only required by

252the state of california to have a three percent reserve that three percent reserve is it could be spent on payroll in what like a month it's it's nothing and we're actually two months two weeks so two weeks even less okay right so so it's not substantial enough to be able to carry us over um if something like that happens again and so um you know we wanted to be able to say to the public we are working on a plan to provide a buffer it's not an end-all because it's it's not ongoing revenue it's not ongoing money but it might bridge the gap if something like this happens between a march election and the end of the year so that we don't didn't have to lay teachers off until the next year i think that's

253part of the position paper right because you know i mean at the end of the day we don't want to break in service we don't want to send out pink slips in march when yeah clearly we don't expect to have them but we have to look at it in the context of all of the decisions so you know part of that's often based on a declining enrollment number as i recall yes it is right yeah and that number was always understated because we wouldn't acknowledge in our district transfers until august that's correct so i know there's been some changes there but you know it's like those are all part of your position my guess is you do actually want to have some level of reserve if you can have the reserve by without taking away

254from the student experience yeah right so i mean it's sort of defining it in a way right that you can say that and and that's what we did last year we were able to do that without taking away from the student experience and that's because we got a lot of one-time monies and during the pandemic when we're shut down we paid less utility bills we didn't have substitute teachers coming into the classroom because we had virtual instruction so there were opportunities for the district unprecedented opportunities for us to save money that we would not be able to save under normal circumstances and um we are declining in enrollment so we have to keep that in mind and one thing that we need to make sure of is that we have a staffing plan that is

255commensurate with our enrollment year over year um and we're looking at that very very closely um there's lots of things to to be considered if we don't have a solid financial um health and sustainability plan we can't do anything else i think mr clackey said that at the beginning of meeting you know that that comes before anything else um and districts like san marino are not favored by the state of california in terms of you know supplemental concentration grant monies which we just do not get we get a little bit of supplement but no concentration reminiscent every other district around us so um we have to overcome that and the way that we do that is through the school's foundation and generous donations and we're so grateful to our ptas as well um but that

256is how we're able to provide a premier experience for all of our students without that we would be bare bones academics only which i think comes out here but we should add smsf and ptas and philadelphia so we recognize that yeah this is the one i just want to speak out for smsf you know the just look at the last one here you know well we cannot brand someone but i think that there is this you have a like a initial understanding how to get the right the [Music] the the school completion uh the trustee because uh as a this is another secret in order everyone knows this this is three first you know they uh come on not to give the money to the school district so this is kind of ridiculous so i

257i think that they should have some i think either liaison or just talk about we need to emphasize you know the how to build up the the vision you know the leader at the school engagement trustee who have the school to raise their money i think if we were talking about a fourth goal i'm looking at we've got the financial health we've got a culture of service and and high quality global citizens so the culture service kind of speaks to [Music] the institution um the global citizens speak to the students but we don't really have anything meaningful here about addressing our teachers and our staff and i think that we should have a goal that focuses on maximizing morale for our part of our team that implements the culture of success and produces the high

258quality global citizens on a daily basis um i think that there should be some goal uh that we're focusing on that that addresses how we can make our our teachers and staff um have that sense of pride and confidence and that's very important it's actually critical um going back to what she said this morning which is you know people matter right um it's it's true and so i was thinking could that be folded into creating a culture i mean it's a culture issue right boosting morale um are we ready to service or could we say creating a culture of success and then put that there um i thought when we put people focused that's what we i mean that's among the things that i sort of in my head put there i mean it may

259not be you know detailed enough but could we yeah i i agree that we need to address uh we need to address the social emotional well-being of our staff it starts with them right and if you have happy healthy productive teachers that is going to translate to thriving um classroom environments for our students and so we do need to invest in that um the building connections um we have it there as well i don't know i mean maybe we pull those two out and just make i mean we could use a fourth one if we wanted to i really don't think you need one because we need falls under culture now i i do think if you not disturb and create a collaborative culture or social success possibly however you want to call it then

260all of this is going to fall under i don't this is really important right because the teachers and your staff are the ones who are serving your students if they're at their best in all the dimensions of wellness you're going to give their best right you can't give your investment you're really feeling low so uh this is really critical but it does fall under culture effects as well but it falls under culture culture but i mean culture of service is critical it's it's somebody coming in and you know asking a question and when the easy answer is no it's figuring out how that answer can be yes it's a change in thinking which is monumental for folks that don't have it so i think if we want if we want people to feel like they're

261getting nordstrom level experience with us we must have culture of service if we want to split out something for teachers and staff or you know whatever else you want to talk about fun we can have some other kind of culture too you can have more than one culture um but i really love that culture of service love it i think it's truly next level for us i like it too because the culture the service that's being provided is to our community our parents but when i'm sort of speaking to a different culture culture of appreciation or a culture of value for our teachers and staff whatever it is that we name it and define it as but something that speaks directly to making every employee in our district and every future important in our district

262wants to be part of our district and to know that we're doing everything we can to keep them in our district because when we had a very large number of rift notices go out the morale was tremendous not just on the teachers who were friends but on the teachers who we made because they had lost their calls their work their i mean their their co-workers their friends so having a culture of whatever how we wanted to define it i really think that's something that we want to let our our team know we appreciate you i i i totally agree with mike you know that we need to put in the future and stuff but but i want to challenge the union of the this administration is that we are not doing enough but you know

