Board of Education Meeting — May 6, 2025

001Good afternoon. I'm calling the May 6, 2025 meeting of the board of education per government code section 54950 at sequator and education code 35140 secrettor at 336. Um we will be taking blue cards if you would like to speak and we'll give you a couple minutes if there's anybody that wants to. We have one card already and this is we'll only be accepting comments at this time on the executive firms only search firms excuse me. Okay, we'll call up our first speaker um David R. I'm sorry you'll have you'll have three minutes. on. All right. Good afternoon. 3 days is hardly enough time to form an opinion about which search firm on the agenda best suits our district's needs. Suffice it to say, I hope this body will use the lessons learned from the prior

002search to find someone to lead this district that the entire community can get behind. Proper vetting is critical. Ultimately, I don't know if the prior choice would have been different if the candidates were properly vetted, but I suspect it would not have been unanimous. A non-unanimous choice like the ones our neighbors to the north just made is a recipe for disaster. There is no reason why we can't find a candidate that the entire board can get behind if we focus on the true mission of our public school system. It will be difficult given the current environment, but that should not deter this entire board from committing to make a unified decision. The last four years has seen our district get bogged down with culture war issues that fall outside the scope of our mission. We

003are never going to resolve these distracting issues to the satisfaction of our entire diverse community. Our attempts to do so will only lead to one side or the other abandoning hope. Let's find a leader who will bridge gaps, not broaden them. Let's find a leader who is willing to truly listen to all sides instead of seeking political allies. We are at a tipping point. Next year, there will be two independent charter schools operating our district, drawing scarce ADA resources from the public school system. We can't afford to endlessly fight these culture war issues. We need to get back to the basics that once made the Pilusdestination district. Our future is largely in your hands. Please take care to protect us all. Thank you for your time. Thank you. Okay, now we will um commence with

004our interviews and um the first one up will be Ray and Associates and Steve. Steve Steve Chestnut. Steve Chestnut. Yes. And we're giving everyone 10 minutes and then we'll have um time for questions. Good afternoon, President Anderson, members of the board. It's a pleasure to be here with you this afternoon and talk about Superintendent Search for uh your school district. And uh like to start by introducing the team that is not with me today, but uh I'm here. My name is Dr. Steve Chestnut. I am a uh full-time resident Scottsdale, Arizona. I retired there in 2020 from Scottsdale Unified School District where I served as an executive director and associate superintendent. Prior to that, I was a superintendent for six years uh in Arizona in the suburbs and prior to that as a superintendent in

005Washington State for 21 years. Been working for Rain Associates for the past four years and enjoy this work greatly. Uh been able to do a number of searches on the west coast and uh looking forward to the possibility of working with your school district. I have a wonderful team uh that I work with and uh the next person on the list there is Dr. James Hammond, who you may know. He is uh he's really famous. Man, I thought I had 10 minutes. It's going as fast as I could. Anyway, uh Dr. James Hammond, as you may know, is the superintendent of the Ontario Montlair Elementary School District nearby. He served in that position for 15 years. He is a member of our team. He also serves as superintendent in Davis Joint Unified and also a

006superintendent Washington State in the Tuck Willow School District for three years. Another member of our team is uh Libra Ford and Miss Libra Ford is a amazing person. She is the former president of the North Clakamus School District Board of Education, a suburb of Portland. Uh she currently serves on the Oregon State Board of Education. She has a long career of involvement in education including founding the first charter school in Hawaii and Libra Ford is a wonderful member of our team. Also um Mr. Richard Lasso who is the um assistant superintendent for I'm sorry uh yes assistant superintendent of equity and instructional leadership with the Palop school district a large suburban district outside of Tacoma Washington. He's also a native speaker uh speaker of Spanish and he's bilingual and biliterate in Spanish. So we're uh

007happy to have uh Richard as a part of our team. So we have a good group prepared to work for you and bring this search to life. Spent a lot of time looking at your website and researching your district and we're very impressed with your mission, your vision, your core values, uh and the history of excellence in this school district. academic excellence uh outstanding reputation and it's not very often you see an overall rating on niche.com of A+ but uh wonderful tradition here and we know that uh this is a wonderful school district and it's going to attract some great candidates. Our strengths uh probably the main main strength and I'm not going to go through a lot of them there but uh the main strength is we're committed to bring you the best candidates

