001Good evening, everybody. It is 5:30. I will now call this meeting to order. We do have a full forum. Welcome. This meeting will be cast live and recorded. The recording of our webcast may capture images and sounds of those attending the meeting. At this time, I would like to remind everyone about the procedures of public participation in tonight's meeting. Members of the public are encouraged to attend and address the board on any agenda item or topic within the board's jurisdiction. Public comments will be allowed a maximum of 5 minutes per speaker with a total of 20 minutes allocated for each item. If necessary, the president will adjust these times and minutes to ensure everyone has opportunity to speak. Non-English speakers will be they will be given double the time to allow for a translator. Speaker
002request forms are available at the entrance of the boardroom and can be handed to Ms. Gonzales prior to comment public comment. Regarding complaints, if a concern is raised about an employee, the complainant will be informed of the appropriate complaint procedure. The first step is for the complainant to submit the concern in writing to the district office, after which the district will begin the investigation process to address the issue fairly and promptly. Complaints involving child abuse or unlawful discrimination will be handled in accordance with specific legal protocols. Please note that any document handed to the board during the meeting are subject to public records request in accordance with the California Public Records Act. The board prohibits retaliation against complainants and all complaints will be investigated promptly and impartially. Please be respectful to the meeting's process. Disruptive
003behavior will not be tolerated and may result in removal from the meetings. Thank you for your cooperation. And I think if I can have please have everybody stand to the Pledge of Allegiance. Ready? Begin. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Thank you, everyone. You have approved the regular board meeting agenda. Do I have a motion to adopt the board meeting agenda for today? Motion to approve. I'll second. Thank you. Roll call. Patty? Hi. Sammy? Hi. Sandra? Hi. Valerie? Hi. And I. Reports. We have the middle school first. Natalie? I think the thing is Yeah, I pressed it. I need to put it down. There you go. Good evening, board members,
004district administrators, parents, and community members. My name is Natalie Chong Martinez, and I'm this year's JMS ASB secretary. Tonight, I'd like to share some great things that are happening on campus. We have started the fourth quarter at JMS and are now getting ready for the state test. The first state test is science, and we start next week. The students at JMS are getting ready to do their best. Next, Mr. Gina and the JMS band have a concert band festival this Friday. Also, in performing arts, Mr. Hawkson continues to prepare the JMS theater group for the upcoming play, Beauty and the Beast Bed and Breakfast. In the spring sports, JMS is doing awesome. Our baseball is in second place, and the softball team is fighting for a spot of playoff. The JMS track team hosted a
005the in junior invitational before spring break, and is it is what it was amazing as 30 schools and 1,000 athletes participated. The Jam West eighth grade boys took the overall championships, too. Thank you so much for the opportunity to share some wonderful things going on at our school. Thank you so much. And thanks to all CHS. Hello. We really appreciate Good afternoon. So, good evening, board. Students at CHS have been actively engaged in a variety of academic and extracurricular activities as we move further into the spring semester. Just before spring break, we held our annual career day, which was a great success. Students had the opportunity to hear from professionals across a wide range of fields and gain valuable insight into different career pathways. Many students expressed appreciation for the chance to ask questions and
006explore future opportunities. We are currently in the middle of spring sports league play, and our students student athletes continue to represent CHS with dedication and school pride. Both of our softball and baseball teams have reached double-digit wins on the season, showing um sorry, showing strong performance and consistency. All spring sports are still are currently competing in league play with boys tennis and swimming and swim heading into their final couple weeks of competition. We also look forward to recognizing our senior athletes during their upcoming senior nights for boys tennis and swimming next week. Track and field is also actively competing in league meets with CHS scheduled to host the league meet on April 22nd and the Corcoran Invitational on May 2nd, bringing exciting competition to our campus. Academically, our freshmen and sophomores are preparing to take
007the PSAT over the next two weeks, while our juniors are getting ready for the CAST testing season, which is just around the corner. Students and staff are working hard to ensure everyone is prepared and confident for these important assessments. With only 40 school days remaining, our seniors are focusing on meeting scholarship deadlines, finalizing post-graduation plans, and finishing their final Yeah, their final year strong. There is a strong sense of motivation as they prepare for graduation and their next chapter. Thank you. 40 days in counting, huh? May we have our next superintendent's report? Yes, good evening, Board President Cisneros, members of the board, staff, and public. I want to just thank our students for their great reports. It's awesome to hear what's going on at both schools. And one thing that you did hear was the