263sometimes the more temporary law because you know the union negotiation so then they they then satisfied about increased synergy yeah but but i think during the last two years in uh kobe 19 i think the teacher and staff should understand we put their safety as a priority i think i i don't think the other school district can do the get the first shot during the april of 2021 right so so i if would maura have a low clo i really like to challenge you what's the reason from the hr you know because i don't think we uh let's serve for the teacher and staff because this is the the menino unified school district is the most safe community when they walk here they already have a certain degree for the for for the security issue

264or recover so and also routinely you also you know appreciate you have like the the year of the picture and the staff so if not enough yeah let's find out what's the reason because instead instead of you know in the public section you know people some just a few people just talk about we don't appreciate i think after 4 members 21 years i appreciate pictures and stuff but that i i don't know why they still have a complaint because of just the increase right yeah [Music] challenges from home right so they they have a lot on their minds especially now with uh how many so but that's something we do need to focus on but you also need to find out is it low you know how we still it doesn't need to be data

265anymore right the perception might be that you know you go through your pictures you go to our staff members and you find out that maybe it's not true so you don't want to respond to something that that's not necessarily there so i would say for for all of your goals you do need some data to start with where are we and where we want to go and how do we get there right now you know the teacher and staff justify the parent and the student you know we yeah definitely we need to pay attention we have to listen and and then they have an issue we need to resolve and and then we with the very proactive you know the service attitude listen and do it yeah so i think we're not that way but

266but besides that you know in terms of physical health sometimes you you can learn in a satisfy them not another story yeah well it ebbs and flows and i just want to say this really quickly because it's really important for everybody to understand this and i have experienced it personally as a professional for many years and i am um very well connected to my my hr colleagues and superintendent colleagues um in up and down the state and they will tell you that anytime you have to engage in a reduction and force your right you know morale goes down it does i mean that's that's um predictive but um it's what the organization does to try and and bring that back but we as a small school district and as a school district that really struggles

267financially um every other year or so and we have to rely on the school's foundation and two parcel taxes to really provide the level of education that we want to provide we have more layoffs in san marino cyclically than our neighbors who have the supplemental concentration grant monies and prior to that back to genius day you know when we had um categorical funding and there was an abundance in other districts of categorical funding which we really didn't get a lot of in san marino so we have to be mindful of the fact that we're going to experience dips in morale i think more than our neighboring districts because we're going to have to lay teachers off um more frequently only because of our financial reality however um i you know i'm gonna work really hard

268with my team to make sure i'm looking at dr rose to make sure that we have a staffing plan that is commensurate with our enrollment if our enrollment continues to decline right we may have to lay off a few teachers um but we're going to work really hard to be proactive instead of being reactive and that's what we're trying to do um as a team and as a staff um but just understand that we take responsibility for um making sure that our employees feel valued i can't force someone to feel valued but i can thank them and i can make them you know tell them that i appreciate them um our principals do that all day long we're going to make sure that we're creating that culture of service and that starts with us and

269um we really do need to invest in morale but sometimes you're going to have some people in the organization that no matter what you do they just see their glasses being half empty we will work hard to remedy that because we know that it pays dividends and that there's a return on our investment um but just understand that we're going to be faced with that challenge probably more frequently than other districts for the reasons i just stated do you want to say something yeah i mean i i'm sorry sorry no go ahead so so i i do think we need to pull it out um for a lot of reasons i mean one morel is an outcome it's not a goal right so i don't even think we should use the term around because it

270honestly is not something we can control in many many ways i think what we should do is to create a category around something like valuing and appreciating our employees um district staff i mean just general all district staff um and and i think we focus on it that way i think we distinguish between right sizing which is inevitably going to happen i mean if if we do in fact decline and can't fix it we cannot carry staff that we don't have right this is corporate 101 there's no other way to do that um people that see the world as half 50 probably shouldn't have been selected in our district to begin with i think we go back and look at our hiring practice you do not fit the model we want here people like that

271shouldn't be here i mean at the end of the day they're not who i want teaching my kid just just off the top right so i mean i think it's all of those things i mean we need to have the right mix of people and we need to be telling them what it takes to be successful here and we need to confirm about that as it gets to the march annual pink flip note of thing though shame on us for not figuring that out you know i mean at the end of the day there's if there's ever a position paper that needs to be written it's one that says here's how much money you need to have to avoid having the annual march pink notice thing that shouldn't happen and that should be a motivating

272factor for us and it should be why we do whatever we decide to do over here because there's literally nothing worse for an employer than to send someone a notice saying you may not have a job when you know full well you're likely going to fix that and i mean it's 21 years at least we've been doing that i mean it happened way before us um which is just shame on us really that needs to get fixed you know again utilizing the tools and the strategies of data and forms so for example um if trying to find out what it is the concerns are of our staff and if we find out that the average deeper teacher compensation is in the bottom third of la county or the bottom 10 percent of california or whatever