008to meet the needs of your district and your community. We we realize that school districts are a community enterprise and that engagement with the community, involving them in this process is crucial. Involving your staff, involving your parents, involving your students, getting them involved in this decision is important and you want their feedback and you want their uh input as you make these decisions through the process and I'll talk a little bit more about that. But we are committed to an inclusive process that ensures a diverse candidate pool. Uh we are currently wrapping up the search for the Northshore School District uh suburb of Seattle and uh district very much like this one. high acade high high academic achievement school district um about the same size and we have a it's a wonderfully diverse community as

009well and we had a very excellent diverse pool of candidates as we brought the first slate to the board and we ended up with 32 completed applications and about half of them u historically marginalized candidates racial ethnic minorities women we had a good diverse pool and the board's very pleased they still have a few steps to go before they get their final decision made, but we're making good progress there. That's just one example of the work that we're doing on a regular basis. Our process is pretty straightforward. We just have five stages and uh if you have your RFQ response, it's on page eight and there's a one-page summary of the timeline there, which I think is very helpful to look at. uh but we have proposed a timeline of four months to get through

010these five stages and I'll talk a little bit more about that but that will include five meetings with the board because obviously to keep the board involved in the process is very crucial and those uh meetings can be in person they can be virtual they can be both but there are important milestone meetings that we have along the way and those are listed there but really we just go through five stages and the first stage we call the board input stage age and that includes uh first uh establishing the official timeline. We've just put a suggested timeline in there of approximately 4 months, we can make it longer, we can make it shorter. We have to work around your fall breaks or your vacations, those kinds of things. And we would finalize that with you,

011of course. And then uh we will start the process to develop the profile of the ideal candidate. And uh we'll never find the perfect candidate, but we want to know what that perfect person might look like if we could find him or her. And so that is a part of our process is to work on that profile, which I'll talk more about in a moment. We do board one-on-one interviews just for the sake of the consulting team so we can know where you're coming from. It's confidential. It's only for our information, but that helps us get an understanding of what you are looking for in your next superintendent. And we also make sure that we nail down candidate compensation, what that's going to look like. So we want to because we want to be able

012to advertise that when we first go out uh with the search. Uh but all in all, it is your search and we understand that it's not our search. We're here to be your partners in this search and we'll work with you to make it your search and make it work for you. Stage two, uh we call that the district profile development. Uh so there's really two main things that go into that. We recommend stakeholder meetings to involve your community in this important decision. And so you come up with the stakeholders you want us to meet with. We've met with as many as 25 different groups, some small, some large. Uh we can do those virtually or in person. We can do town hall size meetings. We can do small focus group types. It's up to

013you and what you think your needs are. But we gather that information, that feedback on what the stakeholders uh in the community, in the school district, what staff, parents, students, business leaders, PTAs, what the broad spectrum of the community is looking for. and we summarize that information for you to look at to say hey this is what the stakeholders are looking for in the new superintendent. So that's part of the process. The other part is our 31 qualities assessment which is a survey which would go on your website and we ask people to participate in that survey and then um we keep that open for 2 3 4 weeks. It's listed in the timeline there. Once that survey is closed, then we present that information to the board and uh it's disagregated by group. So

014you can see what parents think, what teachers think, what classified staff think, what administrators think, students, parents, etc. And you get a good view of what the stakeholders are interested in as far as characteristics of the ideal candidate. Uh we combine that information together and the board makes the final decisions on the profile of the ideal candidate. And then of course we use that profile uh when we're recruiting screening and then you'll use it as you make your final selection. So that's a very important part of our process. Next up stage three is the recruitment stage. Oops. Thank you. Stage three is recruitment and uh we aggressively recruit top candidates. We have a national group of uh consultants. We are a national firm been around for 45 years. We have a good reputation and we

015have uh people in the job market look at our website and contacting our associates when there is a job and we do a very aggressive job of reaching out to the people we know that might be interested in this. Dr. James Hammond of course will be our main person on the ground here in California to make sure that happen. We're very proud of our national search because uh we want to bring in a diverse pool of candidates. We know that oftentimes superintendent positions are filled by in-state candidates. That's that's understandable. It's very much a state-oriented business. But we also know that there are also some excellent candidates from outside the state that might be interested in moving to a place like this, which is such an excellent district and a highly desirable place to live.

