001See my swing in my head. Are you okay? Okay. Um, good evening. I'd like to call our meeting back to order. We were previously meeting in close session and I would like to uh ask everybody who's here to please rise if you're able and join me with the pledge of allegiance. I aliance 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. [Music] Thank you. Okay, we have a little bit of housekeeping things to take care of tonight. So, um, for everybody that's here that has to present and for the rest of the board members, um, and our administrative teams that we, um, using funds provided for public access and recording of board meetings, the school district
002has purchased and installed new microphones that are installed just above us. Becky said it looked like a science experiment. I think she was right. So, because of that, we're asking for the following. You can see that we don't have our our little microphones in front of us anymore either, so you can actually see us now. Uh, for board members and administrators, please speak loudly and direct your voice slightly up, but you don't need to crank your neck up. So, you don't have to talk to them. So, just just make sure you're kind of speaking up. For presenters, please speak roughly 6 in from the microphone on the podium. There's no longer need to be very close to the mic. So, you you won't see me anymore going like microphones. For community members in attendance, the
003microphones are very sensitive and could pick up and record anything that is said in the parlor. We hope that this upgrade will improve the recording quality for our boardroom. And thank you for your patience as we dial in the new system. I hope that was good, Tracy. I hope that was you could hear all that and everything was good. Tracy, I can hear you from the parlor. in the department. Thanks, John. You knew it was John, right? Yeah, I knew it was John. Exactly. Okay, so then moving on to our consent agenda items. I think Steve, you had the vouchers this month. I did. I looked through the vouchers and saw nothing out of the ordinary. And I would make a motion that we approve the vouchers and all consent agenda items. Second, Gwen. It's
004been moved and seconded to approve the consent agenda items. Is there any uh discussion? None. Sure. I just wanted to note that I've asked for uh the invoices for Weld Riley for the past four months and they have not been given to the uh school district. I simply wanted to review and audit them uh to see how much uh budget and money was being spent on open records. Um, and when you say that the they haven't been provided to the school district, for clarification, it's that Weld Riley has not built the school district yet. Correct. U, that is typical we find in our vouchers is um, I've been doing this for seven years. Dale's been doing this for 21 years. We've been using Weld Riley for a number of years. Um, their billing system uh,
005is a little chaotic, I would say. It's never regular. So, uh, I think sometimes we've seen two and a half months, sometimes we've seen a month and a half. So, um, I think it just depends on the quantity of work or maybe how badly they need the money. I'm not sure, but we can certainly, uh, ask when when those will be coming and, um, I think we'll I I think we do keep a running total of, um, what those things cost in a year. So, but I know we keep a running total of what we're spending on the attorney, but I don't think anyone's actually going over it and again seeing what we're um you know deferring out to for open records itself since this board has made that decision to delegate that authority from
006the administrator to SPEN. Yes, I believe actually that is um broken up to a degree. John, can you help me? Is that as far as what the lines of service are? Well, we know what the open what we know what the cost of open records request is. Yeah. I mean, we could we could certainly dig that out fairly quickly based off of their current invoices. Absolutely. Do we have that on the spreadsheet? Uh, no. Okay. No, not tracking what's versus X versus Y, but I can certainly do that. Okay. All right. Is there any further discussion? All right, hearing none, we'll proceed to vote. All those in favor of approving the consent agette agenda items, please signify by saying I. I. All those opposed, please signify by saying no. Motion pass. Con consent agenda items
007are approved as presented. Um, and then tonight we are actually holding our board meeting early uh as you might notice and that is because we have a uh fine arts festival at next door at the high school and we have lots of people in the room who have kids presenting there tonight and in the sake of time we would like to go. Our administrative reports um were filed in an appropriate time. The board has looked through them and decided that we do not need to um hear those tonight for our purposes. We've had no questions to follow up with you guys and you'll just be back on the spot in a month. So, thank you for providing those to the board. On toformational items, Dr. Derlair. All right, staff retirement celebration. We have seven attendees
008for the retirement celebration. We're up at brow time. Um, we've got well past 100, moving towards 150 years of experience in education. You scan down a little further. I want to make sure that I get the date right. I was thinking it was the 14th. I'm correct. Wednesday, May 14th. Routine Event Center, 5:30 social, 6:30 dinner and program. Past and present board members are welcome to attend to uh celebrate these great people. Fantastic. It's always a good time. Always like to hear all of the things that are said about our retirees and what a great honor it is for them. So, it's a good time. All right. And then for action items tonight, we will start off with staff insurance renewal and Alicia Schwarz is here from our group. Hello. Thank you. All right. My