273it is um maybe that's something that we need to look at i understand the fiscal health impact that fiscal health issue impacts every single goal and sub goal that's on the wall it affects our ability to do robust counseling it provides you know it affects everything and so yes it is it is a reality but we haven't we haven't actually said well we can't do this because we're not gonna have the money everything that we've talked about today has been okay let's go try to find a way to do it and so when it comes to valuing the employees it i believe it's necessary we have that same can do will do attitude it hasn't been negotiable so much as far as any of these other goals and it shouldn't necessarily be negotiable or talking

274about our employees so understanding what it is the concerns are sometimes it's money sometimes it's something else um sometimes it's culture culture of appreciation and not just not just you know on the surface of you know thank you we think you're doing a good job but actually going into the engagement that we're looking at from our students you know and actual engagement of we deeply actually want to know what what you value and how we can achieve that so i think maybe culture of value and appreciation of employees only because i wanted to pull up a little bit from that yeah because something we talked about earlier was partnerships educational partnerships and i for me um building build okay number one before i forget we're inconsistent are using verbs we need to fix that yeah

275um because we've got like yeah we've got like gerunds and then we've got like you know the active and passive okay right anyway um so build um build if we're going to go with active verbs build strong partner educational partnerships and part of that is with our teachers and the relationships we have with our teachers part of it is with the outside partnership organizations that provide educational services like pcc or usc um you know we've got that caltech and huntington and all of those because that's such a huge part of how we can distinguish ourselves um having these really strong partnerships um and then with our community whether it be the foundation or pfa i know they just gave us that donation um ptas and part of that is the morale aspects of that because

276when people feel that they are um part of the partnership they're going to feel the ownership they're going to feel invested they're invested right they're going to feel more willing to really commit and get involved and pour in the resources um and i i i don't want to water down what you're getting at because i think that the teachers is going to be the probably the biggest part of what those partnerships are because they want to feel that they are our partners you know the partnerships that you're talking about are parts of the service in the culture service that's one of the services we provide is to to embrace and promote and and help implement things like tfa mpta and these other services that are are provided and embraced and furthered by the district what

277what i'm talking about is the difference i'm talking about valuing our employees we're valuing what we produce when it comes to a graduate we're valuing what we produce when it comes to our and employees our different because we're not looking for our employees to provide a strong educational partnership we're looking to have employees that feel valued as an employee [Music] i i think there's a lot of value in just having a goal that's very clearly for staff i mean it's it's this it's sort of like you know if our output is student which is the far right one over there and the red now red one is the staff that delivers those great outcomes um if i'm a teacher it says a lot more to me that i'm referenced in the topic of the goal

278and if i'm considered among things like pcc or whatever so i personally think that it needs to be solely focused on our staff like smusd staff and i love that i just would like to put it either to the right or the left so putting the build strong partnership somewhere else either to the right or left whether i'm perfectly good with where um mike suggested i i think it's part of the service things that they did perfectly good there yeah i mean i'm totally good there i think it's you know i think there literally is just it's a huge statement to make that you have one of four goals focused on yourself and so what exactly is the focus that well that's what we needed to find with them because i don't yeah i don't

279think just having good high strong morale and facility just that's one thing but when it comes to the value of what we're able to do pdfa is extremely important organization but they are not our teachers they are not in the classroom every day teaching our children they're not they're not the rubber that hits the road when it comes to our district educating students and so they they hold a higher place a bigger seat at the same time um there we don't we have a director of human resources we don't have a director of psa and and other institutions like pta and so on because director of human resources is an extremely important department and and that we need to we need to embrace them yeah okay so jason i'm looking at you on the spot

280right now creator do you want to demonstrate yeah i'm gonna put our hr guy on the spot here so what is that what does that priority look like at that upper level in terms of the goals of that department what are the goals of your department what are the goals of my department is to make sure all of these things happen that's that's the goal of my department is to make sure every single one of these things can happen with the people so we have to make sure that they're happy we have to make sure that they're connected we have to make sure that they are you know qualified happy morale but they're going to be they're going to want to be compensated that's i i i live with a fifth grade teacher so as

281i sit here and listen like about morale and all that stuff i firsthand watched it for the last two years and to some extent it has nothing to do with it it's just well i'm going to go off on a tangent but i have lots of thoughts about lots of things but um i think sometimes we make a mistake i think education as an institution makes a mistake of trying to go back to 2018 because it is no longer 2018 our students are different entities and our staff and our teachers are different overseas and i think sometimes we make mistakes from trying to go back and like what we just like we're gonna go back about what before it's not that they're burned the teachers the staff is they're a different entity now and so

282what they need to be made whole is different so when you say they're not happy it has nothing to do with what the district has done it has to do with the last two years of their lives have been very traumatic to them and so at the end of the day when you guys put this as a goal and they come back and say hey it's one of your goals they're going to say you know how you show me you value me you pay me that's how they're that's what they're going to say and that's what they're going to be that's what they're going to want wow and i i'm worried that we put that out there because i think it'll be against that well this is the thing i mean yeah i mean um

283of course everyone wants to be paid right but that has a temporary um um lasting effect and then it goes away and it's for the next yeah right and so so i understand that um we need to find ways i think that are sustainable to recognize and value and appreciate and elevate our teachers and part of that is finding out what motivates them and they're not all the same they're all different right where are you on maslow's hierarchy of needs um and how can we as an employer help you um to realize self-actualization which is at the top of that and so we um you know the challenge for us is that we are so small we are so short stuff we don't have layers of people you know to push out and to do