016And that would be uh very attractive to many candidates we know. And that's an important part of our recruitment. We do a lot of advertising, of course. We'll bring you a list of advertising venues that we recommend and we will recruit aggressively. Okay. Stage four. Um that's the candidate pool stage. Uh we will screen candidates according to the board developed profile. That's one of the main things we're doing as the search firm, saving you that uh uh work of going through 40 30 40 50 applications. And we will do an extensive background investigation. We'll check the internet to make sure that we uh are confident there are no surprises in their background. We're very careful on that because we know that that's important. We have to make sure there's nothing hidden, nothing that we don't

017know about. An important part of that also is reference checks. We will get permission to contact people that are not on their reference list and go back as far as we have to to make sure we understand the total profile of this candidate. So, it's very important to us. We don't want any surprises to come up during this process and we want you to be confident in the candidates we bring to you. And then for the selected finalists, uh we engage a professional organization to conduct a complete criminal civil civil litigation, social security, sex offender, motor vehicle record check, verification of ed degrees, and that's part of our standard fee. So you get a deep dive into your finalist to double and triple check the things that we've been looking at. And then finally stage

018five uh board selection of candidates. We recommend two rounds of interviews. Uh we recommend generally that the first round be virtual, the second round be in person. But that is the process that we recommend and you have to make the final decision on that. Uh before you choose your candidates for that first round of interviews, you will have seen all of their application materials. You'll see a comp a comprehensive report on each candidate. You will see a one-way video that they have conducted lasts about 10 minutes long answering three or four questions. So you can get an idea of their personality and uh how they can answer those questions with I think they get two or three takes once they start the uh process. They can't research the questions. It's really extemporaneous and that's very

019helpful. So you'll decide who to interview in that first round. Then you'll complete that first round of interviews and then we will uh assist you in making the selection for final interviews. And then finally, of course, you'll select your new superintendent at the end of the process. Any questions? Did Did you guys give us a price? Yes, price is in here. And I can tell you what page it's on. It's on page 18. Okay. And then do you guys also do you run confidential searches? Meaning that like the board is the person who knows like the name of the applicants and we're not releasing further information just so public doesn't know and we can't you know have people running interference around the candidates and you know calling their districts and things like that. Correct. In

020almost every search that we run we recommend that the board keep the first round confidential, no names out until finalists are announced. Okay. [Music] Finalists are announced at what point? After the first round of interviews, ideally the next day, because there's a lot of interest in who the finalists are. Yeah. Second round. The second round, I'm sorry. Yeah. Could you possibly not even announce the finalists until we just If If that is the board's direction, Absolutely. I'm just reflecting on what our normal model is. Yes. Okay. Can you talk to me about your retention rate um maybe in the shorter last few years versus you know the duration but what has it been in the last handful uh prior to co it was much higher um and that has changed in recent years uh I've

021been doing this for four years uh I've placed about uh six or eight superintendents and they're all still on the job so I'm proud of that nationally We are seeing right now three to four years uh superintendents are staying. Um things seem to be getting back to normal. I think that's helping. But yes, the whole um uh postcoid era was an interesting time and there was a fair amount of turn turnover as a result. Um I have a couple questions. The first one is regarding your timeline. Um you in here you state that you won't we won't be beginning till August. Is that is there a way to move that up to start? Yes, absolutely. Immediately. We are able to start immediately. Yes. That was just a suggested timeline just to give you a rough

022idea of beginning to end. Okay. And then with the advertising it when I was reading your proposal there was like a list of publications and you said that as well. Um is that you you come to the board and ask which ones is there so many included? I'm just trying to yes to wrap my head around that. Yes, there are some that are included for free of course. Uh, and then there was a recommended list uh that we uh let the board make the final decision on and uh that uh I'm trying to remember that was listed on the cost page. It's like page six or 14, one of the two. Yeah. What my notes are. But yes, the board makes a final decision on paid advertising. Which ones are included? Um, of course, our

023website is included and we we get a lot of hits every month. Um, education week newspaper of record uh is is included. And then uh typically your state schoolboard association, your state superintendent association is free, although that varies from state to state depending on your membership and that kind of thing. But AASA is probably the main place that you're going to uh want to advertise and that is paid. Okay. Is that a standalone article just for our district or is that like a group advertisement? It would be in AASA for example. It it would be standalone. Uh but there are a couple different options of uh packages that you can apply for for AASA. Some a little bit more. Where did you get that? This was on the agenda printed. This was the attachment on

024the agenda. Just a quick question. Um, how what is the percentage of outside like national placements outside the state have you placed or is that something that happens commonly or? Um, you know, it varies. Uh, for example, Northshore School District, we're just in the first round uh interviewing six people in the first round uh this week. In fact, uh, out of the 32 applicants, about half were from out of state. Uh, the other half were not. So, I don't know where we'll end up, but that gives you an example, I think, of the candidate pool. Does that answer the question? Yes. I'm just wondering how common it is for to go stateto state. Sure. Okay. I apologize. We have we have hard copies of the others and not this one. So, oh, I'm sorry. And