009name is Alicia Schwarz. Can you hear me? Okay. Is that good? Get close. um one of the consultants that works with the district at Henry. I've been working with the school district for about seven years now. Great to be in front of the board tonight. So, we're here to talk a little bit more about um your renewal and just kind of the results that came out of the renewal cycle this year. So, Becky, if you want to go down to the first slide here. So, just to really quick um kind of set the stage where we're at. So, currently the district is offering two different plans. Both are considered high deductible qualified plans, meaning that they are qualified to make or receive HSA contributions. Um, you'll see a preferred benefit and a non-preferred benefit. The
010preferred benefit is specifically given to employees that engage in the wellness program through health partners, which is your carrier right now. And the non-preferred benefit is for those that don't engage. Uh, the district currently has two tier structure for contributions. Tier one is specific for one class of employees. tier 2 for another class and those contributions are respectively 88% and 83. If you can go to the next slide, you'll see in the renewal for 2025 uh we kept the same plan design change or the same plan design with a small caveat which is the deductible has to increase just a hair 100 for employees 200 for family in order to maintain that qualified high deductible plan. Again, that's set forth by the IRS. um need to meet certain deductible minimums in order to maintain that.
011Um the district won't change any of the contributions. That's a recommendation we're making based on um the renewal that we got. So we'll kind of continue on the next slide to see what that renewal looks like. So, uh, quick history is most years with health partners are able to negotiate what we call a rate cap. And that rate cap is a two-way agreement between health partners in the district that says health partners won't increase the rate past a certain point as long as the district doesn't shop and move away from health partners. So, in 2025 2026, you had a 9% rate cap. U, the initial renewal came out at 5.2% 2% and you can see how that cost breaks down in your materials here. So about $175 $175,000 increase to the district portion of that
012premium. Um we did not negotiate for a rate pass this year because we wanted to allow flexibility to potentially market the plan next year. Um just kind of do a rate check, see what other offers um opportunities are available to us. Um during the year as we were kind of evaluating potential for rate increases, assuming maybe we get the cap, we also did a little bit of work to look at alternate plan designs and solutions in order to make sure we could keep that rate down as low as possible um with the expectation we get the cap, but we didn't, which is great. We got that 5.2%. Um some of the the work that we did is looking at narrow network options. We also looked at alternate plan designs, getting a higher deductible for a
013lower rate and then supplementing some of the out-of- pocket expense for employees with what we would call a medical integrated uh health reimbursement account for HR. So, all of that to say, uh, one other change that I'll just walk you through really briefly is Health Partners has changed their wellness program. And that's a really exciting actually move because it's no longer a deductible differential in order to motivate and and incent employees to engage. This is called the my rewards program. Um and it also actually offers points for employees, spouses, and dependents over 18 on the plan to engage in certain activities earn points that are then uh exchangeable for gift cards. So, anyone that's participating on that plan can earn up to $245 a year, um, which is a great venue. So, we're really excited
014about that. I think every, you know, 5 to 10 years, wellness programs need a little bit of an overhaul to kind of create new excitement, engagement, and things like that. So, we'll see that, which is why, again, I mentioned before we got rid of that two different uh, deductible plan designs. We won't have to do that anymore, which is great. pause there. Uh the next page is really just information for you to kind of look at. We've provided this over the years just kind of showing you how loss ratios impact rate results, what rate caps we've negotiated, those types of things just for context. So last is just plan recommendations specific to the health plan. Um the recommendation at this point is to accept the 5.2% increase. No plan design changes other than what's required
015for the HSA and then the district will continue to contribute the same HSA contribution amount and keep the premiums at that tier of 88. Did you say that that you talked about the H or that is part of the renewal? talked about maybe changing to an H model which we are not recommending. Those are just some of the alternates that we're evaluating during the renewal cycle. Health Partners does a rate adjustment when you do an H in addition to so first go around kind of piques our interest a little bit and then when they do the rate adjustment after that option it actually would be even more of a increase overall than the 5.2%. Okay. was the HRA the I mean is that the 2,000 a year that no this Yeah. So that's another reason