008the getting up to ramping up for testing, right? So, this is kind of like game time for us. We just finished March Madness, and so this is kind of our April-May Madness, right? I guess you would say. And so, students have been testing in the English language state test already. And so, kudos to our staff that are really doing great work around that. And our each of our schools did actually like an ELPAC rally for students, so they understood exactly why they're taking the test. And so, and then sent uh items home to parents, so they're aware as well. So, that was great. So, thank you again to all of our sites. Um and then you heard um that the high school's taking the PSAT. Uh last night I was with the Boswell scholarship uh
009dinner, and uh again, congratulations to the three students. And we have three scholarships that are given out, which is I believe almost $400,000 a year uh in scholarship money, so that's pretty amazing. But in that dinner, one of the things that came up to us up was that the SAT score is something that's used to determine that who the winner is. And so, because of your vision as a board and creating board priority two, which is saying that you want high expectations for all students, we actually are doing PSAT from grade seven all the way to 11. So, we're creating a culture that students will take the SAT as juniors and seniors to help them out. They're getting prepared for that. Where in the past that wasn't happening. So, again, I want to thank the
010staffs, both uh John Muir, uh Principal Whitmore, and uh Principal Larkin who worked with their teams to get that done cuz it's new. And this is our first year. And so, with first year implementation, sometimes it gets a little crazy. We're not going to be uh you know, not lie that sometimes that happens. But at the end of the day, our students are getting access to better information. And not only that, but some of our students in the near future I'm sure going to do really well on the PSAT. And what ends up happening is they're actually um able to access additional scholarships with that. So, I'm looking forward to congratulating some of those students as well. Um lastly, in that, I want to um just thank two of our sites yesterday. We had uh
011water that was um shut off due to construction. And so, we had uh a vice principal Brazier that gave us a call and said, "Hey, there's no water." And we both uh we all as a team got together. And I want to thank uh Principal Brazier or Vice Principal Brazier for working with us and getting the kids to get access to Frosty at the concession uh for that. It was a kind of a quick thing. And so, you know, again, just being agile and pivotal is important. And then also, um we heard last time when we had our last board meeting that we had the biggest track meet in the valley. Uh or the state. No, it's middle school second biggest middle school track meet in the valley. Clovis beats us. Oh, Clovis beats us.
012So, all right. Well, you know, and it was amazing. I mean, I went over there, checked it out. If you were able to go, uh we had 30 schools, I believe, that participated. And the benefit was like I mentioned last time was that people came to see Courtland. They came to see our community and what it's really about. You know, it's one thing to kind of hear things online and one thing to come here and see the beauty that we see in our community and 30 29 other communities were able to come visit our town. So that was amazing for our small businesses, for just the community as a whole. So I think that was great. So thank you Principal Whitmore and your staff that were all out there and all hands on deck getting
013that done. And then last but not least I just want to inform the board that we've been really working with our labor partners, our two unions. And so we're going to have a first ever I believe convening on the 14th which is this coming Tuesday where we're going to have both union presidents and ourselves and we're going to have a facilitated meeting where we're going to look at designing some guiding principles around how we operate. And so they were they were both presidents were eager and willing to do that to to meet and it's not about negotiating or anything like that. It's just like how do we work as a team? And so I'm looking forward to that. So we'll we'll definitely get some more info around that piece but I just want to publicly
014thank both of our presidents Dulce and and Rosanne as they you know collaborate with us. You know, I think that's super important. So with that said I yield my time. Thank you. Board of Trustees. Okay, well I I attended the Boswell dinner last night. Thank you so much for that opportunity. It is such a pleasure to see the kids from our community and the at my age now realizing that some of my friends are you know, kids that I grew up with now they have kids and they're making successful choices for their children. It was really inspiring to see that last night. So thank you for that and that's all I have. Courtland Faculty Association. California School Employees Association Neither. Okay, thank you very much. I'll go ahead for public comment. Do we have any?