284that important work so it is very hard because we're dealing with compliance and deadlines and you know immediate needs of students and um special education of all these things and teachers in the classroom are dealing with a thousand different things at once too and so we need to find ways i think um as an institution to be able to recognize and and i will say that we are going to bring the board data on where we are with our teacher salaries and i think that will be very important for all of you to see um and so dr lynn has been looking at fort mas5 and doing a lot of research and so we're going to bring that to you when we start to talk about collective bargaining um very soon we're going to see

285that data and we'll talk about it so that the board is positioned to make well informed educated decisions on what our marketing authority will be all of that is part of the bigger piece of the puzzle people get into education because they want to make a difference and you're right dr the last two years have been so exhausting for everyone um we've had to do all kinds of things that really don't have to do with making a significant difference um and so people are burned out they're tired everything i've been reading from edsource and um you know all these education journals has really just talked about how tired everyone is and i think last year was more of a quasi-normal year if you will say that and and so people are starting to settle into

286what our new norm is and hopefully it stays that way for this year so we can make some significant progress in making people feel appreciated and valued i think your input is very valuable and it's very wise to recognize that the teachers of 2022 are not 50 2018 and that is even more of a stronger argument that's why we need to have you know exhausted employees to give them the professional development the recognition the whatever the list of things that we're going to say so that we can work with them to achieve all these other goals because that's exactly the same so it's even more of a reason to put this in now than maybe two years ago because we didn't even know now we do see the results of that so i think the

287building strong educational partnership should be part of the culture of success oh okay so that first part is not but then the second part the demonstrated culture of appreciation um without value and appreciation whatever that word is because appreciation is it's not just thank yous it's it's giving them professional development tools it's giving them like because when we're going to come to them is okay everybody this is what we want from you they're going to say well what are you giving me to be able to do this and professional development part of it and other things are part of it as well so um but yeah i mean the recognition that's important as well uh not to minimize it but then what else do we include there i mean i think we have to define

288what is necessary to demonstrate that whatever the culture is right so it's sort of figuring out what those things are and providing but i think we have to add demonstrate a culture of appreciation to district staff you know smus we have to i mean it has we don't get the benefit if we don't make that point clear so please um okay so let's look at about four goals then yes well there was one thing that i mentioned earlier and i don't know it doesn't it doesn't live here okay it doesn't um because it's antithetical to that overall statement but i think ownership and account creating ownership and accountability yeah um i don't see this anywhere is that part of the culture i think it could be part of culture it could be part of data

289and form culture because i feel i think this also goes even across to the students too though because the students have to own their roles and what their responsibilities are um everybody has to figure out what their role is you know it's daryl's thing he says be where you're supposed to be and do what you're supposed to do um maybe it's a car yeah i don't know i don't know recorded i mean i think i mean it's also a really great outcome for students you know wherever they are whatever they're doing they feel like they own the outcome it's not a bad ownership and accountability i guess is it are we creating it under confirmation i think so because it's a tool strategy it's a whatever it is to help achieve broadly applicable for anything

290in life yeah your culture too right right right everyone feels accountable the other thing under physical health i wanted to go back to was and i don't know if this is the right place for it but there are more values statements around um i think we talked about having a multi-year perspective that we're not just looking at the year in front of us but that we maintain a multi-year perspective uh whether that's long-term perspective or just multi-year perspective but maintaining the fact that we can't just think about the year in front of us and then the other part of it being more and again another more of a value statement is being really clear where our priorities are if we are going to need to make cuts if we are going to reallocate our resources

291and this isn't even just about allocating financial resources it's even the resources of time and energy if we want to work on a new project we have to take time away from something someone's already working on so being really maybe it's a corner i don't know it because it kind of goes across everything is this idea of being really clear about what our priorities are and allocating our resources appropriately um i'm very concerned that we're so lean and everybody's taking on so many jobs and then we need to figure out if now we're really excited to do more but we have to figure out if we're going to do more we're going to have to pull something out right so that can can you explain the most easier yeah that one it's just this idea

292that we're not looking only at the year in immediately 22 23 but we're looking at two three years and it's a it over arches all of that because it's the bond it's the person i i think everyone here they understand this but but then because every two years we we need to change the board of education so how we can carry about yeah so so you know i think for all the organizations in the educational process is very important you know how we we can let everyone or the people in the future they understand because i i think that we sell the goal and i think that 2001 we all set up the ball this time we continue something disappear and some because the technology no longer exists yeah so that's your strategic plan so

293so it's a very important uh multi-year for example to me the reason why last time i strongly suggested the bank because i thought you know the old bank is going to finish so enough for each individual economic burden it's doable but but a newcomer they come they say i don't want to fail this tax because in my life it's feeling i never pay the bond so it's so in enough within the past yeah and i know also because maybe the bank is bigger yeah so so i i mean the it's a very important you know the we in this community you always need to have a group of people even we call the the people that carry tradition or the old box that keeps educating how and why you know there's someone you know unifies