016why is there's health retirement account and then there's health reimbursement account. So the HRA that you're talking about is still stay the same as we always have. The alternate plan design that we were looking into would have been offsetting an increase of deductible with a reimbursement account. Um because the the reality is is most people approximately average 40% of policy holders actually hit their out-of- pocket maximum. So if you increase that maximum and use that 40% rule it gives the opportunity to potentially have some pretty significant cost savings but then when they hit the rate when they went back and reanalyzed the rate afterwards then it was just it was it about 6% or something like that would have been the actual increase. So it would have been a nomenclature nightmare for us because we
017would have then had an HSA and FSA and two different HR that mean two completely different things and it's an additional we have to come up the you have to come up with 175,000. Well, it that the that number is a rough number because it just simply we just use last year's enrollment to dictate this year. Um, and with retirements and you know uh non-renew, you know, people who are not going to come back, the number can change. But if you remember back to last year when we chose health partners and the secondyear rate cap, a big reason why is because I was able to budget that out already. So the 9% is what has been the placeholder budget in next year's fiscal budget. um as of today and now that we're starting to get
018this stuff in, next year's fiscal budget's starting to come into a little bit clearer of a picture. So, the fact that it's almost 4% lower means that we actually have an additional almost $200,000 in our bottom line budget for next year to potentially use other things. But we still haven't gotten our property and casualty renewals yet. We still haven't gotten. So, you know, I'm not saying that we've got a $200,000 budget surplus, but we're this certainly helps making the budget picture uh a lot closer to zero for next year, for [Applause] sure. Uh last item that I would just cover is uh what we would call ancillary uh renewal. Ancillary is everything except medical. So, uh, great news is overall everyone is either in a rate guarantee or healthier rates. So, all your dental, vision,
019life, all your supplemental benefits and your disability benefits are all at no change, which is wonderful. Uh, couple things that we did also in terms of evaluation is look at what other benefits are um would would help employees support employees overall at the district uh level. And what we decided under these uh risk to hold for now just until we have a more clear vision on the budgets um we can always add these at any time throughout the plan year. So we looked at an employee assistance program which is really just kind of creating a more robust mental health support program for employees. And then we also evaluated offering life insurance to employees at 100% of their paid. Um, again, for now, we decided to kind of hold on that with budgets just kind of
020in flux and we can always look at implementing these at any time throughout the year. We don't we're not strictly hidden to plan changes like on a medical plan at rem around. I just want to thank really quick just because especially with Twilight leaving, Gretchen taking it taking over the role. I mean, you spending hours on the phone with either Alicia or Amy or whomever and their support is just you you can't find it anywhere else. So, we actually really takes your knowledge from zero to 100 really fast in a very complex world and they went to you know they're working health partners hard and this is the result. So, it's a positive thing. Fantastic. Are there any other questions right now? Otherwise, I'll entertain a motion to uh accept the staff insurance renewal. I'll
021make that motion. I'll second. Joe Steve, it's been properly moved and seconded to accept the staff insurance renewal as presented by Alicia from the Group. Uh is there any further discussion? Any further questions? Hearing none, we'll proceed to vote. All those in favor of accepting the staff insurance renewal, please signify by saying I. I. I. All those opposed, please signify by saying no. Motion passed. Staff insurance renewal is accepted. Thank you very much for coming tonight. Moving on to our second reading of changes to our staff handbook documents. Um, first will be the certified staff handbook compensation and benefits guide. Uh, nothing has changed since we you last viewed the certified staff compensation and benefits guide. We're still in the same same place we were last time in regards to state budget. We're in a
022holding pattern on that. So there isn't any um recommendation to move forward in salary. Though there is a recommendation to move forward with natural growth with salary. Folks uh that are here are professional development and when they do so they can move forward on salary. The growth that you have voted for in the past at times is to move the whole scale forward. So there isn't any recommendation to do that. The natural growth is a um an estimation because we don't know exactly who's going to be hired. We have retirees, but we haven't filled all those spots yet is $121,000. That's the natural growth for certified staff. So if you're looking for a ballpark figure, that would be your ballpark figure. So, uh, if there are any questions, I'd be happy to, uh, help or
023Becky or John or I can help. Nothing's changed since last time in regards to this these two documents. We did have one wording change on page, of course. Yes, I remember what you're talking about now. There it is. Yep. It used to say that this is related to one of the retirement plans and and what the deceased employee spouse must do afterwards to claim funds. And it used to say that they may open a mid- America HR premium only account, but it should say must open a Mid America H premium only account because that is the account they're required to have. I stand correct. Just one word change there, but then the rules. Yeah, if it's probably are the rules from May to must, right? Mm's the rules. Yeah, that is it on that one.
