001is USD special board meeting of March 27th and I'm going to start us off with a land acknowledgement as we do every meeting. Good evening. As we begin this meeting, it's important to pay respect to and acknowledge that we are on the traditional land of the Aloney Costa and people and additionally pay respect to elders both past and present. So with that, I think we have roll call. Agreed. President Dr. Hazen here, Doug McNary here. Trustee Utmar here. Trusty Shamas here and Trusty Wex here. So next we're on to item D which is the adoption of the agenda. So we have an opportunity for the public to comment on the agenda or no one on the line. I think I think we're pretty safe with that. And then um any board comments on the agenda?
002Right. If not I will go ahead and make a motion to approve the agenda as presented. Can I get a second? Okay. Motion was made by myself and then seconded by Trusty Otmar. And now I will go ahead and identify the close session topics. We have Do we need a vote? Thank you. Yep. Can we please vote on that motion made by myself and seconded by Trusty Omar? All in favor, please say I. I. None opposed. So it passes 5. So thank you for the reminder. We're moving to close session now where we're going to identify the close session topics. So, the board of education will meet in close session to consider matters appropriate for close session in accordance with ed and gov code. Item one, negotiations, collective bargaining session planning and prep with the
003PGTA for 2425. Government code 3459.1 negotiations collective bargaining session planning and prep with the CSEA for 2425. Government code 3549.1. A public employee discipline dismissal release leave complaint. government code 54957. And with that, are is there any public comment on close session items? If not, we will go ahead in a journ to close session. Okay, gathering us back in at 6:43. And so for the close session items for the negotiations with PGTA and CSSEA, information was received and direction was given. And for the update um regarding an employee complaint, information was received. So with that, we now have the pledge of allegiance and then we'll get into our last item, the information discussion. So I'll go ahead and lead us in the pledge unless someone's desperate to be so. Okay, great. And so now we
004have our board governance training and self-evaluation. So we will start by opening this up for public comment. Looks like okay few folks online no one in person. Um so with that for board discussion one item that would be worth doing since we are a new board and this is a new governance is in the past we for our most recent governance session it was recorded and the one before that I think it was not. So it seems like something we could discuss as a board whether we have a strong opinion either way. And I will open that up to anyone else that would like to comment on that or anything else regarding our board governance training at this point. Well, if we have to have this training or this meeting as an an official meeting,
005it seems like it should be recorded just because it's, you know, we can't do this like in close session. We can't do it at a someone's house. you know, we have to do this as a as an open meeting. Anyone could come in. So, it it seems like you should record it just to stay within the consistency of guidelines. Um, I am okay with it being open. I I think I would prefer that it is not recorded. If somebody would like to come and witness um us doing this, I'm okay with that. Um when we're finished, it's going to be printed up and available for everyone to look at. Um if if people would like to come and um see how the conversation goes, um you're welcome to come here as far as I'm concerned.
006Um but my preference is not to record it. I would like to uh just have it available afterwards as well. This uh the question was asked what's going to be printed. I mean it would be the slide presentation that we have and any you know other material and any changes we make to the governance handbook would be available. Yes, that's what I was referring to. The governance handbook will be available for everyone to look at. I'll go next. Um I in am in agreement with Trusty Shimos that we should record the meth the meeting both because that has been our practice something we agreed to as a board and haven't changed as a board yet as a practice. Um it's good to have a record of what we do. Um, and we do, it sounds
007like, have people who planned on attending the meeting online. Um, I I'm in favor of recording the meetings. Yeah. All third, trusty Shimas and Trusty McNary just because people are online and they certainly can come, but it's an accessibility issue as well. So, okay. I'll even though it won't matter I will I mean since I think we have a a a quorum on this I'll say you know I think it's going to be harder for me to be open with my discussion on some of the items potentially due to my employment situation if it's recorded but given that that is the goal of the board let's go ahead with that for now and we will not gavvel out but we'll meet around the small table to continue with governance okay thanks all for the good
008discussion I appreciate How old could it do this? Okay, hold on. All right. Well, hello. And here we go for our I think it's our second governance governance session with this new board with our two not so new trustees anymore. Don't know how much longer you can use that. All right. And of course this also I'm going to point out our first governance session where it is really just us right as a as a team and as a board of six. Um if you'll recall I'll take you back to you know where we ended with our last session uh with Lulu Lozano and Eric Andrews. Uh we had you know really made some commitments. We took some time to you know just take a brief uh overview of the governance handbook. If you'll recall, that
009was really something we spent a lot of time uh with the former board uh last school year uh in really going through making revisions and you know was wonderful because we were able to come to an agreement and have all of those five trustees sign and uh and agree to adopt it. Uh with two new trustees coming on you know we really want to be able to have you that you know um additional opportunity to get you know feedback from both of you. Um I will preface this with you're going to hear sort of me saying this a lot tonight. Um thank you first of all for you've all given you know some uh feedback and so I've got you know copies of that that we're going to take some time to go through. Um
010in my opinion it's not a huge amount. I think you know we definitely have some consensus on maybe there's additional removal of some of the items because it's you know redundant. Uh we have you know some of those items you know elsewhere in the in the governance handbook. Um but in addition to that uh you know we definitely you know get a sense that I'm hearing a lot from everyone that you we'd like just overall for the handbook to at some you know really at some point be a little bit more succinct. I don't know if we're going to get to that tonight. I think what I'm hoping is we can really you know take some time to review some of the feedback that's there uh and you know come to a consensus at the
011end that really we can live with what we have with some of the additional revisions to really carry us through the rest of the school year as we continue on you know with our governance training um and then maybe you know take some time to maybe dig into it a little bit further in this in the summer uh for the following school year. So that'll be something just for all of you to think about as we you know proceed through that. But before we get to that, I have a little team builder that I really want to open up with all of you. And you actually have a copy of it on your at your seat. Um, and I really just thought we could, you know, really have some fun with this. And I'm going
012to start by saying, you know, this is completely at your comfort level. And I get the sense that, you know, this is not something typically you would do as a team builder with something that's being recorded. And I get that's maybe where there's some hesitancy with everyone. So, um, you know, I I'm just going to say to you then, you know, if if you're not comfortable going deeper, then, you know, just pick something that's a little bit more at the the surface level or something that's maybe doesn't, you know, show as much, you know, personal um information about you. But I love, you know, team builders. I love ice breakers. We use it at all of our leadership meetings and we always start with something and really does such a nice job of just grounding
013us, bringing us together. I think as a as a board we are, you know, we we do a lot of business together, right? Um and I and I think it's important to also be reminded and mindful of the fact that we're also, you know, we're each incredible individuals and there's a personal aspect to that. So anytime I think we can come together and when you're talking about building trust, it's important that we, you know, remember to look at one another and and remind ourselves of, you know, just the personal lives you all bring and the personal uh, you know, strengths and skills you all bring to the table as well. Strong leadership and strong teamwork, you know, really takes into account that, you know, we all, you know, are cognizant of that. And I love