294cookie so you have to continue right otherwise somebody said oh they do a shortcut why not you need the money okay close to the cover right gonna get a lot of money and and then just do the knee so it's not not not practical absolutely and you have a great point your job is not just to do the work that needs to happen now this year but it's to have that multi the year land so then the group who comes after you they can carry on the work that goes on they will also review the strategic plan they would go and and and take a look at the annual goals so that that would be their job but you need to have that document your strategic plan right that shows what needs to happen right

295not just this year the two year three year five year plan so then those who come who join your board already understand the direction now they will also do what you're doing here today right so they will go through the process and they'll have their um their reflections and their thoughts and all that shared but that's where that document comes in and this has to do with that and write your multi-year perspective so it's interesting though because you know kind of talking about it that may also go under the cornerstone i mean i too thought out of it in financial originally because i'm looking at the bond and you you know that's a 30-year commitment you know to begin with and you need to figure out what's in it and there's a lot of issues

296i would argue that i don't think that it was people didn't want to pay it i think the biggest issue is you had a board member who was speaking against it and the lack of a united front by the board opened the door for people to criticize what was in it and that's a huge issue i believe but having said that you know i mean at the end of the day everything we do has to be beyond a year because you can't do things in one year increments right so if we you know james the minimal i would propose that we take that multi-year perspective or you know view to the future or something and we add it as a cornerstone for success so we're looking at you know where technology is going we're looking

297at where academics are going we're looking at how colleges are accepting applicants i mean it's like kind of everything we do it's pervasive too right the future matters and if if we wait until the next you know to the year it happens we're going to be behind the april i think you're right because when we're talking about well take the bond for example how are we going to do the bond well we need to set up we need to implement a multi-year strategy for the bond what about partial tax i think each of these are are with that blend one thing i was going to suggest and request is that on the demonstrating a culture of appreciation it's not just appreciation the culture of values of our own we want to value them and we

298want them to feel sound not just appreciative not thank you great job but you provide value to our institution i think value is very important so i'd ask that that being added a culture of mean value culture of value you can put value and appreciation but it's just the word of value and that's that's really important all the literature if you read literature and leadership and how to lead a successful organization people make up your organization right people become your organization they're the culture when you show appreciation in many different ways right because people don't stay a job because of money that's you know that has been proven the state because that's important right but if the culture is not good and healthy they leave so they come in hopefully the benefits and the salaries

299where it needs to be but it's other aspects of the job that's going to keep people in their jobs it's being valued it's having those monthly weekly bulletins having appreciation ceremonies more than just saying i value you it's showing it in action right and making it public i i think that that's uh we said ownership because it's not the superintendent ever i just have ownership i think the teacher staff they also have ownership yeah they think a lot of way they understand you know in the real world you know when crisis come out you need to have some solution so that solution may not be you know the perfect but it's the the one you don't have the organization to survive so so that i i mean it's very very very important so you know

300i said you know we we are in the same boat you know right superintendent and cabinet teacher staff parent student it takes some time trying to take over the cover suddenly all the cover even they get crazy because the ownership people want to take over right let's take a look everyone we have it's 245 want to make sure that we can honor your finance roller [Music] let's take a look and it's so important to create nurture and maintain that culture your fiscal health and sustainability that's so so critical um cultural value and appreciation has always been important but more so now because of everything that's going on in the world and also your high quality global citizen now let's make sure that um so you have create you have demonstrate so producing would then become

301produced and then your physical health what did you have for you had developed a plan well we may have a plan but we don't have financial stability not with that attitude i want sustainable okay so you want to say sustain sustainability right so that's right i mean the things we're talking about we don't have a plan for future spawn that's true do that like develop development thank you that's right i think it's develop and implement yes okay and we're going to clean all of this up when we take it back to the district office we'll make sure there's alignment in the action where it's changed and i wasn't an english major either um and looking forward because we recognize what's happened the last two and a half we years need to address and look at

302a whole maintenance and facility because we have the one-time money and we were able to get better air conditioning and we were able to pay for things we also need to look at other revenue sources i i get that we always fall back on parsley taxes and bond which puts the onus and the burden on our taxpayers and our community but you know i'm looking at some of the other school districts where they're looking at um the solar energy and the nice lighting the different lighting and how that's cost saving and one of the schools that i was reading about in putting up the solar panels they were able to get a new route on you know right their building and so i'm not saying that's the answer and you know we have learned from

303past experiences how we need to kind of look at it strategically but one of the things that's missing in that fiscal health is the partnership and support from the city i'm not seeing that any of us have said what's the city doing after they've collected all of the um uh because they can see tax okay i didn't hear them say we're getting 40 percent and i'm not hearing that it's um well some people are saying you know you target people that are you know leaving the homes vacant but there was an issue with travel and people not getting money out get our families out to various areas because they told it so we need to address that and make sense of because we have the kids the people in the family that owns those houses

304i'm not sure we can just go out and say that's what it is because okay i'm sure they're watching this from the city um i see what i'm saying is we need to um look at it from our perspective our lens and not just fall to oh you know they're saying let's look you know let's you know taxis uh empty homes we don't get a piece of it why are we even weighing in i get it we want kids right i get that um but we need to be careful on that i am um i haven't heard the data i haven't heard anything that talks about that so i'm not just blindly going to say yeah you know that's a great idea that's what i need to do because just because you tax them doesn't