024And then do you want to look at the handbook as well? There's really um I think just these staffing updates here. I'm not sure if you wanted to take these one by one or all together or however you wanted to do it. Uh I think we'll just take certified staff compensation and benefits and handbook together if that's okay with everybody here. Is there um since we're going to discuss that right now, is there any discussion on very limited changes that we discussed last time? Well, it's $121,000 in limited changes, right? Well, that was the same number approximately as it was last month. So, we talked about a cost last time, too. We just talked about we wouldn't move the scale forward. So, we're not giving increase a percentive increase raise, but we're not putting anybody
025on a freeze either. That's the difference. Okay. So, we don't know how much money we're actually going to have yet. But yet, can we compensate afterwards after we do know? Sure. Neutral or whatever. You could uh you could vote to change this in December and do retroactive pay. I mean, we've done that. Not December, but October. We've done many times. Again, my point is is if we're a million dollars short, we're not a million dollars short. Right now, we're not I don't know why we would be a million dollars short. Okay. That's just there's nothing that's saying we're going to be a million dollars short. We haven't gotten word from the federal government or the state government saying that budgets are being cut. So at this point it's a holding pattern. If you look at
026specifically the certified stamp staff compensation that we're doing as of right now, if we don't allow any natural progression for PDHs or for anything, um you know, if you just look at the attrition for retirees and then replacing I8s with A1's right now, giving a incremental to those natural progression isn't actually going to cost the district anything because we're replacing mostly I8s with A1's etc etc which means that we are currently saving money. So this is saving back into the coffers with that. Correct. So I I I to me this is a a net zero situation. Now we still have two and a half positions to fill. So I'm guessing by the time that comes into play, we'll be right at about almost identical to the same salary number that we're at this year next
027year. Even with continuing with natural progression, what if you don't have a million dollars in federal funding? What funding are we talking about? Are we talking about title funding or are we talking about special education funding? Oh, I guess I don't know how it comes because it's it's two different main pools that that federal dollars come from. One of them is special education. That's where we've talked about how the governor and the state's ask has been for an increase in categorical reimbursement, which would add an additional million dollars to our budget if that was to be the case. But as of right now, we've received no communication as far as title programming or ease programming or I'm sorry, ESA programming or anything like that from the federal government. So, as far as business as usual,
028I mean, it's it's our budget will be same or similar to what it was last year. And what was the governor's ask? Well, the governor had several asks. I can't speak to exactly what they are, but the first one was an increase in the low revenue ceiling from 11,000 to $12,000, which would affect us. The second one was an increase in categorical special education spending. That's the big one. Uh and then the third one is just an increase in per pupil aid. Um, and that's the number where the governor always starts high and says 1500 and then the other side says 200 and then they meet in the middle. Right now we're at 325. Their hope is that that can go up to 650 which would come straight from the state, not come from the
029taxpayers. So or not come from property taxes, excuse me. So it's it's just kind of that's that's what their initial ask is. They have a whole bunch of other lines. What they'll get, I don't know. I think it'll depend on what the federal government decides to do between now and when the bianial budget actually goes up for a vote. But without knowing that, we're still good. Without knowing that, we're still good. As far as communication that we've received from DPI and from everyone, there's no indicators that the school district of Ary is at risk of losing anything at this point. So, what I mean, if that changes, we'll tell you right away. make a motion we we accept what's been presented with the uh natural progression and no additional increases at this time. Second. It's