014the fact that often during these kinds of activities, we learn something new about some who we thought we knew really well. Um, I find that when I'm working with my cabinet team, I find when we're working as a leadership, you know, team, uh, no matter how well you think you know someone, I guarantee you there's always going to be something in you that comes out of that. So, I'm going to ask you all to take some time to just jot down, uh, you know, some responses to each, it's called past, present, and future. Um, and so the first one, you know, when you're thinking about the past, I'm going to ask you to think about a meaningful experience from your past. And it could be the past as in last week, last year. It could
015be, you know, 20 years ago. Present, think about a joyful experience from your present. And future something that you have a hope for or that you're just hopeful for in the future. The present means right now. It can it can moment. It can mean this moment where you're sitting, right? We're doing governance. It could also just be where you are in your life right now, right? And maybe you got some great news yesterday for example. I don't know that you are just over the moon about speaking for myself. There we go. So I'll give you all about, you know, 3 to five minutes. I'll kind of gauge where you all are with your writing to see when we're ready to move on. Yes. And then just so you know where this is going, when we
016are done, we're going to sort of pair up and have conversations, right? that won't be able to be heard on the recording obviously. So I'll say that to anyone who's logged on and then really the idea would be for you to share out in your pairs maybe an aa that you know you would share out maybe for yourself individually or from your partner that came out from your discussion. I don't know. We're good. No, we'll we'll use our mics. So, because we're not doing our individual conversations, thank you for the reminder. Um, we thought we could just do if you want to do a quick highlight from something that came that stood out from your partner. Um, without going into, you know, too many details with it. Um, if you want to think about that
017and we'll share out it, I think because Beth and I already talked about it, uh, we'll go first. Um, I love how, you know, when Beth talked about the present for her, it was really about making the per perfect pancakes and, you know, that was where she was this morning and that's where she makes her breakfast for her grandchildren. Um, I joked with her that that could really be an analogy for life, right? It's about everything. It's the the perfect pancake. you're constantly aiming to, you know, just get to that point. And when you do, that feeling of reward was really cool. Really, really cool. And for Linda, of course, she is um experiencing self fulfillment because she loves being here and she's just every day it's reaffirming her choice to be here. And and
018everything that's come to her since she's been here, she's very grateful. And that's that's what's going on for her. If you can't tell, All right, who wants to go next? Um, Elliot had a much better present one because I couldn't really think of anything. So, Elliot uh spoke about how he took time with his son last week to go ski and um how important the one-on-one time is if you have a couple kids. And I concur. So like those are memories that will last forever and experiences. And I I'll go with a kid one as well for Mike because he was talking about reminding or a memory of teaching his daughter to ride her bike and how now he gets to ride around with his son on the back and was it wind faster? Was
019that the term? Go wind go. Go win go. Helping, you know, be the pushing at the back that helps the bike ride go as fast as possible. Good again. Memories of the kids and the youth that is all too fleeting. Good shout outs from both of you. I will share Laura's um future hopes which are lovely and they are to retire early and go on surf trips with her husband Ben and that she raises emotionally intelligent boys. Um, Jen has a future hope. Her her little puppy got hurt in the woods and hurt his paw. His her her paw. And she is hoping for speedy recovery for her sweet little puppy. I need a picture of your puppy. Wow, that was really you all highlighted just some really powerful and meaningful things. Like I said,
020right, we do these and you learn something something new about someone, right? And get to know them a little bit better. Um, it helps us again, as I said, see us, you know, just as the individuals and the humans that we are and we all carry so much, right, in our personal lives with it that we bring to the work that we do. Um, and from my perspective from all of you, you balance it amazingly. And I think that is the hardest part about leadership, it really is about so you know, you're continuing on and you've got the work, but you, you know, you're still balancing this whole other personal side in life, right? That is the fulfilling part, right? And we're constantly, you know, seeking that balance. Um, but still being able to give
021your absolute full focus and commitment to the important work that we do here. And, um, you all do that really, really well. really really well and thank you for just bringing such great you know rich examples to it um you know to that and again like I said it's you know it's harder when we know it's sort of being public and um but you all did a really nice job you know sharing that beyond I think what I want to do is just tie that very briefly to you know at the beginning of this year I had shared you know one of the books that we're reading as a leadership team it's trust and inspire um and it really is about you know just talks about those fundamental components of you know what makes just
022an effective leader. Um, and really the three pillars that make up a leader that, you know, really approaches things from a trust and inspire um, methodology versus a that whole, you know, sense of command and control, right? It's trust and inspire versus command and control are those three pillars that are there in those circles that you see on the screen. It's about number one, trusting how you lead, modeling who you are, and inspiring, you know, finding constantly, you know, taking that time to connect to your why. And I really feel that as we're, you know, sort of looking at at questions like this, they can seem so simple, you know, on the surface, but when you really dig in and you really think about what I loved about it was really, you know, as Beth
023and I were talking, it we both realized that you we went with the answer that came to mind immediately, right? And I think those are the most powerful ones where you really just go with what your emotions are telling you, what your feelings are telling you, right? And the inspirational piece when you're connecting to that why, right? It has it needs to be intentional for sure, right? But it's an important component of you know constantly reflecting back but thinking about you know what is your why and I think for us of course you know it's the work we do for the students that we serve and you get to be reminded of that on a daily basis right but you also as parents and you know grandparents you get to also you know see that
024too in the students that you know the children you you know get to be directly involved in um but the trusting part for me I think even an activity like this it dies it takes trust right we've got to you know really kind determine are we you know am I trusting this other individual enough to share some really personal information with right and and I think that's a part that I've seen with this you know team right as new as we are together um I think back to CSBA where we spent you know couple days together um in San Francisco um and then well no it was Anaheim right this most recent one I mean there was really a lot of you know bonding and getting to know each other and those are important things
025I really want us to be mindful we can't, you know, push those aside, right? Because we that's important if we're going to be able to connect and and do the work and be able to trust each other. Um, and I think the trusting really comes into what we're going to be doing tonight, right? That governance handbook, right? as we're talking about what our agreements are and you know how are we working together as a team. We have to be able to you know know that we can you know trust that we're all committed to that that we you know what our agreements are that we're going to continue to follow through with that. I'm going to point out to the fact that even how we started this meeting, right? I think there was a trust
026in each other that you all were able to have an open conversation about, you know, look, you know, we're opening up with an activity that not everyone's comfortable on, you know, putting that out, you know, to to everyone who's who's watching, but you were able to really lead with that and, you know, all weigh in and, you know, share what you thought on that. It's about coming to a consensus, right? And, you know, you came to that. So proud of you for how you all led through that. on the right side of that screen is really just again it's those components of you know what you believe versus what your job as a leader is is to do. Um and just highlighting what's there on on the right side. Unleash the potential and not control