025those are the presentations. I got distracted. Todd distracted me. That's okay. I was distracted from the very beginning, you know. Okay. Also, you talk about uh focus groups. Um and I think you said that in your presentation and you've met like with 23. Is that correct? And we get to choose those groups and how many or is there like a certain amount of days that it's capped or things like that? No, that's totally up to you. It can take two, three, four days to get through all those groups and they can be large and small. It's up to you. You can structure however you want and sometimes some are virtual, some are in person, but we'll just negotiate that and figure it out and it's all part of our proposal. Okay. Thank you. And as

026far as the surveys, I know you probably have a base questions that you ask. We're able to tailor it to what we need as well. We have a standard survey, but yes, we can make changes. Mhm. Do you find that feedback from in-person versus virtual varies greatly? Obviously virtual are more efficient. So, but I'd like to know if there's more value in in person or harder to get longer time frame. Just curious. Right. In person is always better. Um, but also if you're talking about evening time, you want to engage parents. I don't know your community really well. People are much much more accustomed to going virtual than they used to be. I've seen hybrid situations work where you have some in the room and the ability to participate virtually. Uh so there's variety of

027ways you can do it but generally speaking I prefer doing the inerson stakeholder groups myself in person. Does that extend time like as far as to get the search to to get past that phase? Well, we can generally come up with a I'm even though we've had um as many as 25 groups and that did include some s some virtual ones and and three or four of us working at the same time, but generally we try to get it done in two to three days. You could even take a fourth day, but try and get it done the same week, get them all done and uh yeah, it's it's doable. Two questions. Can you talk a little bit about maybe the benefit of of doing the survey before we leave for um summer break versus

028doing that as soon as we come back um when the school starts? And then my second question is uh regarding this the final interview when you're um are there any presentations or um or activities that you would have the superintendent prepare for for that interview? Yeah, two good questions. The the timing on the survey is important. Summer vacation obviously is a big deal. So you know your community better than we do, but we'd want to make make sure we had a time when people are going to really respond to that survey. And in Northshore district of about 22,000, we got back 2,000 responses over a thousand parents. We thought that was pretty good. You never get as many as you really want, but that was a good response rate we felt. And it was in

029the spring. It was just a month ago, so it was closely related to the timing of the of the interviews. But that's a question I think we'd have to have some more discussion about, but I'm sure we can come up with the the best plan depending on the the timing or the timeline. And then as far as the the uh the final process, you know, of course, we recommend some kind of a town hall event where finalists can meet the communities so that people can come out, parents and community members. Obviously, the the final uh interviews are uh the final interview day or days is a very important part of the process. So, most districts have each candidate for one day. Uh, Northshore that we're working with in Seattle right now is having a two-day

030process for each of the finalists, but in Northshore, each of those candidate candidates will end their two days with a town hall session, and we help facilitate those. Uh, you mentioned something about presentations. I have seen school districts that have asked for a presentation by the finalist candidates as part of that town hall or as part of the interview. So, there's a variety of ways you can go. That's the kind of thing we'd love to talk to you about and decide what's the board's pleasure is. Can you expand on the the two today? What what are they doing for those two days that they're there? Mainly, they're meeting with a lot of small groups, uh both staff and community members, students, parents, uh community leaders, and so a number and some school tours, uh board

031interview of course, and then the town hall. So, yeah, it's a it's a fairly ambitious uh schedule for two days, but uh they wanted to make sure they know the candidates uh and they invite the spouses to come um and make sure that uh they're aware of uh what they may be getting themselves into and uh they're very excited about that two-day process. I've always I've never the first two-day process I've worked with. Uh but I think it has good chance of success. Typically, it's one one day for a candidate. Do you have both candidate or multiple candidates doing that or is it when you get down to your final one in Northshore they have the three finalists they're planning to have the three finalists for two days at the same time a roundroin format.