030been moved and seconded to approve the certified staff compensation and benefits for 2526 and the certified handbook that accompanies those. Is there any further discussion? Hearing none. When is the when is the budget completed? Who knows? I mean, generally speaking, June, I think, but like Sean said, it's been October some years. Our budget or the state budget? Our budget, the state budget. Yeah. Yeah. Sometime during the course of the summer because then because then you'll know the exact amount what you have. Correct. We'll know that piece of the piece because there are other pieces but that piece is the big piece we need to know. And then what is the percent of increase to to staff certified staff then what with $121,000? I mean just the natural progression is not I think it's like 1.9
031average. I believe so. Yeah. Not everybody gets an increase. It depends where they're at on the scale. So some people might get seven or 8% because of where they're jumping on the scale where someone else would get a smaller amount. It just depends where they're at in their progression. Or are you talking about as far as a total budget impact for salaries? I I guess you just brought again I think we're going down a rabbit hole here. I don't know if this is necessarily on topic for this, but what did you mean by that difference of some people get 8% and some people get 1%. Well, if you you look at the scale, you can see the increases vary depending on where you're at, what level of cell you're at. So, somebody that's jumping from
032A3 to B1 they're getting if you go down a little bit further where the bigger jumps occur. Up a little higher. Yeah. Up a little higher, please. That's okay. Like a D3. It's all right. Now it's thinking. pick a D3 to an E1. There we go. Yes, a D3 to an um to an E1, you're talking about a significant increase there of approximately $4,000. But if you're a C uh if you're an F3 going to an F4, your increase is $500. So, there's a significant difference depending on where you're on the scale. But if you progress from A1 all the way through uh I8 your increase over the course of that whole time breaks out to be 3% per year. And again like the H3 to the I1 that's a that's a $3,000 increase. So
033it just depends. So all over if we average them all out it would be like that 2% one 1.9 but it it just changes whatever cell you're going to. So some that's what she means some people that would be going there. I'm I'm kind of sad and that I didn't know that over the past three years of being here that when I thought we gave people a 3% pay increase that they received a 3% pay increase. Some got eight. So, we got one. Well, that's an issue. Well, that's a that's in the scale. It's not an issue. If you if you spend your time going through the scale, you all get the same in the end. And and remember, this scale was put together by a compensation committee that staff had input on. That's they
034were involved in in writing this pay scale. And that's we've and we talk about that every year when we've done this and we've been involved in this every year. So, It hasn't changed in the last No, you don't you don't have to beat me down over it. I didn't know. I I'm not beating you down. It's pretty sad that I didn't know that that this is occurring on my last meeting. Thank you. Is there any further discussion? Okay, there's a motion to approve the um certified staff compensation benefits and handbook as presented. All those in favor, please signify by saying I. I. I. All those opposed, please signify by saying no. Motion passed and we'll move on to support staff handbook and compensation. Again, there are are not any changes that you didn't see last
035time unless the May must is that in Oh, sorry. May is chang. Okay. Just the front page staff. That's it. Got it. The um compensation version of this, the support staff, the compensation remains the same. There isn't any recommendation to move that forward. You'll see the same numbers in the same spots. But if you use natural growth as you flow through this from a level I to a level J etc. That's a estimated grand total sum of $74,000. Again, we don't know all of our staff who they're going to be. Uh that could change at any given moment. So that would be $74,000 total. I do just want to point out uh to board members that clubhouse has been removed from support staff. Um, and just to remind everybody that Clubhouse is not in here
036and that will be a separate they will be addressed separately and there will be another handbook and compensation model coming for clubhouse. Correct. So that's the big that's the bigger change that we see here on the compensation and benefits. So any further questions? What was the reasoning for that? Well, the language just looks a little obtuse when you talk about uh clubhouse leave of days in comparison to a custodian or a parrot or a secretary since there's no one else able to work the varied hours that they work. 58s and 310s and uh 410s. It just looks very different. They're also a year- round calendar as opposed to nearly every other support staff group being nine or 10 months. Custodian in a few secretaries are your own just looks very different. Their language looks different