015Ms. Albers, okay, very good. So, we'll go ahead right into the consent agenda. Do I have a motion to approve the consent agenda? I will second. Roll call, Patty. I. Sammy. I. Sandra. I. Valerie. I. And I. Consider the agreement for 1A diagrams. Is anyone speaking on that, or do we have any more questions on it? Ms. Albers can go ahead and speak on it. Yeah, that's an agreement with for services with our architect to get updated building diagrams and drawings, so that we can have current information. We have had some changes over the last few years, and we just like to have some current specs available for that. Okay, thank you. Any questions? Okay, do I have a motion to approve? Motion to I second. Thank you. Roll call, Patty. I. Sammy. I. Sandra.
016I. Valerie. I. And I. Consider the approval resolution number 1419 budget revision collective bargaining agreements. Very good. Um Do I have a second? Valerie. Roll call, Patty. I. Sammy. I. Sandra. I. Valerie. I. And I. Consider the approval of permission to bid rate a heart elementary HVAC. Do I have a motion to approve? >> I move to approve. That was Patty and Valerie. Do I have roll call, Patty? I. Sammy. I. Sandra. I. Valerie. And I. Consider the ratification of agreement with Cintas. I make a motion to approve. Who's that for Sandra? Thank you. I will second. Do I have a motion? Do I have a roll call, Patty? I. Sammy? I. Sandra? I. Valerie? And I. Consider the approval job description and salary schedule for the executive director of human resources and culture. Do
017I have a motion to approve or do we have questions? Is somebody going to present that for you later? Yeah, definitely. Okay, present. >> Yeah, I would uh start. We're actually going to our tech team on that. The three of us. So, one of the things is um you know, we have a uh a position that's vacant that's uh being vacated at the end of the month. And so, we uh the three of us uh here our team our cabinet team really take a took time to look at the school services reports that the board had approved. Um one of them prior to me coming on board, which is the HR um audit, if you remember that report. As well as the organizational report itself. Um we took a look at those and what the
018needs were as well as kind of what the the the job was entailing and looking at other like school districts in the area. And so, uh some of the information I provided to you all was uh if we look at like three like districts are similar in size almost. One was a little bit bigger. Uh some of them have a chief of HR. And so, we definitely didn't want to go to that level cuz that's a way different class classification. Uh another one uh which was uh Dos Palos uh you know, smaller than us and they have an assistant superintendent of HR. And then, we have Carter that's almost similar to us. We're like a couple hundred students off and they have an executive director of HR. And so, looking at the demands of that
019job, being able to um really have it align with those demands and what those are. So, we did comparisons of not only our um current job description of HR manager, but also what it looked like for an executive director is something that we all kind of had uh you know, kind of looked at leaning towards. Um so it wasn't all the way to an assistant superintendent, but not not necessarily a director level because this role as well does a lot of work that needs to be right above a director. So a lot of the HR capacity work, an executive director would be one level above a director. And so that that was kind of the rationale for that. Um on the salary schedule side, what we kind of did was look at what do we
020currently have in the salary schedule, if there was any wiggle room to be able to not to provide raises for everybody. So that's not there there everybody stays status quo, but we did look and see do we have room in between ranges that we could add another range in there and we were able to do that. So our CBO did an amazing job with kind of looking at that and being able to see that that was doable. So we were trying to make it comparable to what other systems were paying that kind of you know, position. And so it's a more executive level position. It's going to require both a bachelor's and master's degree. We put in there that there's a certification for HR that is desirable, but not necessarily needed. And then it's also
021a position that can either go either certificated or classified. So in the the the backup, there's those two salary tables because someone who went the route like myself or Dr. Vargas that went through the teaching and principalship and district leadership, that's certificated, that person could apply. And someone who hasn't done that, they've gone the other route, they might have come from private industry, a city, municipality, they could have come through another public agency like we just hired a while back Monique and our director of of budget, she came from the county. That could also be the case, but it still would be an executive director position level with you know similar pay a little bit different as certificated and you know as always going to go into more detail if needed. Pay is a little