305mean that they're bringing the kids it doesn't mean they're selling their homes so that it's cheaper for other families to bring in kids to us so we need to kind of be careful with that and then as we're always looking at uh foundation pta and all those revenue sources what are the other um i don't want one-time money but what are the other things that we could be doing in terms of looking at the fiscal health and sustainability and then the last thing i want to add also is in terms of demonstrated culture of appreciation when we're talking about value and appreciation now we've looked at mtss multicure systems of support pbis honestly behavior intervention and support and we're looking at all those factors that demonstrate appreciation for our students their culture and their families

306and um and staff and so how do we make that a celebration of who we are because i think that's really critical and that's really important because um jason and i agree with you times the end product is that financial reward at the end um but we in cement do a really good job in terms of having professional development uh having both mindset uh building in those uh those areas where we can grow capacity uh we have opportunities for our staff our administration our teachers our mid-year managers and so those are those things that people don't see because they're not they're not the dollars and cents but you've got a good health care system you've got opportunities to grow much further than in a huge school district and there's always that small community learning center

307with that small learning community okay so when we're doing that and we're looking at our school district it's really unique and really nice that it is small i know people get scared when we're like on the enrollment but what can we do now that we're in this particular place because no matter whether it was 10 years ago when genie and joseph were here and they were looking at different problems we've got some in front of us but i don't see them as problems i think them as opportunities for change and for growth and then we as a team how do we come together to um you know let me use gesture lean in how do we move forward together because it's easy to say you know you know this might be the solution that might

308be the solution we need three goals four goals two goals um and it you know and which category does involve we just really need to give you guys direction you guys are the experts in the room okay very curious he is [Laughter] they're hiding behind me so shell can't see me [Laughter] um so we need to see this as a potential potential so you know how wonderful we are together how how um how much of a builder we need to be to construct his vision of this construct so that we can continue to grow in school district right all right did that empower you guys a little bit i feel so inspired [Laughter] in resources is what you mentioned yeah it's really important right that we may not be thinking you know partnerships and that's

309how you bring solar in and and artificial therapy if you need it those can all be done if you're due to like i want to bring the city and like where is their you know contribution and you know yes gretchen i did say that out loud okay they're not watching this right not today [Laughter] demonstrating the cultural value and appreciation we have recognition we have you know honoring achievement which is recognition we have professional development but as dr rose pointed out there are other things that need to be considered on those sub goals compensation i mean when it comes down to it show me the money right now i'm not saying that we have lots of money but it is one of the fact that i think goes into a culture of value is compensation

310to the extent that we can provide a compensat a competitive compensation package that that's one i mean there's i think that there's a few others other than just doing a great job and we're going to provide training there there's other things that i think need to also sort of buy for that as well i think it's a reasonable goal to say to add to our list competitive compensation can i clarify but i didn't want like that's the only way to do it that's not what i'm saying or what i think it's i think we're we're dealing with a different entity and so it may be something i think the way you demonstrate going back what you say it's not about money but it's about how you show them that you you empathize that you're aware

311of what they're going through or aware of what what their struggles are and maybe something as far as now in the year 2022 it's creating a a personal wellness space for staff that is kind of zen-like or something where they can go so it's nicely compensation but it's a way of showing i think that's what i'm saying i think it's a different entity way to make them whole is going to require some new thinking or some out of the box you know we did not traditionally do five years ago and i didn't mean to say anything you were saying it's just this one beyond yeah right you know it's like all things right and if we need to maybe use a different word in case people tend to go to money when you say compensation

312but it's a it's a co you know it's a competitive compensation but i think for a lot of folks their jobs somewhat became easier by being able to stay home and work from home where in the education field which job became harder and i think that's where you get the disparity and the exhaustion where everyone else is who i can stay home and work and for a teacher or whatever it is also now i have to learn how to teach online so yeah that's where i think i think a part of it is the identifying the the needs identify which is over there with the data essentially gathering the data of what the needs are of the employees um i think you know working to achieve competitive compensation package compensation is you're right it's more

313than money it's more than a paycheck it's a zen room it is whatever whatever i'm not saying we change bill schedules you know randomly but the idea is there's there's certain things that can be done to help achieve a a sense of compensation for what they are providing to the district which shows that value it can include paychecks it can include health insurance and and all those other things i'm just saying it's one of the things that i think we should put on there and then if there's others we we list them as well to sort of help give back so i think if you're gonna if you're gonna um go there um [Music] we we need to do comps right we need to know where we're at because if we're already at the median

314um salaries and benefits then you know is that something that the board really wants to pursue at this time or if we're at the higher end and i think that there's different cells within our our schedules um that are more competitive than others and so i think we need to to look at the data right maybe data inform decisions right um and so we need to as a goal i think review um employee confidence at total compensation as compared to um other similarly situated districts because that's what we do in public education if we're saying okay we need to look at data to provide a competitive compensation package you may be saying we're already doing that well great then you've achieved goals just like we need to achieve academics as part of the four days

315well we're providing academics too and we've been doing that for a long time so we're achieving that goal already as well it's just you're putting that down to to let the staff know valuing you need means more than telling you great job go to your professional development right because that's what those are saying right now it's we also want to make sure that we're providing a competitive compensation package and therefore to the extent that we can afford to because we've got lots of variables um including you know in our school district um we have lower class sizes than many of the neighboring schools and that's done by design the compensation uh compensation package we need to define it and that's something that i you know is negotiable right i mean that's subject to collective bargaining