037and because their circumstances of work just looks very different. Uh you'll see that in the months of June, May and June. And they have seen uh a snapshot of that twice and they'll see another snapshot of it here in a couple of weeks. and you'll have an opportunity to engage with them about that language. Thank you. You're welcome. Yeah, I think that makes good good sense now moving forward as the the clubhouse is growing and things are happening there as a different different venue. I mean, this was kind of a charter thing to see how it was going to go, but I think we're obviously pretty permanent locked in there. So, it'll be uh it' be good to have them their own separate uh language. So, I'm excited about that. Any other questions? Make a
038motion we accept the support staff handbook and compensation uh as presented. Second. Sorry. It's been properly moved and seconded to accept the support staff compensation benefits schedule and uh support staff handbook as presented. Is there any further discussion? Hearing none, we'll proceed. Who was your second? Sure. Joe, thank you. Hearing none, we'll proceed to vote. All those in favor of approving the uh support staff compensation and benefits and handbook for 2526, please signify by saying I. I. All those opposed, please signify by saying no. Motion passes. We are approved. And then we have administrative staff. Uh there is no handbook or compensation and benefits guide for administrative staff. Uh there isn't any steps and lanes and alternative compensation scale. There's none of that that exists. So the cost impact of natural growth with administrative staff
039is zero. There isn't any growth at all unless there's a voted change at a later date in time. So it's 1214 plus zero. Is there a motion to approve the administrative staff to remain as as uh they were for the 2425 school year? So moved. Gwen Dale, would you like to second that? Sure. Second. It's been properly moved and seconded for administrative staff to remain uh as they were for 20 uh 425 school year heading into 2526. All those uh is there any uh further discussion? Should we have a handbook or hand out or a sheet saying where you guys are at and what you should be getting paid in the future and press I don't know that that's for me to decide that would be for you to decide about me but in regards
040to administrative team what's typically happened uh and district team and office staff there's about 20 folks total uh whatever the growth is for certified and support staff that growth would be matched in percentage with administrative team but That again is with board approval, not with my approval. That's if I'm making a recommendation. And when we know the budget, I would make a recommendation at that point in time. I certainly am not recommending zero. These people work tirelessly. They deserve certainly growth, too. It's just that those numbers are typically like Decemberish, I think. Well, we don't again, we've never we've never gone quite that far on state budget, but we certainly have gone deep into the fall. October, November. We have October, November, and I don't know what'll happen this time, but yeah, there'll be a
041recommendation for growth for everybody. I've already got a couple of models on my desk for certified staff and for support staff, and whatever those percentages would be, I think it's a fair assumption that administrative team and district team shouldn't go beyond those recommendations for them. I mean, we should keep that equitable. Well, like I say, you know, there's a big difference between 3% at $60,000 and 3% at $152,000. That is correct. Anything further? The only question I have is I don't see what you're voting on on the agenda. The administrative staff, the approval of the contracts just you're talking about the whole contracts. Yeah. Yeah. So this So everybody support staff. Yep. Yep. Certified staff and administrative staff. Yep. So that has nothing to do with increases that we're talking about. We're just talking about
042accepting who's on the list. Yes. So, just to make that clear. Yes. And then were we going to add items to the contract and letters of appointment as approvals or add to the contracts in general the sheet if you want me to add addendums to I think they're listed on I mean not as an addendum but for example Jessica is listed as principal and curriculum director of curriculum and instruction. So the titles reflect the additional rules. And is this and will this get updated throughout the year or is is this seen more than once a year or? Uh this is seen only now when we approve for the upcoming year. But as we make those personnel changes that we approve every month then this list gets updated. But that's internal. Yeah. It's internal based on
043our actions that we do that that the board takes every month. This is just who we have now. Yeah. As of today. And this this would be them their letters of appointment would go out and then we would ask for those back just like their contracts and and then those come back. They have to be signed by May May the end of May. Correct. Yeah. Yeah, we're running it in conjunction this year with open enrollment for health insurance. So, they'll be receiving their letters of appointment or contracts at one of the mandatory meetings that we're holding for open enrollment. Yep. So, these are all the people all of the things that they're doing. Yeah. Is the due date for them. So, okay. May 17th. Yeah. And I see that the administrators here have their second