022bit higher than a classified. So that's the only difference. What's the salary difference? Yeah, between the certificated and the classified. The we just just looked at that today. I want to say like in a certificated it's roughly I'm not going to go for the for the position is what I'm asking. Yeah, so it right now it's Yeah. You're laughing. Yeah, I'm sure it's a new salary schedule and there will be an increase in salary. It is. So we're not going to backfill that position, the manager position. It's just increasing from where it's at now. So there's a difference in that. So the difference of that for the certificated is about 40,000 and the difference for for a classified I want to say is a little bit over 30. So that's the difference in that. What's
023the minimum qualification for HR experience? Um in there it has that they have uh at least 1 year in there, but you know that it definitely can be more. Right? That that's those are the minimums. I you know, I have a problem with last couple of board meetings we're talking about overstaffing and laying off and potential layoffs in the next few years and you come to this board and request an increase for a position. And not only that, but you lowered the the minimum desired qualification for 1 year experience in HR. That position is very vital to both classifications and to all employees. That minimum qualification should be 3 to 5 years, period. In my opinion. And as far as raising the salary schedule you're you're slapping everybody in this district again right in the
024face when we're talking about layoff and we have no idea what's going to be happening in the next 3 to 5 years, but you want to increase something that we this board reviewed 3 years ago for a new HR job description. If I'm not mistaken, I think it was done in 2023, wasn't it? Concurrently? The I wasn't I wasn't here in 2023, but >> I understand that you want I I know that. I know who was here. What I'm saying is that you're asking for one more for the position, you're asking to reclassify the position, and you're also asking to lower the minimum desired qualification. To me, it sounds like you have somebody in mind for the job already. Um we're going to go ahead and um just discuss this a little bit further cuz
025that's the navigation that we're not going to support. Um my concern is yes, we don't have the finances to give raises. We've been talking about laying people off, but also why is it necessary? Is it that there is not a uh enough qualified people if we leave it as it is cuz we do want to be able to have someone in here that's going to conduct all the business that it's going to require, especially with being such a high-level position for the district as a whole. Um so that was that my why, you know, are you guys don't see any qualified candidates? Part of it I can let my colleague speak as well to that is we are looking at what other districts are doing currently and the landscape has changed for HR. That's why
026we're seeing like-sized districts go to a more elevated position. And when we um did the um presentation with the 3-year plan, in there was both the need to not lay off people when we were doing the attrition, but also that we needed to balance the support that the staff were getting. So we know that through the school services audit, we're like seven people less than any other district. Remember when they came and they said if we were at seven, we would actually be at dead last still. So people are not getting the level of service that they need and hence what we got the outcomes from the report. It's not to the person that's currently in the role because even then it would be hard. So, being able to the why is because that that
027position requires um you know, more um strategic and advanced and if you guys want to you know I think we've you know, spent a couple of years in the service. The audit that was done helped us evaluate the complex needs of the district and so we're really thinking about the talent strategy, the talent development, how we're starting to create pipelines for growth within our organization. And so this seemed like an opportunity to be able to think about what is our dream state for the district um and investing in that so that we have the support resources to weather the storms that are coming. We have someone who has deep expertise in talent management and working through um negotiations as things become more complex for us as a district. We're really looking for that level of
028expertise to help guide us uh throughout that process in the years to come. So, really this shift is a focus on long-term strategy and the sustainability of the organization um to help us continue to grow as an organization. So, maybe I missed the answer to the question. Is there not enough qualified people out there to fill the position? It's really about looking at at the position right now, there probably would be but is it the position that needs to meet the needs of the work? No. At this level we're not going to get what we need to fulfill what the audit required. So, that's why that hence the the difference. And just for as far as affordability and whatnot, I don't know if uh Ms. Alvarez wants to comment on that as we know we
029looked at we looked at all those factors, right? We want to make sure that that was a that was a part of it. Um Excuse me, the county being doing the search for us. Oh, yeah, definitely. So, one of the things that I think is important is that we follow the same model. So, when I came in, one of the requests of the board had was make the hiring process uh fair, right? Don't appoint. So, there hasn't been any appointments. And then with the with the roles of the CBO and the assistant superintendent, the county did the search, if you guys remember that, right? And so, that really is the the the work that we want to do with this position. If it's passed, it's because it's it's an elevated executive position. So, that the