027right those that we serve and lead. Inspire um not merely motivate I think is what that says behind the little uh icon. Uh elevate caring above competing. Put service above self-interest. go first is what effective leaders do, right? That's just really, you know, important. I think the belief part is important on the left, but you know, it's that reminder of what our job as leaders who are trusting and who seek to inspire. And I just share this last one you before we move into the work we're going to be doing tonight. As we think about, you know, being a leader who is trust is trusting and, you know, seeks to inspire, there are barriers, right, that the the book really goes into. And I think this is important for us to sort of really be
028able to identify as well. Um something I think we can dig into deeper as we you know do more of our work in in the coming months. Um but I share this with you because these are some of the things when we are thinking about you know the work that we have to do. Sometimes that can be challenging decisions we've got to make but even how you know we confront things as a team. I think those can be challenges and sometimes even harder than the big decisions that are made right and tonight even you know starting out was the perfect example of that. even being able to have, you know, a discussion and having that, you know, courage to be able to say, you know, really out loud what we all think. Um, and having
029the courage and the ability to then come together with the consensus. But these are the barriers that can really get in the way, right? Those thinking of something, you know, this won't work here. There are a lot of whatifs. Those are all sort of, you chunked together as as the second barrier. What if I lose control? What if it doesn't work? What if I've been burned before? What if I don't get credit? What if I'm not as confident as you think I am? I love those because those are questions that I think sort of seep into right our daily you know ability um in the work that we do um you know and for you I think as as board members you know just sitting here at the dis coming to our meetings you know
030twice a month right there are I think I'm sure that sort of seeps in sometimes as you think to yourself wow you know we've got to you know make these decisions and with the leaders of this incredible district right that self-doubt can definitely creep in sometimes And it's our job, right, as an entire team, as a as a governance team to help remind each other of how incredible we all are and how capable we are, but that we lean on one another, right, to and we depend on one another to, you know, help, you know, keep us all going in the same direction and making some of those hard decisions. Third one, I don't know how to let go. That can sometimes get in the way, I think, when we especially when we're, you know,
031looking towards building consensus. And that'll be something that we'll talk about, you know, as we go through our governance book. I'm the smartest one in the room. And then this is who I am. You know, sometimes that can get in the way in the sense of well, you know, I can't do any differently because this is this is who I am, right? That can be very limiting in a sense. I just share those with you. If there are any that you relate to, you know, just, you know, take the time to, you know, think those through. Um, but those are powerful. Those are powerful barriers that definitely can, you know, impact that the work the work that we do. So, you know, keep that in mind, I think, as we go through some of the
032revisions this evening. All right. Any comments on any of that needs to mention for the good of the group? I just wanted to um I'll just make a comment in general, two comments. One, if it doesn't work out as a superintendent, you should probably consider being a life coach, but I have a feeling you're going to have a long career as a superintendent. Um and the other thing that I wanted to say is that I just wanted to acknowledge um how safe I feel in this group and just to say thank you for that. It's it's pretty cool. I also feel safe. That was a nice thing. Don't worry, you're not alone. [Laughter] Thank you for sharing that, Laura. That's pretty awesome, you know, and I think the piece to it too is, you know,
033we've got to remember to have fun together as well. I think that's what we learned, you know, from our CV CSBA trip. Um, you know, taking that time. It's hard, right? Because we, you know, anytime we do come together as a team, it has to be, right, as official meeting and it's got to be documented as a as a board. But I think there's still moments in that. And that's what I do love about about all of you. I think of, you know, every meeting we've had since, you know, all of you came on board, there's been something at each of our meetings that's really taken us away from, you know, any of the stressful moments or the hard decisions that's really connected us back not only to our why, but to, you know, who
034we are as a team, right? And that's important. That really, really is. And I've just seen you all, you know, grow in incredible ways already. Um, and it's just going to continue. So, okay, with that said, let's go into our governance handbook. Um, I'm going to go ahead and just sort of come forward to here. So, I think what I did want to point out is there was a slide that Lou had added, you know, on our last presentation. So, I'm going to actually just, you know, go to that very quickly. Um and it's really spoke to um the compact right that we agreed to as a board of five um last school year when that handbook was it was really approved um and if you just you know take a moment to read it
035I won't read it to you but you know on on that page it really just you know speaks to the fact that um you know once we have made that agreement and commitment that yes this is something that would you know seek a lot of um the work that we do it's on the screen you also have a copy of it in slides, but I've put it up there. If there's anything in there that speaks to you, you know, feel free once you've read it to to share it out. Not yet. Oh. Oh, you want to edit the language that's on the slide, Mike? I love it. I love it. For the record, I think Brian has the coolest signature monster. Brian coming up at the top left. Look at that. It just It looks
036like a piece of Where is even Andy Warhol art. Well, if we're going to rate them, I go Brian followed by Jen. Oh my goodness. That's funny. followed by Elliot. Oh, thanks. I think Trusty Swanson may have been a graffiti artist, too. Oh, you'll appreciate that. If I could just say on that I mean because I think this is one of the reasons I'm happy and it's important for us to be doing this now is I do think the last time we got together to do governance there was some concern with some of the items that it was the previous board. So I'm really excited and hopeful as a group we come up with our top 10 norms and revised handbook items hopefully today. It may take longer than a day but I'm confident we
037can do it. Are we good to move on to the act of editing of everyone's like we I think I shared this with all of I had you already read it because that's you know that's our goal right to get to that point and if we can tonight that would be amazing. All right. So, what I have done is I have given all of you a copy that really says on here, you know, working document and these are really just my own notes uh that I added to the document based on those of you who shared feedback. Um, and so what I thought we could do is really just go through some of those, you know, comments just page by page. Uh, you know, get consensus and get input on if we agree with, you
038know, the comments that we made. some there are a couple there that say let's have a discussion about this and again I think that'll give us a nice opportunity to you know look more into what those items are um so if we look at page numbers uh the first note is on page six and it's all the way at the top of the page and it's the third sentence from the top where it says this is why we are obligated uh to adamantly guard our freeto call and preserve our unity of purpose. So there was a recommendation uh that that may be something that we remove with the thinking that it sounds very um parental. So opening it up for discussion thoughts. Does anyone feel strongly either way about that? I'm okay with that going.
039Yeah, I don't feel strongly. Yeah, I just felt that that was ended up being I felt that that yeah sentence really was repetitive with the exception of spree decor which I'm not even sure what that means but yes well it's just fun to say I agree it feels kind of redundant and wordy um I'm not sure what it adds other than a lot of words and I don't know what expressed means necessarily either so scratch it for that reason alone um what do you Yeah, scratch it. And I feel like the last sentence can get I think that this is so wordy, but even saying it's not guaranteed, we can I would want to get rid of that. I mean, I would want to kind of chop the whole thing up. It's Okay, I would
040propose that it says and you can say no. I'm totally cool with it. But first rate teamwork is essential to every quality organization. There must be a commitment to building and maintaining a dynamic partnership that produces positive results. I believe it is not enough to have good intentions. Yeah. I mean, it just sounds so like that's a given. Yeah. It's parental. Yeah. Yeah, I feel like I'm getting lectured. I'm in big trouble. I want them watching me. Um, and then the last sentence, our success as a high-caliber team will be made evident by how well we attain our vision to be the Monterey County's premier learning establishment. I don't know. Yeah, I don't remember making that. Uh, maybe you guys made that statement as a goal. I mean, it it's not really if it's our