032Thank you. Um I kind of love and hate all at the same time the idea of a town hall situation. Can you explain how you facilitate that? Right. Well, there's a number of ways you can do it. And if it's something that doesn't work for your district, then we wouldn't do it, of course. Uh but typically, uh in searches that we've done in Alaska, uh Washington, and Arizona, uh it's an evening format. We invite parents in the community, and we bring the questions in a structured manner, and uh it can be a round robin, one person at a time. That's typically what we do. Uh we also provide a survey monkey for anybody that interacts with finalists the last day or two days whatever it is for finalist candidates so that they are doing an

033impression form. It's not a vote but they're giving their impression of the candidates and then we compile all that information disagregate it for the board after that last event so it's available to them even if they start deliberating that evening. Uh that's a good way to gather that feedback. Uh but anyway, the the back to the town hall format. Yes, we just ask the questions so that they're uh the same questions for all three or four finalists and then uh we uh report that information back to the board who's typically not in the in the audience. Okay. Oh, the board does not attend. In the states we've been working, they haven't been. No, but uh you could structure it so that they could. I'm sure if you convened a meeting, I've seen that. Yeah. So,

034so the questions are canned questions. It's not a town hall in the sense that the audience is interacting with them. It's more of they're there as an audience to hear the responses. That's that's a typical model. Although although in Northshore what they are doing right now is they have a survey out to the community right now submitting questions. That's great. And then they're getting those ahead of time and pre-screening them. But the questions are coming from community members. That's variety of ways to do it. I'm glad that Okay. Um I'm glad that Carrie asked that question um about the presentations because the last um search that we had. I did like the fact that the the finalists, we had four finalists and they all came in and they presented a 20-minute presentation about, you know,

035the pros and the cons, you know, the improvements need and the needs to improve all of that thing, which it really made the candidates like study the district. You couldn't just come in with your answers, you know, like simple answers. You really had to study. So, it kind of really showed that they did want the job and they'd had invested some time in that. So, I was glad that that that could be an option because it was kind of a cool way to, you know, to kind of start the interview off and then, you know, it was easy for us to be able to ask questions based off of the presentation. Sure. Is there any more questions? We've kind of used up our time. My Well, we have four. I just have one question. Talk

036to me about the transition phase. Once one is hired, do you continue to support the superintendent and the board? How what does that look like? Right. We do um a survey of board members uh and then share those results with the board immediately after hiring and I believe several months later how that is how that works. We're also connected with our parent company called the Center for Effective School Operations and there's a page in the RFPQ RFQ response that talks about the different services that we provide as far as mentoring or strategic planning or boards boards board training and that kind of thing. So, we have a a suite of packages, a suite of services that we can provide, but they're not included in the base fee. Okay. Thank you. One more thing, and this

037is I think it should be quick. Um, realistically, if you look at the process and you say, "We're starting the interviews today." When do you anticipate would be the earliest and the latest that we could expect to be finished and hired with a new superintendent? I would say uh four months is a good estimate. We've done them faster. Four months is a nice pace. It's not too fast because you don't want to be rushed in this process. So, you start the clock and we start interviewing today. It'd be four months from today. That would be my recommendation. Thank you so much for your time and sharing. Thank you very much. Thanks. Okay. Now we will uh move to education leadership services. I know we change I know we changed the order. So no, this is

038the Costco group. I apologize. No worries. So, which one are you? I'm the next one. Do you want Costco to go next? Because they were next up. They can. Okay. No, I messed it up, so I got to go. I'm We're after them. Okay. Thank you. I think we got out of order there. Perfect. All right. Thank you so much. You're all set. Yes, we are. Thank you. Okay, great. Thank you, President Anderson, members of the board. My name is Clint Harwick. I'm the president of Education Leadership Services, and we're happy to present tonight on the process of selecting a superintendent. The most important decision you can make as a board of education is to select a superintendent that matches your community needs and builds a team that can support students. There was an old

039adage that I heard when I was a superintendent many years ago. Been superintendent for 21 years. They said the job of a superintendent is to remove adult barriers from student success. And so having a superintendent that can coales a board and team members towards a common goal of helping students is the most important job they can do throughout a district. So a little bit about us. Uh two of us will be handling the majority of the search but you will have access to all 20 members of the ELS team. But the two that are handling the search uh the initial process will be myself Clint Harwick. Does it pop up on the screen? Does it go next? Do one more. Yeah. Perfect. There we go. Look at that. My real litter photo. And there's Rob

040Vors as well. As I mentioned, I was a superintendent for 21 years in three different counties. San Bernardino County, Orange County, LA County. Each one of those had different facets that you worked through. Um, Sanino County being smaller county of 30 superintendents. Same with Orange County. And then LA County with 88. got a great opportunity to interact with a number of superintendents and staff members and board members throughout uh my educational career. But before that, I started as a custodian and a substitute teacher and worked in other union groups, which I think is very important because as we look to do our surveys and meeting one-on- ones, it's important that we meet with many constituents in your district, not just the teachers or community members, but classified members, admin staff, and others auxiliary staff throughout