044assignments on here though. Yeah. There's really just the four of them. Okay. Okay. So, a motion the motion to approve the contracts letters appointment um to remain the way they are here presented. Any further discussion? Okay. Hearing none, we'll proceed to vote. All those in favor of approving the 2526 contract letters appointment, please signify by saying I. I. I. All those opposed, please signify by saying no. Okay. Motion approved. Next, the school board election results and oath of office. Dr. Der. Well, we have schoolboard election results. You'll see up on the big screen, uh, Larry White, April Zemer, and then write in/scattering over the course of 12 municipalities with a grand total at the bottom of the page. There were two candidates for two open positions vacated by Dale Johnson and Joe Beerant. Seeing that
045uh they both are higher than zero in essence, that means they are both duly elected. We did a camel uh a couple of weeks back in regards to the Go ahead. I was just going to say myself, Jay Mson, and Katie Shannon um community members made up the canvas in committee. So, and that canvas is in compliance with state statute. And uh the only step remaining is an oath of office, which is you two. Please go up to the speak loudly so you can be heard. That's Larry. [Applause] Larry. And I think that Becky's given you something to read there. Is that correct? Right. Okay. Larry will recognize you first and you can take your oath of office. Okay. You cheated on Amanda. I feel that. I, Larry Wineek, who have been duly elected to
046the board of education of the school district of Ary swear that I will support the Constitution of the United States and the Constitution of the State of Wisconsin and will faithfully and impartially discard the duties of set office to the best of my ability. So help me God. Thank you. Welcome aboard, April. I, April Lee, who have been duly elected to the board of education of the school district of Emory, swear that I will support the Constitution of the United States and the Constitution of the State of Wisconsin and will faithfully and impartially discharge the duties of set office to the best of my ability. So, help me God. Thank you. Welcome to John's got his notary, so he'll notoriize those as you sign. See, I see April's all dressed up in her warrior warrior
047wear ready. Dressing a look. Dressing apart. Dress it apart. Right. Right off the bat. And before we proceed on to donations to the district, we received a little care package from the Wisconsin Association of School Boards, WASB as we like to call them, a certificate of recognition. This special recognition of service to Wisconsin public schools is awarded to Dale Johnson for 20 years of service to the game school award. No, thank you. Thank you. Speech. Um well, uh I was going to just wait till the end, but I will um just add a few comments now. Um to Larry and April, congratulations. I'm happy that uh you chose to run and were elected. I think you'll be a great addition to the board. Uh to the remaining three board members, uh Gwen and Steve and
048SH, um it's been a pleasure. I wish you nothing but the best continued uh success moving forward. And uh looking at the administrative staff, um Tom, you're the only one that I did play a part um in the the hiring efforts, I guess. But um we're blessed with a great team and namely, and I um I'm I'm fortunate as a board member for that, and the community is fortunate for that. And finally, Sean, um thank you for your leadership. Thank you. Um I remember interviewing you as a potential principal candidate and uh that's great here back then. A little bit maybe. Yeah, both of us probably. Um and then moving on to district administrator. I think you've done a great job and been great for the district um through some crazy times with CO and
049everything else. But um thank you all and uh a thank you to the community for uh support of not only myself but to the uh the school district for um well forever. We've been blessed in this community with uh a very supportive um community group and um I appreciate that the kids of this district benefit from that each and every day. So, thank you. It's been a pleasure. So Dale, um, first as a as a parent who had a lot of kids go through this district while you were sitting on the board. Um, you made a uh by sitting here, you made a a deep impact on a lot of kids. And I think that's always first and foremost what we need to think about is uh the impact that we make on the kids