041goal, but if it's not our goal, then why is it even in there? I think we inherited it. Yeah, I'd be okay with those all those edits. The only thing I would say I I like the last part that suggested to be removed because I think that's that the English teacher in my past would say it's good to have a concluding sentence. And that's one nice thing about that. It just says we hereby establish these norms and protocols or well what if it says our success as a highc caliber team will be made evident by how well we work together take out the vision and I don't know what that no I'm suggesting that whole part goes I the second one that is suggested the two upholder unity of purpose and I and again those
042three actually do come from our goals right like the oh I'm cool with yeah yeah so like I'm I'm agreeing with all your edits but I'm saying I would want to end with that last sub. Does somebody want it removed? Do you think I'm wonder? Oh, it was marked in the working document as removed. Yeah. I just want to make sure that if somebody wanted it removed that how do we all feel so leaving that sentence there? Beth, do you feel okay about that? The to uphold our unity of purpose. Yeah, if we remove the above paragraph. Great. because that sentence kind of says it all. I mean, brings unity of purpose, wellinformed as a team, you know, I just think professionally that, you know, and then these are our norms. The whole paragraph above
043it just goes away. Yeah, I like that. So, the only sentence above that before the norms is to uphold our unity of purpose. Cool. Mike, what do you Anyone else? That's fine. Yeah, I think getting rid of some of the wordiness is great because this is last sentence is succinct and clear and the rest of it doesn't read that way to me. So, Laura, would you mind reading the whole sentence from beginning to end as to how it will read then? Sure. to uphold our unity of purpose, to be well-informed contributors to our team, and to interact professionally, we hereby establish these norms and protocols. So, it's just the last sentence. Okay. To take out the whole first paragraph, first rate teamwork. And then begin this. Yeah. With two uphold. Yes, please. All right, the
044norms. Um, uh, we have established and we did this with as a team with our last board to really identify our top 10 norms. And just as a reminder, the purpose of this was, uh, because there are so many norms that follow uh that we really wanted to highlight, you know, what are, you know, pick 10 from them that we really truly feel strongly about as a board. And really, you know, that the idea with that being that, you know, you really would be able to identify what those top 10 are at, you know, any given time. Not necessary to, you know, be able to repeat them, you know, um from memory. Uh but again, I think the number of norms we have if we count up all of the different bullets, it was, you
045know, over 30 for sure. Um you put two questions in there and this really came from, you know, President Hazen is a great idea. if we read through them and maybe with a start if we do want to make any adjustments and we start with just if there one on there that you would want to remove and you do not have to remove one but that might be just a nice you know place to begin if we did want to make adjustments um and if there were any removed you know then maybe then to look at you know one to replace you know the one that you best to be removed so let me give you some time to just read through them and the numbers you behind each um norm just indicate you know
046where you can find them. You know one is um you know the specific topic and title and then the letter is the corresponding sort of bullet below. Um should we have a discussion about whether we still want a top 10 norms even listed? Great. I I mean because does that mean look here but don't look over here? Uh, does it lessen what comes afterwards? I I mean, I really didn't I wasn't part of putting together a top 10. Maybe some history, not in a bad way, but yeah, we did it because there was the feelings that they were the 10 areas we probably had to work on the most out of the board, if that makes sense. And it wasn't that we were doing it wrong, but we were just like, so you are focus
047on these particular Exactly. If if you decide you don't want to set No, actually that is one of the ones we chose. you don't want to recognize that each member is integral. You might think I'm not a very integral member. It's at least important for us to have set and clear direction. So, but yeah, it's a good point. I maybe it's not something we need anymore. Um, you know, maybe it's a lot easier in some ways to like call out someone's behavior if there's 10 things you're comparing it against instead of like you violated 137 Z, you know. Well, hopefully we can consolidate it enough that there's no longer 13 ZI, whatever it is. I don't know. Um, what are folks thoughts on the 10 norms? Do we want to still have that highlighted or
048do we want to If it's 10 norms, it should be 10 norms for this board because I read this and this is 10 norms that made it might have been a good fit for the board starting out together. if if we're going to do 10 norms, I personally don't need any more things added to this book. And um my personal feeling is that it it's not ideal, but it's livable. So um I don't know. I mean, I I feel like what we did when we started as board members is we inherited something and we've kind of just been picking it apart ever since. So I personally would love an approach that's more holistic as in we get some education and training on what governance is and why these norms are important together as a board
049and then we make decisions about what we want our book to look like. But um for purposes of today um I mean we either I think we either vote to make norms that make sense for this board because we're all going to sign a compact or we skip the top 10 norms. Yeah. Well, I I feel like um to for this document to be usable, it needs to be simplified and uh you know, this is very detailed out and and um and it was detailed out for certain behaviors that aren't existing anymore. So um you know with that mindset I mean we don't need to kind of buy into this mindset is what I'm saying. you know, I I would rather see us say, okay, as as the current five, um going forward, um how
050do you wish to just dignify ourselves with with some simplicity which we can all understand like even when like I would just say okay accountability okay that's good competence and judiciousness Do we need to detail that out or do is that just enough? You know, I mean, some things are self-explanatory. I mean, I'm not sure how much detail we need. Um, especially since, you know, I I said I would go back and and try to um pick through the 9200s or the 9000s, which lists, you know, a lot of things, uh, a lot of protocols, a lot of board behaviors, ED code even. Okay, so besides personal, um, policies that previous boards have put in here. [Applause] So, you know, when you got this, you know, how much Yeah. How much do you want to
051add to that? I'll push back a little bit only because it's not just for our board. It does offer a starting point for future boards. And there that that's one part. The other part is we all might have changes in our life that might allow us to slip off our pedestal of perfection. And I'd say that about myself. Like I may start being a lot less dignified in terms of behavior on a No, I mean, seriously. I mean those are the things that remind us to help hold each other accountable. So that's the part that I like, you know, you know, and maybe this my suggestion to what you're saying is maybe we focus on just a top 10 norms for our compact period and then we keep the rest as like passport board norms
052that have been used in the past. But for us, these are the top 10 we're going to move forward with and and all agree that we hold each other accountable to because I think that's if you have a if you have like again the having the policies is great but it's what are we holding each other at this table and at the dis accountable to um that I think is important to agree upon. So are you suggesting that we choose top 10 and then what what happens with the rest of this? I think they get parking loted. these have been passed they I mean these are important boards of p these important um norms of past boards that we don't want to have forgotten in the history because maybe it will come up again that
053there's one person who wants their son to become the second grade teacher because he's so wellqualified and passports have said that's not a good thing to do you know I mean again some of it comes so yeah so when it's parking lot does that mean it goes in the superintendent's file somewhere where we are actually signing off on all of those I would be happy to sign off on the top 10 norms and say then have something below it. Like our compact is to agree if we want to just to the top 10 norms for now, but we are preserving for posterity or preserving for future consideration. These are the norms that came before because we may want to revisit halfway through the year if someone's behavior changes or new issues might arise. Well, I