316so that's never been a board goal because i mean it's something obviously the board has input into in closed session and i think we just put compensation but then when you do that it's implied dr lam yeah okay we're going to definitely spend options and hold that year but i think that you know i get that we're opening pandora's box i appreciate that but but having said that i mean you know i think what we as a board may be saying you guys correct me you're not saying this is that we want to understand what a competitive package looks like we want to understand what we offer and what's the delta but between the two if there is or is right right and that can happen though without you memorializing it as a portfolio you

317can give me that directive and i can bring that back to you tomorrow but by memorializing it as a goal and i know by memorializing in a goal and putting it here there's an understanding that we're we're aware of and working towards the most competitive compensation program possible that we can afford long term because it's something it's just right because we value but i think the distinction is that we can afford because kind of going back to some of the language we talked about here that's in our financial environment today but as we're looking at you know say the position paper around compensation you know we may look i'm not saying this is the case but let's just say we're 10 under and that equates to i don't know four million dollars a year you

318tell me what ten percent more on earth is that about right so four million dollars we need four million dollars if we can find a way to get you four million dollars that's one time money though right because it needs to be oh no i don't know okay because i'm never gonna do it at one pound money right now a million dollars today is five million dollars tomorrow we're talking hypothetically i'm just really saying hypothetically a year yeah exactly for me it's all i mean let's just say that we we decide that we want to make a change to our parcel tax to add four million dollars a year right for that purpose so that we can continue to have the right staff in place i think that's very much affordable i mean first of

319all this isn't going anywhere except to us but we're not publishing yet right i mean i think the point is this is something we want to work towards and this may be what you all come back whether it's there or not now i don't know but i mean what they suggest that you keep google your blog hold for yes i would say you need to look at some data so i would i would caution you to put anything here before you have had a chance to look because you are going to open the door to a lot of questions and concerns where it's not really within your jurisdiction to get to that level now you can direct the superintendent and step to look and review and what you offer is this competitively what can we

320do to become more competitive that would be then another conversation another session but for example if you're saying okay if you're laying out things like okay you're talking about conversation well that's a closed session discussion right right okay take that sub factor do your data analysis and report to us in closed session i mean the idea is all i'm saying is right now that piece of paper tells our employees if we give you a atta boy and tell you to go to professional development we have valued you and i'm telling you that i don't believe that that actually promotes the goal of getting or or developing or demonstrating a culture of value there is more to valuing employees than giving an atta boy and and professional development and so there are some things that are

321going to have to additional things that should be listed i mean every one of the things is every one of these goals as we're talking about when we're kind of opening the pandora's box every one of these goals is a pandora's box if we don't provide high quality global citizens of our students guess what our parents are going to do that pandora's box is coming and what happens if we don't provide fiscal health and sustainability that's pandora and the same with the culture of services we're not providing service to our community that kind of all of these are pandora's boxes all i'm saying is there's more to a culture of value than what's listed on the paper and we really should be giving some more guidance of what we kind of think is important compensation

322obviously is one of the ways that can be valued we're not telling you give a certain raise at a certain amount or go figure out how to do it we're just identifying right for every goal i mean we didn't say don't put down achieving the four a's because we need to review data we're saying that's how you achieve that sub goal but here you're getting into those you're kind as a board we have the ability to say we have a goal to pay our staff competitively that's not walking into hr that's being a good employer and that's what we are and then they go to what i i'm betting that we're going back to a previous um strategic plan that once had a line item that said world-class employer i didn't write that okay what

323did that mean yeah because it was listed on the strategic plan right so what did that mean because i think that's getting into that might end up being coming to some of those those those bullets that you know mike is wanting us to get to i was just gonna ask that if you're telling me that that somebody doesn't feel comfortable putting down compensation as a way of demonstrating a culture of value then please tell me how you would demonstrate a culture of value in addition to an attaboy and professional development training world-class it could mean a lot of things um and i i've always referred to san marino unified school district as being a premier employer in public education and what i mean by that is we have small class sizes we do our very

324best to compensate our staff competitively um it is a work environment where you come to work in a safe clean environment with supportive parents who are going to provide you as a professional educator with whatever you need um in your classroom there's there's lots of monies as dr lynn knows being a former middle school and elementary school administrator um to support the teacher's um wish list right um we it's a nice place to work you get gift cards you get you know um gifts uh galore you have kids that are in their seats on time ready to to work and and to learn and to engage um it's it's a there's a quality work environment in san marino it's a nice place to work and many of our teachers stay here for their entire career

325um the turnover that we have is really due to either retirements health issues um maternity leaves um a spouse gets a job somewhere else there's always a reason it's not usually because they're not happy here um i've not heard that and so um that is all part of it compensation is as well and dr lynn has looked at our compensation and it is you know it's it will present that information to the board in closed session but it's it's it's not bad at all the first three or four things that you just said i think are great things to put up there yeah providing compensation to the extent we can providing competitive compensation to the exist you can't that's that's what i'm saying providing a safe clean work environment so let's just put it up