050here. And um, second, as a board member, I'd like to thank you for um, teaching me a lot. Um, and you I want to thank you for the leadership that you've provided and a calmness that you bring through all of those crazy things that we've had to deal with since it's been a few since I've gotten on board. Um, there's there's been a lot of emotional nights sitting in these rooms. Um, and you are the one guy that I can always count on that, uh, is holds things steady, is objective, um, and is always kind and caring, um, and thoughtful with what you say. And I've learned a lot from you, and hopefully I'm a better board member for it. And, uh, we hope to, uh, carry on a little bit of your legacy here
051as we go forward. But, you've made a lasting impact here, and I want to thank you for that leadership. Thank you. Very nice. Thank you. Can't say it better than that. Thanks. Still 20 years is 21 years, right? 21 years. 21 years. So, it's a long run. Lot of dedication. Yeah. It's been good. My my third Monday night of the month now is going to be uh I'm not going to know what to do. Yeah. We're going to miss you. There's always community comments. Yeah. Come and watch. Yeah. Maybe I'll come and watch. Yeah. Thanks. Thanks, Dale, for everything. Thank you. And I'll just say thank you too because you were one of the first people um to reach out to me as a new school board member and I appreciated that and um I'll
052reiterate what both Steve and Char indicated in that your calmness um brings a lot of peace to the board. Thank you. Okay people, a true legacy. You don't find a lot of people willing to donate that kind of time for 21 years. So thank you D. All right, off to uh donations to the district. We have one donation to the district, Pulk Bernett Electric Cooperative for the $1,500 Operation Roundup Grant to go toward improving the animal billing at the school farm. We'll need to make a motion if you wish to accept that donation. Very cool. School farm. Look at that. Reckoning it up. I'll make a motion to accept that with again many uh many thanks. That seems fitting. Is there a Is there a second? Second. Go ahead. It's been properly moved and seconded
053to accept the $1,500 from Pope Bernett with many thanks out to the school farm. Is there any discussion? Hearing none, we'll proceed to vote. All those in favor of accepting that $1,500, please signify by saying I. I. All those opposed, please signify by saying no. Motion passed. Thank you, Bernette, for $1,500 off. It will be used. And off to personnel action. Okay, we have new employment and extracurricular contracts for the following. Scott Ball as eighth grade boys basketball coach. Megan Shaliner, elementary school principal. Austin Fox, high school math teacher. Madison Haynes, school counselor. Luke Halverson, high school social studies teacher. Kirstson uh Condor, uh tech ed teacher. Lexis Merik, special ed teacher. Jordan Morphett, high school math teacher. Joshua Mor, high school math teacher. Riley Walls, high school football assistant coach. Reassignments of Claire Halverson
054from second grade teacher to physical education teacher. Um Mariah Hannah from 8th grade social studies to sixth grade social studies. Dylan Johnson from high school social studies to high school assistant principal/athletic director. Lorie Lightky from sixth grade social studies to eighth grade social studies. Resignations. Nathan Cunningham, high school math teacher. Jordan Lumen, middle school football assistant coach. Bailey Peterson, fifth grade teacher. And Riley Walls, high school head or high school, middle school head football coach. Is there a motion to approve the personnel action? I will just um make a motion that I will abstain from voting on this. Yeah, you don't need to move on that. You will just uh duly noted that you will be abstained from the vote. So, is there a motion to accept the personnel action? I move to accept the
055personnel action as printed. Gwen, is there a second? Steve, it's been properly moved and seconded to accept the personnel action items. Uh, we've had discussion already previously in close session on this is so we'll just proceed to vote. And for all those in favor, again, Dale will be abstaining from this vote. All those in favor of accepting the personnel action, please signify by saying I. I. All those opposed, please signify by saying no. No. Okay. Motion passes on a 31 vote. Again, note that Dale Johnson is abstaining from the vote. So 3-1 in favor of personnel action item for a total of four board members voting. So personal action is passed. Um, I didn't see anybody signed up for community comments. Becky, can you check on that pretty quickly for me? Nope. Nothing. Okay. Nothing
056for uh community comments. Any reason to go back into close session? None. Okay. Is there a motion to adjurnn? I move to adjourn. Gwen, is there a second? I'll second that. That's That also seems wrap it up. It also seems fair. All those in favor of adjourning, please signify by saying I. I. All those opposed, please signify by saying no. Motion passes. Meeting adjourned. And we are on time for the fine arts concert next