054I can see value in maybe the historical aspect of something because it is true, you know, um as boards go through changes that personalities change and and things come up that a previous board didn't have to deal with. Um but every new board should be going through this anyway. So, doesn't that I don't know take the place of um keeping this in there? I mean, I can see value in maybe um putting it in a historical file somewhere like as a reference point. Yes. like the superintendent has this file on past past um norms and you know if another board comes in or says we would like to look at those um you could bring them out but yeah sort of like an idea bucket so that maybe they can thumb through and go oh
055yeah you know what um this applies to us. Yeah, Elliot, you're constantly using coarse and profane language during board meetings. Yeah. So, or Beth, you know, you know how you get. Yeah. So, but I mean that could be something that eventually like then it gets brought up and maybe they want to put that or maybe the superintendent notices like hey with this board I'm noticing like uh they might need to review this. That that puts unfair I think that's that's always tough because the superintendent again is our employee and it's never a good idea to have our employee be in charge of of of bringing those things back up and calling out in discretion. It's a really awkward situation. No, but I guess what I'm saying is I like the idea of it being parking
056audited, but I would suggest every time there's a new board because the other part is when you come in as a new board, some of us, unlike you, Beth, don't come in with a history. And I say that because I'm jealous of you. And I came in on day one. It's like I don't know what and reading this actually gives me a lot of information like, huh, it's good. But remember, Elliot, I did come in as a new board member at one time. So I I can I I I sympathize and empathize with you. I understand. I was totally at that same point. No, I know. I was being sarcastic. That was being profane. Um but I guess what I'm trying to say is it's good to sometimes see some of these things that might
057have come up in other board. Like it's kind of like how not to be a a terrible board when I remember some of these give ideas of how past boards might have been. And so I like the idea of it being present like not being a point of reference. Here is the top 10 norms from the board board. And here's what the past this is what they referred to when they created their top 10 norms. But I am a big fan of having a top 10 norm and scrapping the rest cuz this is like the business attire and dress like this and the I'm going to come in jeans every time. So I'm sorry if anybody's upset about that. I know. I propose something. So, um, what if I if that's kind of where everyone's
058feeling maybe this goes into a parking lot rather than taking it completely off the document if that's sort of almost an appendex at the end of the document. So, it's there still for reference um, you know, for eyes and and that would be then something that could be, you know, maybe that is sort of part of the expectation when you get new board members coming in, you know, we select our top 10 norms and then, you know, it's referenced, right? It's still in the document. it's still visible to a certain degree. Um, but it's not something that you're actually signing off on, right? It would just be, I don't know, is an appendix, is an addendum, is it a, you know, something along those lines. But unless you really feel strongly, you just want to,
059you know, completely have it off the document and would just be brought. I agree with that proposal. I just, I think getting rid of past history carries potential risks and it just makes it harder for new board members. I like that. That was the way I was thinking of it, too. Can it be just labeled as a reference, you know, as opposed to something that's actually attached to the document? Because I don't there's a a lot in here that I really it just doesn't it just doesn't sit well. And it came I can honestly say it came from certain parts of it came from another board where people were feeling intimidated or blindsided or whatever the you know circumstances might have been. and that's not the board that we're on now. Um, so I think
060it's nice to have a point of reference if that's happening for another board. And I think that there's I think it would be beneficial to say like here is the board's norms now. Here is options if you'd like to see them. And maybe that would it would speak to another board. You know, they could look through and go, "Oh, you know what? I am feeling like everyone should wear business attire, you know? I mean, if that's important to them, but it's a it's a point of reference. I don't think I like it attached to a document that we would create because I wouldn't feel like I could get behind it like if it was attached as an appendix or something as a reference. As a reference, yeah, for ideas. I'm okay with that as long
061as it's given to the new boards that come in when people so people can see it. I don't think it has to be attached. We can just That also simplifies our task tonight. I would propose that maybe we don't worry about editing all the other items. We just focus on the top 10 norms. But again, Mike and Jen haven't spoken, so I want to give you guys a chance to disagree with me in a professional manner. Norm 1732C. Uh let me choose my words. Um yeah, I I don't uh attaching it also feels counterintuitive or productive to me cuz I get I get having the sense of history, but it's also like previous boards were just as fallible as we are now. And so like to use that as the bible or the template of
062what should be done like you could google other boards handbooks you know like governance handbooks um so to include it just does seem weird it seems like vestigial or however you say that word um and yeah that's my main thought um I would prefer not to include it if we are not committing to like going word for word over all these finer points. Um, and I like the the broad terms of honestly our top 10 norms makes me just think of like 10 norms from Cheers sitting at a bar. Um, but uh, so maybe there's like some other way to phrase that. Um but um that's right that's right. Um so like having again not including it because there is so much redundancy with the policies seems like uh extra stuff to like compare and
063contrast to and like maybe it just seems messy to me. uh the top four 10 norms. Um if they're just 10 simple statements, that does sound or seem uh easier to me in in multiple ways just for the public and for us. Um, I think given the giant list of norms, um, I don't know how to pick a top 10 right now or what do I get to because I'm one fifth of the board. Um I think instead of top 10 if we could limit it to 10 norms that were shorter, clearer, succinct like um one of our neighboring districts has 10 governance norms and it's everything that they agree that they will do instead of a lot of ours which is like we will not do this or like you said we're kind of
064supervising or kind of monitoring the behavior of others. Um, but I'm it I feel like we're in kind of a tricky spot. Like, are we going through this and I don't know. I'm I'm kind of stuck. Are we going through this and are we going to pick it apart or are we going to say like, "Hey, we want to do a really awesome job at making our governance handbook be this document that we're going to use to guide us and we can't I don't know. I don't I don't feel like I have the tools and skills to create a handbook." um without like maybe us all doing a little bit of governance a little bit more governance training like I look at the norms of MPUSD and they are so clear and easy to understand.
065Our norms even if I read these top 10 are wordy are just kind of hard to understand but something like we will keep our focus on the best interest of our students. I I could understand that. A member of the community can understand that. I think if we all sat around the table, you know, most of us would have a similar idea and be like, "Yes, but that's number two on ours." Sure, but we also have 10 plus right plus a diction, you know, a a whole encyclopedia of norms. What I'm thinking is if we have we've gotten rid of the first paragraph, we have literally a sentence of introduction and if we came up with top 10 tonight potentially, which I know is different than the plan. I mean, part of my goal is
066I would love to leave tonight with an agreement, a compact among us of what we want to do as a board. And even if we can only come up with two norms for tonight and look to add on that. I mean, I I just worry I agree that more training is almost always better, but like we're we run out of time. I get that. And practicality. So, I'd like to leave with something if we can. Yeah. I think it's maybe then a question of finding like what do we need to find for tonight if for purposes tonight, what is everyone willing to sign as a compact? Um, I think coming in, I mean, if we're going to take apart the handbook as a project, then I'm not going to sign it. Coming into tonight, I
067was thinking this is a livable, doable document. Would I love to like do more with it? Absolutely. But for purposes of like moving forward so we can govern together as a team, I was comfortable with it. Do I also think it it's a larger project to embark upon as a as a governance team? And do I think that's also important? Yeah. So, that's where I'm at. I'm not sure where anyone else is kind of on the project. Um, well, personally, I don't like the top 10 norms. Um it I if you look at the rest of how it's just laid out, one accountability, two competenc's just six listed in the norms part before it goes to protocols. And maybe out of those six you we reduce um the ABCDE EFGs to maybe three or less.