041the district. It's important to get their feedback. will be doing that because I understand the process of being in multiple school sites at different times with different purpose. The custodian that believes that a clean school is a well-run school is the same as a principal who believes that's important or a board member that has constituency groups that says running our campus a certain way is important to us. So our breath of history I think is very important. Rob Vors uh 38 years in education in different uh school districts, LA County and in Orange County. He was the superintendent of Glendor over the last 10 years. So, let's take a look at ELS and how we're different than some others. Did I go on too many? No. Back. All right. Technology at its finest. There we

042go. All right. Right. The ELS district difference. We have a clear understanding of today's educational landscape. Of our 20 members, we've all been retired in the last three or four years. They give us a good sense of what has gone on education and also a relevancy that maybe some other search firms may not have in that we're current in the field. We'reworked and connected. We're going to talk about that next. We have current experienced team members. We have over 580 years of educational experience and we feel like it's important for us to give back. It's why we started our firm. We brought folks from other firms and some newly retired superintendents because we felt it's important that we give back to education. It was great to us whether we had education in county here in

043California or other states but import it's important for us to give back to communities and to educational agencies. We have a board member, current board member in Lake Elsenor, Heidi Dodd. She'll be a part of the process as well because we believe that sometimes board members want to speak to another elected and we can have conversations with her as well if you feel like that would give you a comfort level to get the input you need to select the superintendent. We also have CBOS, HR directors, and others that once a superintendent is selected, we can provide support for them. That's all part of our fee. We have higher education connections as well, USC, Chapman, Zeus Pacific, University of Leverne, and we think it's important that having those connections, Claremont Colleges, it's important to have those

044connections to higher ed. And many of us teach in those universities. So we see the upandcomers when they are going through the process of being an assistant superintendent, director of curriculum, HR, CVO, and then when they become superintendents, we have those relationships with them. We think that's important that we know people personally when we bring them as candidates. Let's look at some of the partnerships that we have and we'll see if this order came out correctly. There we go. Some of the partners that we are associated with is AASA, you mentioned the Ray Group, mentioned them as well, Association of California School Administrators, Small School Districts Association. We do a number of searches in Northern California. So, we have a great outreach in Northern California and also Northeast California. Suburban School Superintendent, if you haven't

045heard of them, that's a national organization. 100 superintendents selected from across the country meet in a think tank every single year. Those are activives as well as 50 honoraries. That's a wonderful layon to be able to network with people that are working throughout the country. In fact, just earlier today, I had a conversation with a candidate from Wisconsin that was referred to me from somebody from Chicago and said, "This would be a person that might meet one of your search needs." So, I was doing an informal interview to see if they would want to be a candidate. So, we have a national outreach even though we're localized to California and understand the California landscape. Association of Latino Superintendent Administrators, California School Boards Association, as we mentioned, Heidi Dodd, also Susan Henry, I've had discussions with

046her as well, and the National School Boards Association, as we mentioned, USC and different colleges throughout the Western United States. Now the best part I think of any presentation is this slide. We always put it in there in that it reminds us who we truly are serving. And Placenti Orurbalinda is a large district but it has a community feel. I worked in a large district with a community feel. Saddleback 33 schools. Each school had kind of its own culture had its own community. And it's important that you get to every one of those sites or have coales sites together in that you can find out what they want in a superintendent, what they want in a school district. Because as you look at that screen, you see there's a lot of different communities represented up

047there. And it's really important that you get the input necessary to find the superintendent you need and have them build a team that they need as well. It's not just the superintendent you're hiring, but the network that they have in order to hire the proper folks, cabinet level, principal level, and do they have connections that can bring other folks on board your team in Placenti or Belinda? So, let's take a look at the search plan. Well, we'll start with a meeting with the board. We'll meet with you. As we mentioned, we can have Heidi meet with you if you feel more comfortable with that. Sometimes folks do not want to meet with uh an administrator. They want to be candid about what they're looking for. We can do that. we can do both. We also

048will utilize some of your staff uh if you want us to do that as well to provide additional input and help with the process. We will have one-on-one meetings and then also we'll have some group meetings with the board. We'll then have discussions with district administration, faculty and staff and as I mentioned all staff. It's really important that you get classified certificate certificated administration and also cabinet level input. The employee association leadership teams, it's important to meet with them. What type of relationships have they had? Do are they used to having somebody who is interested bargaining or do they like positional bargaining? Do you have people that have experience in those different options? Because you wouldn't want to match somebody who's never had a type of bargaining that the union groups are expecting. What type