030county would actually do that. We would have no um piece in that until the very end, when we have the final. But the county would do the search, they would do the We reach out to them to do that. So, that would be the goal is to reach out to them and say, "Hey, can you help?" And, you know, again, Superintendent Barlow and his team have always been great with that, um and they do a fair job. And so, we want to make sure that happens, so it it follows the same process. We want to, you know, keep that going. But I did want to thank you for that question. I did want to um just if you can speak to that other piece. Sure, on the financial question and referring to layoffs, I think
031I can start seeing it said the the goal for changes would be through attrition, not through layoffs, but primarily because of the fact that we are in declining enrollment and we haven't had adjustments to staffing ratios to align with that. That uh adjustment allows for us to continue to have COLAs and any other um adjustments in future years and mitigate the pressures that come with declining enrollment. Okay, but it sounds to me a little contradicting because we're saying, "Well, we need this because we need the qualifications." But when you're talking about the job description, you're not asking for very much experience. The experience actually comes through the job description itself. So, the way we did the the qualifications was we looked at the other job descriptions in the area, and they all kind of do
032the same. It's they have upper management experience, and then they have at least a minimum of 1 year uh HR experience. But within that, we deal with HR um role uh stuff all the time in our in our in our job. So, you have someone who is a a district lead already, they're dealing with that all the time. So, um that piece is there. Now, again, that's the minimum, right? If we with the county, if we say we really want to have a desire to have someone who has 3 years, then they'll they'll look at that. But we also don't want to uh you know, sell so high that we don't have anybody in place, you know, to kind of you know, have out there. And again, it's open to either classified or certificated. So,
033it's not it it leaves the door open for for either side. So, they they can apply. So, in there, yes, like, you know, for example, for myself as a principal and our principals in the room, they deal with the unions every day. You know, they deal with HR HR issues every day. They they deal with HR law. So, you're going to have a principal that has HR experience. Um the same thing with the person at the district level, they're going to deal with the same thing. So, if we we deal with that already, uh having been in a role of HR specifically only for the 3 to 5 years is going to be very very uncommon to have someone come in. I mean, you know, that's So, that's why districts leave it that way. They
034leave it open that way. But at the very end of the day, we're going to choose who the best person is, right? The county's going to know what the the what who would meet the qualifications, and then that's who they screen in. So, you're also stating though that you were going to increase the pay and that they're also short-staffed in that department. So, why not create a full-time position to help assist this person versus giving them such a big increase? Actually, this year and I don't know if you want to talk about that a little bit um Ms. Alvarez, but in her work and she's been doing a great job of of redesigning the workflows of of the staff uh where we have the 0.5 FTE is primarily doing 1.0 of HR now. So, that
035wasn't the case before. If you remember during the audit, it was only a 0.5, but she can speak a little bit more to that if if she'd like to. For the current fiscal or HR? Yeah, our current um HR business assistant has been primarily assisting the HR department to be able to provide the needed assistance that's happening there and as we've been reviewing the fiscal side, making sure that that's still fully supported, we did have the staffing available within our current structure. I'll make a motion, but I want to add that if I I really would like to see a minimum of 3 to 5 years of HR experience. Comparing HR in this office to principals that deal with HR issues is a lot different. I think this is a lot more in detail with
036both unions, both labors, both education codes or the education code. So, I'll make a motion if we do a minimum qualification of 3 to 5 years. Okay. And and I I in HR. I'm not sure if I like their whole executive title. Um I mean, be a personnel director because if we already have principals who are handling this at their level, most of it is resolved by the time it gets to that HR level. The reason being in our in in our industry, so I'll just kind of explain the the that and I'll I'll to to both of you. So, in our in our initiative in education, and I don't know how it is with the city, it might be the same way, but titles do bring a different type of person into the role.