068Uh we pick out of those um because it would just be it's I don't know. I like the clear accountability. I like the titling ethics and integrity, you know, that's that's um that focuses you you right there on that particular um content. So, that's what I would I don't know how long that would take, but it wouldn't take long to maybe throw out half of it. Are you referring to the ad homonym attack? I shouldn't make fun of it, but there's just so much that's got to get out. So much. So, I you know, I wonder if we we're going to have to meet again about this. Obviously, I don't think we're going to get through it tonight, but what does everyone think about us? um we walk away and we each pick our I
069don't know we each pick five or we each pick 10 and then we come back together and we decide on I don't think we should call it top 10 we just decide on our norms and if it's seven or eight well can but can we can we write tonight say out of the six headings. Yeah. Can we can we agree that we want to keep those six? Can we start there? Yeah, I'm comfortable with the headings. One question on that is what do we do? I mean, do we keep our protocols or those none of that will be edited? They're separate. Just I'm just being very clear. Yes. Okay. Forms and protocols separate. Good question though. So the proposal at this point is to keep the titles the six titles and then pick the the
070question is are those six titles first of all appropriate and comfortable for everyone as norms. Well how the board communicates I guess does specify things. So that's like that could go under protocol protocols. Yeah. Yeah. How we communicate also like the solidarity Yeah. I know things. I know. I mean like disagreement happens. I don't I don't I don't if we were just thinking there without a conversation or some level of respectful debate. I I don't I don't get the solidarity I guess or I I don't have the historical perspective of about um that I guess well they so you know you see the notes that are there I mean that was you know identified by you know one trustee so obviously it was bullet B you know where it talks about necessary we discuss with
071an individual team member privately and respectfully uh any you know personal concern issue we may have with him or her for the good of the team. We do not burden the team with such matters. So you know the point taken there was you know that's a little bit opposite to the whole sense of what happens to one happens to all right and I think you know to me that embodies a little bit more of the there's there's care for one another but also you know that one member can impact you know how we are seen as a team as well right so um I don't know that I wanted to be sure that was you know do you really you know recorded for all of you to see and to maybe have a discussion about
072that um I don't know if that helps you in your question with it Mike Um you know it's really about that sense of yeah you all you know come at things as as individuals but we really are about also coming you know that unity of purpose idea right which is all about how we work together as a the governing team. um we do have to find a way forward, right? Even when we may disagree on certain things, but at the same time, there's that, you know, empathy component here, right? That, you know, we and and I'm I'll be sorry I'm being difficult again and I'm apologizing for it, but the I mean, that's where I have an issue with the six like to me accountability like there could be potentially more under there and there
073could there probably should be more under there. um and you know competence and judiciousness and we're going for simplicity. That's not the way I would say it. So I like some of the categories but I'm wondering if we want to re and it's more work but rethink those category. I like the idea of the categories but I just don't think these are the best ones necessarily. The the categories could be lumped into the norms or they they would be all well they're defining the norms. They're they're norm is a large character as you know. except so we're you know his shirt beer all of that in other words what what is the norms what are norms I mean I would for me they're just simple statements of um sort of our guiding principles like a
074but a simple like number one is a short blurb. Number two is a short blurb. I mean a lot of this we can get into our protocols later but a lot of that is like Brown Act stuff and it doesn't even need to be repeated. I mean of course that's what I'm saying. A lot of members can't on the protocols is already in the 9,000. So, as far as repeat it, as far as what we're considering our norms, I I think the I mean, I'm cool with what the layout is. I don't think we should call it our top 10 because maybe that can just be what it is. They're just our norms. 1 through 10 kind of as it is and the rest goes away. This is just my opinion. And then maybe we
075can just each take the time to go through each section or read all of them. And if there's something that stands out to us, we bring it back to the next meeting and say, "These are the 10 that stood out for me." And we can even whiteboard it. And maybe all five of us agreed on, you know, maybe we all put many of the same things down and we can just sort of weed it out like that so we're not all sitting in a room looking at like a big pile of words. I don't know. I love the activity we did before when we did select the 10 was really we did you know everyone did come together with some of the they everyone I think identified what their most important ones were and we
076used postits and kind of went around the room and it really came down to you know where everyone voted and which ones you know voted to the top right um so that that could be that could be an option that we could come back to it means that yeah we're not going to get to agree to that tonight um what I would you know suggest though is rather I mean because it is we are now going down that road of sort of taking the whole thing apart. Now I think if there could be agreement that we're just going to do that with the norms to really then what we could do then you with the rest of this evening is just focus on some of the additional revisions to you know the rest of the
077of the handbook. So that way you know because this does have the potential to then take up all of our future governance you know sessions and I think we really want to be able to focus on some of the training pieces for future ones. Um to me if we if you know that's a big part of it right if you can all identify what your norms are um you know that's a big part for this for this school year right and then maybe our focus is to when we do revisit it again in the summer or the beginning of next year maybe then we tackle the protocols right that way we're sort of chunking it out can I ask a a question of confusion I guess So like what teeth does this have? Like Laura
078trusty is wearing jeans and I go look at this. Like what happens? Like nothing except a great except again we're all signing on to abide by it. I would say that like there could be an example where you have a trustee in another district that is violating seven out of 10 of the norms and there's nothing you can do other than a you know vote or a recall or unless there's been a law broken. Oh, so you could recall. I mean, I don't think the board would do that. The public would have to come about and do that. But I think one thing that it does do is it lays out and clearly states the agreements that we're making for how we're going to treat each other when we come into the room as a
079board and what our goals are. And it sets the standard for behavior for, you know, how we want to model as leaders of our community. And I think that's more like what we do want, you know, what we want to be as leaders, how we want to treat each other. Do we want to be professional or do we want to be judgmental? Those kinds of things. And why we're here though, too. I mean, I think that's important, too. Like, are we here for the students or are we here Well, yes. I mean, yeah. Yeah. I mean but even that is in our swearing in ceremony like the position that we take is um for the good of the student I mean it's fine it makes sense to have it as a norm but I mean
080it is why we have this but again some of these things become redundant or repetitive so it's hard to know I think of it like you know every teacher has a list of norms on their classroom Exactly. This is what all the students are going how they're going to behave with each other toward in toward the teacher or to the classroom. And um and they're probably not this many. No, exactly. They wouldn't be able to remember them. None of us. It's great. These are I I can see that. These are our classroom rules. Yeah. Exactly. Exactly. We should call them that or our standards. I think we should stop calling it norm because now all I can think of is norm. Essentially, it is an agreement, right? It's for meetings, right? It's about agreement agreement.
081Yeah. Yeah. Let me just take you back. So, page four, you know, really kind of breaks down the purpose of the governance handbook, right? So, I just love the statement. It's the unity of purpose, right? Let me read that. Unity of purpose is a commitment to transcend individual differences to focus upon the greater good. and our governance team's unity of purpose which follows that is it's to accomplish our mission fulfill our goals and realize our vision as we operate under best practices as set forth in policy right so I think that really establishes sort of just the why right you know what what the purpose of this is definitely hearing from everyone I think we can minimize and you know really you ultimately want to really weed out a lot um I've also been hearing
082a lot from all of you is just you know even just the way some of things are written in here it's along the lines of we will not right. Um I I'm hearing a commitment to really trying to even you look at at some of that language when we you know revisit those norms um you know to make sure it's it's written in more of a you know with a positive intent. I think that's important what I've just read there because that just speaks to you know the importance of the handbook itself right but as a you know are they rules and what the count what's going to happen if we don't follow them. I mean really it is we all hold each other accountable right for them and what that means is we call
083each other out right not publicly not but we do it with compassion we do it with with kindness but with firmness um when we see when we're not upholding to that agreement that everyone has signed on to and that's important well that next sentence after what you read um says what Laura says please see the appendix to review our mission vision goals and professional governance standards on page four there. So, it uses the word standards right there. Um, it it just seems like we have so much duplication. Like even this is already getting into the meat of of norms, you know? I mean it's but also that sentence is like yes what you're about to read is a whole bunch of stuff but then see the appendix which is you know a separate thing for
084more of our mission vision and goals. It's like trying to sort through like and right below it it's it starts talking about the the um 9000s and then it starts listing things out it's like it's listing the things out of the 9,000s. So yeah I don't know. Well, I'm a fan of just going simple and keeping it as absolutely to direct and to the point and have a list of classroom rules that we all agree to. Um, I'm sort of lost on like what decision we're going about. So, like I want to I want to abide by the Brown Act and everything, but I can't edit like in public just cuz I'm slow. So, like would it be uh law-abiding to again take a crack at like going home and each working on our own
085versions and then bringing it to a future governance session instead of asking you feedback? I don't know because editing in real time seems raw or I don't I don't know. Well, if I could answer that, you you will edit at some point in in a meeting anyway. We have to. Yeah. I mean, we could do what you're saying. We could each go home and do our own thing and but we would end up bringing it back to a meeting and then the editing would start. Um and then coming to consensus at some point. Yeah. Well, I I think we all agree that it we want it simpler. So the question is so yeah, I'll have Okay. You have you have thought I was propos. It's exactly what Mike said. I think we should all walk
086away with this and come back with, you know, anywhere from five to 10 that resonate with us and it's that we think that this board would um it would benefit the board. And then or create the rules or the classroom rules that would best like we could get under that umbrella and feel good about. And then we bring them all back together and slap them up on a board in front of whoever wants to watch and we whittle it down or reward it or arrange it however. And this is just my thought, but it that seems like the most timeconscious conscientious I don't know way to do it. One thought for on that is I'm again because I I agree maybe we don't do the group editing because it's clear this group loves to edit.