049of relationships do they have with union groups? I think it's important that they give the input on some of the folks that they've worked with in the past. Why did it work? Why didn't it? That goes into the characteristic sheet. Students, if we don't get a student voice, we've missed the entire part of this process. That's the most important. Students are candid. They know what they want. They know what they want in a leader. And they know if a leader cares about them. And that's the most important thing. We're going to try find try to find a professional person for you that also has compassion for students. Without compassion for students, then it's just a job. But we want somebody that being a superintendent is a mission because they care about kids. We'll meet with

050parents, me community members, and other agencies. And that's where we need to do those in person. And we'll talk about a timeline. And we threw a timeline in here. We'll talk about it shortly, but it's important that we meet with as many groups as possible and we'll keep meeting with them until you feel like we've exhausted that opportunity. And that might mean we stretch the timeline and then we will develop a superintendent characteristics pamphlet for you. You'll look at that and we'll decide is there any tweaks or anything we need and then we'll move on from there. Once we have that document in place for the characteristics we're looking for, then we will begin the advertising. There are many firms that start the process early. They get it in Edcal or Ed Join. But how

051do you know what you're looking for? Let's make sure that we know what we're looking for before we advertise, before we go recruiting. As we mentioned, we have an extensive network throughout the state. Our 20 members go from Huica to San Diego. They know folks up and down the state of California. And as we saw in the agencies that we belong to, they have networks there as well. We have the trips network and other agencies that we've spoken to in different states. But the most important thing is will they understand the dynamics of California that might be different from other states and how we operate, budget, timelines, the different interactions that we have with state legislators and the SPI. So we want somebody who understands all those pieces. You might get somebody who was in

052California at some point, went out of state and wants to come back. And then you also have out of state folks that they only want to be in certain areas of California. The beauty of this search is people are going to want to live in Placenti or Belinda and the surrounding area. So, it's a destination district. They'll want to come here to do that. So, we'll be recruiting multiple candidates at different times with our our 20 folks. Like I mentioned, Rob and I will be handling the surveys, the input, and others, but our entire firm recruits for the jobs that we post, and we think that's really important. We will bring you highly qualified candidates and the board will see every application. There are some firms that screen folks out. We don't think that's how

053you should do it. We believe that you should see every single candidate that applies. Even if they're not qualified, you should be able to see that and know that's somebody who applied for your district. We'll then put them in tears for you and then we'll have a discussion about how many you want to interview and when. That's part of the interview process. We'll sit down with you and have an interview workshop and discuss how many candidates you'd like, how many steps you would like in that process, and then we will host the interviews. We'll then debrief and decide and slightly different than the other firm that spoke tonight. We will have a final candidate that you will go and visit their district and that's where you get to meet folks in their district in small

054cohort groups and see if they are who they said they were. If you do more than one candidate in a visit, what you've done is told candidates that they will be exposed for applying and you won't get as many candidates to apply. In California, it's very interesting. People don't want to be at risk of saying, "I applied as a superintendent for that job. If you're an assistant superintendent, that's fine. People understand that you're applying to get a job that's maybe better than the one you currently have. But when superintendents are applying for other superintendencies, you will lose folks in the pool if you say you will be a finalist and we will check out your district and then we'll decide after that. Because essentially what you've done is put that candidate in no man's lane.

055Because if you think about it, if a superintendent were to apply for a job and they were your superintendent, you'd feel like, why are you trying to leave us? It's a great district, even though there's circumstances that create that to happen from time to time. So, our process would be slightly different. Also, we support and mentor the superintendent the first year. It's part of our fee. We think it's very important that they're successful in their first year. Not just superintendent mentorship, but if you need mentorship in CBO, HR, MOT, we have folks that we will bring in because we believe that the superintendent and their team is an important team to be successful in that first year. And how they become successful in that first year is a 100-day plan. They'll start their processes here

056in Placenti Urbalinda first 100 days meeting constituent groups that you feel is important that they meet. That might be key students, principles, community members, folks in other agencies in the community, Rotary, Kuanas service firms, whatever you feel is important. And then they will branch out from there. as they talk to those folks they'll say who should else should I talk to that knows about the district the district that visibility is very important they also need to visit all the school sites it's difficult to do I used to do it in Saddleach 33 schools you visit them twice that's 66 days however it's very important that staffs get to see a person on their campus seeing what their campus is about what their community is about what the layout of the school is, what area it's