326there you know working toward right work toward and i'm not saying that we're not there now but yeah we're providing academics as part of the 48 i mean we're there it's just you know and you may come back and think that i think the teacher or staff needs really recognized when they're working in this unified school this is totally different from the hours of history in terms of the safe issue security issue and and then there's some you know you don't know what dependency they have so the reason several years ago you know i i i propose every gift policy because the summer teacher will get the commanding if and we didn't have a policy now yeah right so that that's real is now i'm trying to talk about the game value i'm just trying

327to say to work for this scooter actually is different than others that's the reason why you come here and not stay in the temple city right but we have it's really changing yeah right [Music] [Laughter] it's particularly hard on young teachers right yeah you know while we have a safe environment we have a demanding one yeah i mean it's great that our community is great our community is great it's great to have employees here but and yeah there is an argument to be made that employees are lucky to work here however we are talking about demonstrating a culture of value and and so we are i mean we're including the uh competitive working to uh provide a competitive compensation package to the extent that we can right yeah so we put up here evaluate total

328compensation no we're not talking about evaluating we're talking about providing this to the extent we can't evaluating it is getting data information but providing it to the that's subjective right i mean how do we measure that well that's your so i think what probably needs to happen because we are at what time we're over time you know i i appreciate what mike's saying and i agree with him i mean i do think it needs to be on there but you all clearly have some strong opinions that it should not and so i think what we should do is maybe i don't know shadow it on there and it's we're not really putting it on there but we're basically putting it there for you to come back and explain what should be there and how we

329should be looking at it does that work for you yeah and if it's already cheese and it's already i think it's hard to argue otherwise and so you know it's also hard for me to see how it impacts negotiations other than the fact that they may say the board said so and i get that but you know it is what it is and we can we can we can write it in a way that that minimizes that defense um but nonetheless i think you need to come back to us and so i would suggest we just place holder it until that happens and then we can all understand and so really quickly because i know that we're um i know that we're we're running up against the um end time for today but i did

330want to mention to the board that the thing that that was missing was you know safety student safety which is very important in today's climate i i know a lot of school boards are looking at student safety that goes as part of our service okay it's not high quality global citizens but it's part of our services we're going to keep your kids providing a safe environment or it could be a cornerstone yeah it could be because it applies there into the future the workers are going to come and clean out everything so if you guys want to drink or anything i'll grab it now they're going to clean and legitimately i mean dr daley corey laid out what she thought you know the important factors are and one of them was to the extent possible

331providing the compensation competitive compensation package i mean it's already been identified in the board meeting there's no difference between identifying it and putting it on the piece of paper once we put on the paper then it implies that the entire board has agreed upon it as opposed to it being discussed in the conversation everything on that board everything that we've written down everybody has sort of said and been in agreement that it goes on the paper well again let me ask you this question do you disagree with with the the notion that to the extent possible we should provide a competitive compensation package i disagree that that's a board goal i think that all when i look at these board members i asked a different question no you asked me then no i would not

332agree because if you don't agree with it because it's not a board goal i don't know i agree with that we need to as a district provide compensation that is competitive for all of our employees so they feel valued recognized um that we are meeting their needs that they are wanting to stay in our district but that's not when i look at these board goals that's not a board goal that's starting to take us down two levels into the house so this then is something you'll bring back and you will talk about obviously this is what so what you have here are the overarching goals again evaluator conversation something that will come back on the parking lot and i'll mention it in the memo that i will send you but these are the four goals

333and you can take that and work with your team neighborhood today and they will come back with additional um ways that they can achieve it right maybe there is something within think of that's possible so this will continue this is not it this session is not um it's not the complete end result so you're comfortable before that now are you comfortable checking this package any questions for your board no okay all right understanding that you will bring back the evaluation of your compensation session and i think so that's it for today what you can expect it and you are going to add more to cornerstones for success as you continue to work on this process as you can see this takes time it takes time to have the conversations you need to have so make

334sure you all are in agreement even if you're not in agreement you have had the conversations leading to some sort of agreement at the end a direction for your superintendent to move forward um so um any any questions any last minute before the president's chat i just want to talk about [Music] that one conversation i think well i think everyone have a different experience okay some maybe it's just an individual and i don't know if that you run the business or not but it's very important to this school history you know for the last 20 years it's a suffering about the physical health so so enough we need to be realistic you know to talk about what we can do what we cannot do so unless you know physical health get the standard solution just

335like i i already talked a couple of times during the open meeting or or the individual meeting right now only the fun and the puzzle text they can help us but that's just just a trace for the current you know the budget and the staffing so there's an over the extra so in our we need to pay attention you know what we can do what we cannot do yeah everyone have a wish list but just don't think about this is not your money okay this is the community and then how to survive for this school district yeah everyone can be generous if it is your money yeah you can issue a lot of check this is the way you know i i i'm doing evil i think i'm not doable i i will not believe

336okay all right all right all right thank you all right madam well i just want to thank everybody for their participation today i think we had a really great meeting i mean truthfully probably far better than i would have ever envisioned i mean we this is a lot to do and we managed to get through it maybe slightly over schedule but anyway appreciate it very much so thank you all and leaving a journey thank you thank you to me i hope you're not allergic to me