087I'm one of those that loves to edit. But I mean I do wonder while we have the time together if it would be good for us to at least go over and start maybe coming up with just saying some of the three that we read that resonated with us just so we can share that as a you know with each other to see where we're coming from and then we could maybe go home with you know um to do some of that separate editing. But I I just feel like I want to come out of this with something and because we don't have so much time together. Can I just reverse that a little bit um and ask I'm assuming that most of us have read most of this um thank you. Now that we
088have experienced each other as a board, is there anything that comes to mind that maybe we would like to present as a norm that maybe isn't in here that it just came up because of who we are. Okay. So maybe I'll amend what I suggested and say we choose three from here that resonated or come up with because I do think it's important. I mean I do have the choice. I do either. They can be ones that exactly that knowing each other that we think would be important or we pick those that we think are important. Yes. So I gave you all copies of neighboring districts governance handbook if you want to pull it out binder. Right. And I think it's what you were referencing a little earlier. Right. Yes. They're very clear and simple
089and easy to understand and I could remember them if and abide by them. Yes. Do we want to read those out right now? Well, I wanted to hear from Jen because we haven't heard a lot from you. So, I want to hear from what you're thinking about. Um, I think I'm stuck between like knowing that this is an important exercise and I want it to be something that we all can sign off on and kind of where we're at in the process right now and how to move forward in a way that incorporates everybody's feedback and we get sign off that actually feels like we're creating a doctor document that's constructive and I don't know the answer to that right now. I don't know. You don't have to have an extra copy, too. No, it's
090in your mind. No, I don't have it in mind eBay. You do? I can find it online. Yeah. Yeah. And I can actually pull it at PS. These are fantastic. It's really easy to understand. It's affirmative, positive language. Good job, MPs. And I mean, I could understand that. I It just Yeah, very clear and succinct. Our classroom rules approve copying. This is nice. So I think when I read ours and I see how kind of wordy and just they look like they've been edited and edited down, simplifying is a lot easier to understand and just clear and I think means what we actually want to say. on page. They don't have page numbers. So, it's only a few pages. Yeah. Do you guys have that one? Like some of these. Yeah. But like the the
091Yeah, that this and even this. Here we go. Okay. So it's on the screen. You've got your iPad with you. Just pulled it up on here. So we can come I mean they just talk about in addition to meeting the norms below in order to create a positive culture and atmosphere. We agree to act in ways that will help us meet the CSBA professional governance standards. Then yeah now they've just listed you know it's very positive. We'll keep our focus on the best interest of our students. We'll respectively respectfully listen actively and open to that others. We'll communicate openly and honestly with each other. We'll respect differences. We will show respect, never dismiss or devalue others. We'll be supportive rather than judgmental. We'll discuss issues and not personalities. We'll each be responsible for the success
092of the meeting. Participate equally. Address concerns. We'll work toward the future learning from the past. Oh, wow. our opening activity and respectful of the meeting time. We'll all work to make sure there are no hidden Yeah. agendas and that all issues and concerns can be dealt with openly by all members. Yeah. Go for it. Board meeting agreements specifically, right? But really their norms, you know, They also have the, you know, the what do we stand for at the top which some of those resonate more with me than even the I mean but again this is where it becomes difficult that that you know we are stewards of the taxpayers's resources and we'll keep the district fight fiscally solvent. You know our shared purpose is to have a first rate learning environment with each and every
093student based in a positive learning culture. Is it like Okay, I have an another odd thought and I'm sorry if this is not going in the direction of getting us something to sign this evening, but is it I mean I think there's like a consensus that we want to do um a lot of work to streamline and maybe make this a bit more of usable document. Is there any could we like create a like a governance board handbook committee like two people that are up for like an ad hoc type thing that are up for that and then we would bring updates or they you know board member whoever it was would could bring updates and we could approach the process that way. It would have to be a board agreement if people were interested.
094But the editing piece, like you said, trustee Wax is like kind of the part where if we had a committee of two individuals that we all determined and gave that responsibility to, then we would could stay apprised of the process as a board, but it wouldn't be taking up our governance sessions as much. I don't know. It's just an idea. So, thank you. I'm going to throw a monkey wrench in here, too. Um, and stop me if this is too wild. But the other idea is to just totally scrap this entire thing and start from scratch. And we all just bring something forward that feels genuine to us. And whether that's looking at this, which this really speaks to me. A lot of this speaks to me, but you know, maybe we even just go
095online and look at what other districts are doing and there might be things there that really resonate and then we come together with something that's fresh and new and suits us as a board. Um, and we don't even have to mess with this cuz I I feel like this is like a like a lot of string or something with a bunch of knots in it and we're going to try to like figure out how to make it like smooth again. And it's just Yeah, it's kind of giving me anxiety. Honestly, the current document and sort of this process does seem like cudging together lots of stuff which yeah, I mean in terms of the idea of starting new, it does seem leaner that way. Um uh yeah, I I mean I'd be fine with that
096knowing full well that I'm sure I'll miss things. Also, the CSBA standards that they reference are also pretty clean in like the pamphlet there. One, two, three. What was that? Um, I just Googled it. It was but it basically the board uh to operate effectively the board must have a unity of purpose and keep the district focused on learning and achievement for all students. Communicate a common vision. Operate openly with trust and integrity. Govern dignified and professional manner. Treating everyone with civility and respect. Govern within board adopted policies and procedures. Kind of takes care of that stuff. Take collective responsibility for the board's performance. Periodically evaluate its own effectiveness. and ensure opportunities for the diverse range of views in the community to inform board deliberations. I'll come back to your point, Laura, in that my
097only concern is that we find the time to actually do it because we are a very busy group of folks because I I love the idea of writing from scratch, but I just think it's going to be hard for us to actually do that. Well, I don't think it necessarily needs to be like scratch, like we're authoring something brand new because there's plenty of information out there. There's plenty of I mean, I don't see anything wrong with taking pieces of what's good. I mean, I don't think it's copyrighted, but if it's and my what you just read, too. I mean, that's all I'm like nodding my head. Yes, that's it. This is it. So I think it's just about getting it together. I I think really each board member could decide because it will be
098a collective effort anyways which I guess is some cing but so like if I bring a whole new document and then you bring kind of a this is the starter we'll still get to the process of you know working it out. It's just like not necessarily being beholden to such and such sections. I do believe CSBA has templates really that just would be and and I guarantee you that's what you know this district did they started with a template and then probably did exactly that went out and kind of looked at some other ideas but I mean that would at least give us the sort of skeleton you know that we want to follow with you know what are the kind of key ingredients we need right for an effective governance handbook um and then
099really you know it could you go from there and I mean it could be one where everyone brings sort of ideas with it and we we start with a template I you know if it there is that option out there of you know creating sort of an a subcommittee of you know two board members who maybe have the time and desire to want to do that and work on it and then bring back you know some ideas for everyone to kind of look through and um make agreements on you know at our next session. So couple of options there. Well was that CSBA you were reading from? Okay. So if everybody took that as a starting point and then looked through what's here and if there's anything that exists in here that we feel should