037So, when a person is looking for a personnel director, it's very similar to a manager. So, in in that regards, we would be in essence be doing the same thing. It wouldn't change. The executive director makes it an executive level um position. So, what we're going to see more than likely apply are either folks that might be like from the municipality, uh you know, maybe a city manager of a small city, maybe um you know, someone who is doing uh higher-level cabinet work at a county level. Um in the district side of things, you're we're going to see more than likely um folks who are director of HR currently, and now they're going into an executive director. Um that's kind of like the next step, so it's it's also to be able to to recruit
038the best candidates for the for the role. And so, it's really it's really about titles. Even if we're to say like a title that some districts use is administrator of HR, administrator of finance. That one actually is looked down upon uh with when people are looking for jobs, even though it's the same level, they'll choose the executive director over the administrator. So, it's it's a lot of That's the recruitment side of things, the strategy that Dr. Vargas was talking about. Um if I I was an administrator of curriculum and instruction, but in other places, I would have been a chief academic officer, which is a way different title than administrator. So, that's why it's for recruitment. The piece about the the um the 3 to 5 years, which I would recommend um that if it
039would be as a desirable, not that it's the thing that because it might close the door. So we said that preferred because there's a section for preferred. If we said preferred 3 to 5 years experience preferred the HR credential and left it the minimums being that that helps to kind of get to to that point so that the that helps them as they're screening as well. So they're going to look for those things. So I'm not in a disagreement about the 3 to 5 years. I think that's something we we would you know Are they ideal? Ideal state, exactly. But putting it in the minimum qualifications might actually eliminate folks that we might see. Like for example, you might get someone like an example is a a single school district principal like a principal superintendent
040walking as an example, right? They have a principal superintendent. That individual does HR all the time, but they also do a school. So when they're talking with the principal about HR issues, it is true. You're right, Mr. Armendariz, that the HR issues that they have to deal with sometimes are different than what we're dealing with at the district level, but because we're so small, a lot of times it's all the same thing, right? But they're able to kind of see it from their lens and that's beneficial. As a principal myself, it's beneficial when that person has that experience. So again, if it was in the preferred, might be beneficial for for for as we're screening and we would put it in there that adjustment, but keeping the 1 year as the minimum, but the preferred
041being 3 to 5. Patty, do you have any more questions or comments? No, I I do like that idea of 3 years and not just a little bit. I mean, if it was possible, that would be wonderful. Okay. Sam, anything else? I've already made a motion on the table if you guys want to. Senators? Nothing. Okay, I I don't um I do agree with the three year um and then it'd be preferred um and then it also as far as the the title I'm not too sure, but we'll go ahead and go with the motion. So, Sammy, the motion, do I have a second? Did you want to say something? No, I was going to say that just to clarify the motion so everybody knows cuz we were talking a lot so I want to
042make sure that the motion >> Cuz Sam put out a motion. You just have to go through that. So, that was for three to five years and are we happy with preferred preferred or mandatory minimum? Okay. Do I have a a second for that motion of three to five minimum? Second that. You second that? You okay? And a roll call. Patty? I. Sammy? I. Sandra? I. Valerie? I. And I. Okay. Thank you. Receive the public disclosure sunshine of proposals for successor collective bargaining agreement. There is no vote needed at this time. Um the board will receive the public disclosure also references the sunshine proposals for the successor collective bargaining agreement. This is signed for information only and no action will be taken today. Future agenda items. Are there any requests for uh board members for
043future agenda items? Um whatever your legal counsel that advised board members not to speak to employees, I'd like them to come to the next meeting meeting so they can explain it, please. Okay. Um actually, they'll be here tonight for >> Yeah. Closed session. >> Well, I don't I'm not a president. I don't think it's on the agenda, is it? It's not, but since you're requesting it, it could be for a few attorneys. You can have it, but if it's not on the agenda, we shouldn't be discussing it, correct? Am I wrong or am I correct? Uh I believe you're correct, but I was just trying to be proactive and and work on it today. Are we allowed? Yeah, this is not legal, guys. So, we can't discuss it in closed session, is what I'm saying.
044So, if we can have them back in the next board meeting, that would be great. It could um and then it it just for clarification, what is it cuz they'll they'll need some guidance. What is it that you're wanting from from that? >> don't understand what I'm wanting. Whoever gave this board members or any of the board members advice not to discuss any school issues with employees, that is who I would like here. Okay. I I would like I need clarification so that I'm not in violation. Yeah, so they can do it two ways. One is they can do it here at an in open session, which would be like kind of the Brown Act training that we had. They can do a training around that, or they can do it through a board memo,
045one of the two. So, it's it could be either way. Um I think yeah, I think if if she could return on the uh I mean, she doesn't have to come in person, right? We can speak to her through this Zoom or something in order to get that clarification. >> is it's working because of my hearing disability, I'm fine with it. If not, she need to be here. She can pay a lot of money or they are. Because I I I You guys don't know that I cannot hear when they're sitting there with the Skype, and I have an issue with that. Okay. I think it's better that they are in person so that we can discuss ask questions versus sending them answers. Okay. Okay. Um all righty. So, closed sessions. The topics of public
046employee performance evaluation and public employee discipline, dismissal, release have been identified for closed session. Do we have any public comments for closed session items? Now 4 at 6:06, so we will go ahead and adjourn to 4:15. Thank you, everybody.