100be added to that, then we could all bring that back and it might be a simpler way to edit things and get to an agreement. it because I feel like the one thing about this even though it's very complicated and excessive but it does reflect us even even you know before we were on the board it still reflects PG. So I think there's value in that and um but it's just extracting the the you know essence of it and then maybe adding it to an existing framework that would work better for us. Still would need another meeting but there's always going to be other meetings, right? Yeah. But okay. So So should we I don't have time to be on a subcommittee, but I would like to participate. Yeah. Um you know, and like bring
101some stuff to the table. Um so I don't know. I mean, do we all just want to walk away from this meeting and then bring back something and whether it comes from here or here or what? I don't know. I don't I do think we'd want to start with some kind of a template back and then put it I'm referring to you because you got the template in front of you. Uh is that a is that a template or language and I just had list things but I am looking for a template as well. But I mean we could just show up with Uhhuh. Well, I mean, I think we can all my guess is that we all kind of agree on what our tops are anyway. I think we're all in alignment. It's the
102students are first and we're all respectful of each other, you know, and so as long as things revolve around that, I'm happy. And again, it's so so easy not to have these things when we work well. It's just it is useful to have those when we get into this. We've done great with sticky situations today, but I just I think it is good to know that. Well, and realistically, I mean, they're really just sort of they are classroom rules. It's might get you sent to the principal's office, but we're you're not going to probably get expelled because you didn't violate policy. So, it's sort of like, you know, no, it's make everyone feel comfortable because we all agree. Totally. Yeah. that that's that's where the comfort should and the trust, you know, that builds our
103trust because we've agreed on this and and we don't have to if we have to call somebody on, hey, what about this? Then we hopefully we'll do it in a way that's comfortable. Yeah. Yeah. And I just mean that I don't think that having a document's going to prevent us through going from going through tough times. You know, they're kind of inevitable. at some point where someone's going to disagree about something, but I just think as a group in general, a piece of paper is not going to like change our general dynamic. Like I could get upset with you, Beth, and then you and I would just I'm sure we would talk about it and we could work it out or whatever, you know, but like we're because we're reasonable human beings that are both
104here for the greater good. And I'm only using I should have used mic. No, I'm just kidding. Just here for the grass. I know. But I just mean that the document is not going to change the way that we interact with each other because we are who we are. And I awesome. You know, and look, these are still while we're in the process, these guidelines are still there, right? They still exist. It's not like we're throwing that, you know, of course. No, right. It's there. Well, like I said, I mean, if you, you know, when you read through the 9,000s, I mean, a lot of even behaviors are detailed out. Yeah. You know, so it's um we're not really inventing too much here. No, not at all. So, we're just I guess condensing, right? We're
105just trying to really find a simplistic, easy to understand bullets that we can put up there. So it sounds like we have a general plan forward. Do we have I mean you mentioned the subcommittee. Do we want there to be a subcommittee or do we just try to do this next governance? I think it makes sense just hearing your perspective and since this is our governance handbook that it is a product of all of us. So it I think it makes sense for us to have very clear homework and then a plan for what we're going to do next session. Yes. Yeah. You found a template. I'm just going to get this right now. Yeah. Okay. A CSBA presentation or something. They actually link to the Lake Tahoe Unified School District. Oh, okay. Perfect. Good.
106Or even if our attorney's office has just a framework or a template without Yeah, without it. Um or we could if somebody has I'm sure you do contacted MPUSD to find out what if they they like what template they used because it does I mean it works I think when we first did this when I was first on the board we we did we had a facilitator and the facilitator already knows what they're doing and what what how to categorize everything. So there are those templates out there is what I'm saying. Not that we need a facilitator, but that there's those templates are out there. Yeah. Yeah. Well, that's I think what Lou and Eric have done is served as our facilitator for this, you know, and um yeah, that's a part of the discussion
107we've got to have as well moving forward. Yep. Um I did go into just for the group to know um you know I had looked at and reached out to MCOE to really look and see if they have any you know um contact that they could reference to maybe you know for us to consider um but when we look at the cost and I had a great contact that they referred me to um it really is actually would be more than you know um the Zano and Smith and Eric Andrews combined right because um our we're paying them to serve as our facilitators right now. So, um I don't know there's, you know, food for thought with that. I think, you know, if we're, you know, good with that. I mean, there is still, you
108know, sort of part of that within within the budget that, you know, as long as we stay reasonable with it, that could continue. Um, you know, at least for the rest of this year, I would we want the board to still, you know, be comfortable with that and in agreement with that. An agreement with maintaining, you know, Lou and Eric as our facilitator. So they've really been, you know, on board for the last, you know, what year and a half. What would they be doing at this point though? When we're ready for them to go, but they're really when we're talking governance training, you know, trust us, I mean, that's really where they're, you know, we've had worked with them to, you know, really present a lot. And I mean, is that what you're looking
109forward to as u bringing them back into possibly training? Exactly. Yeah. If everyone's still in agreement with that. Mhm. Sorry. The training for the Hampton our governance training to continue governance training right through the rest of the year. So that's really separate. I mean this is kind it's work. Yes. that we're trying to establish what our agreements are and what you know we want you know that to say about us but the governance training piece of it is something that we as a board will continue to engage in and it's important right I think for you know us to um those who are here you know two years in the making but also you know new trustees coming in right I think there's so much value in that to continue and I know that's I
110feel that's still a commitment that everyone has um but it's just about who we bring in to you know facilitate that training Mike is off. I' I'd be in favor of the most financially prudent. Got it. Okay. [Music] I think we have a plan. Should we, if folks feel comfortable, we head back to the DAS with our marching orders and hopefully you don't mind summarizing. Yes. And I'm going to give some homework though. Well, maybe not though because the we've got our homework for the governance handbook. Um the idea was really for us to also start reading our core governance 2.0 book that you all have. Um would that be too much to pass out maybe just chapter one for our next section? Look at you. I left mine in my office. I love it.
111Look at you. That is much further than Can I borrow it quickly just to clarify? I was thinking I left mine on my table in my office for goodness sakes. But I was thinking just the introduction and then chapter one which is I think it's 28 pages. Yeah. By next week, not by next week. No, for our next governance session which would be we haven't scheduled that yet. So it would be um you know definitely at least a month maybe a month and a half you'd have time to is everyone in agreement day. Now, keep in mind when you're looking at this book covers a lot about the governor's handbook as well, right? Reference that we could utilize as well and okay, I love it. Can I just say one quick thing before we just
112Yeah, I know we had one goal coming into this, right? Where's to end? But again, how you all come to the table and how you come to consensus and weigh in and have that discussion, there's so much value in this. I mean, if what comes out of this is a handbook that really speaks to who this team is and how we move forward, wow, that's huge. That's a huge win. All I'm going to say, well, we can go back to the DAS and have a I guess leave our stuff here for now, right? A cookie. Yes, President. I still listen to all here. Thank you everyone journing at 8:33. See you at our next regular meeting on the 3.