057from, what neighborhood it covers. It's very important that in the first 100 days, our folks are highly visible. So, let's look at a proposed timeline. This was very aggressive because we were not sure if you wanted to have somebody seated by July 1st. Uh, I would not recommend that. We could get it done, but I would not recommend that. I believe that in order for you to meet with community groups and get the feedback you need. It's going to take additional months besides this. I really see somebody seated in this district more like October one or November one if you truly want to gather the information that you want to gather. Plus, as I mentioned earlier, I think it's very important that we gather the characteristics of the superintendent before we advertise and recruit. That's

058going to give us the best opportunity to give you the applicants that you need that you could screen and then decide who to interview. So, as far as timelines go, this is flexible. Many boards would like to just be done by July 1. Didn't know what we were up against here. So, this was a very aggressive timeline, but we could extend that and it sounds like that's something people would be interested in. And actually, that would be a much more transparent process and give the community chance to give input and feedback. So our fee is 39,000 and it is the search all the interviews and then also the mentorship for the first year as we mentioned in the coaching for the superintendent and staff where needed and we look forward to doing that for you

059if we are selected. Are there any questions? I'm glad you addressed the timeline because that is like lightning. Um I I almost totally turned me off honestly. So I'm glad you addressed it. Thank you. Oh, sure. Sure. I got the summer's like the worst time to try and get parents involved and I think that's the the biggest concern obviously is that we're going into summer. So um I'm glad you addressed it. Thank you. Yeah. I mean, we would start right away um and then we'd see how far we get. And then also, there might be some groups in the summer that are around, booster clubs and others that it's a really nice time for them. They might not be uh as engaged in their activity andor work. And so, you might be able to get

060some folks that way, roll that into the fall and then follow through there. That's why I'm thinking really October one, November one is probably a better timeline to get the type of candidates that you want to be put in front of you so you could interview them and put them in place. That feels much better. Do you have any type of are stakeholder meetings? Are you proposing something like the town hall like the person before or what are your setup in those areas? How do you go about that? typically like to go to school sites where people are comfortable and then you would meet there both teaching staff teams but also community teams. So you might say um an elementary school, you'd go there or maybe some that are near one another and you could

061speak to the staff, open it up to them throughout the day and then after school have any community members that are in the area as people are dropping off their students or others in times that they can connect with you. Like I mentioned, we'll have more than just the two of us doing those input gatherings because we think it's important. The more we do, the better it is for the getting the characteristics. But as much as we can do it on sites or near sites, the better. People are comfortable when they're home, just like all of us. We wish we could interview in our own homes, right? Then we'd be comfortable and see who we really are. We want to try to do that so we can find out what they think. And quite frankly,

062if they're surrounded by people that they know as well, that also helps the engagement level too. They're not in a big room with people they don't know and they might be afraid to speak up. Um, so I was happy to hear that you do keep it confidential till the end because I think you had my concern as we had in the past about if you have a sitting superintendent and then they're going to go and it gets put out there that if they don't get the job, not only can it affect their current school district. Um my concern too was is um do you have some of your staff um working as interim or acting superintendent um you know presently currently? No. Okay. Cuz I did have a concern there was a Doug Kimberly um

063on there who was trying to be the act. He was actually sitting in the boardroom when the whole thing came down and he was telling people he's going to be the acting. Well, I appreciate you bringing that up. uh before we even submitted this proposal, we understood that was a level of concern with this group and he actually volunteered and said, "I'm going to recuse myself from the entire process." One, he was in this city for a number of years. So, he has his own thoughts of how the city goes as any of us would be if we were in our own city and we grew like I grew up in Glendora for instance, right? Spent my entire year there. My teachers were parents there. I would have my own ideas of what the superintendent

064would be. Mh. However, that's not the job of this firm. The job of this firm is to gather the input of your community members and what you want in a person. And so, we already had the discussion that he won't be involved in the process at all. I mean, he'll be involved in other processes. He's been in interim other places and done very well. It's just this is too close to home for him and so he won't be involved. Okay. Can you talk about your your firm's experience with um what is their retention rate and uh when you get to that final interview stage? Um what type of uh presentation or activity do you have the superintendent do um for the board? Well, typically well first of all we've done about 12 searches with our

065current configuration of our company. However, we've had folks that have done searches for other companies, some some even presenting. Um, so they've had access to doing searches as well, but currently all our searches, the superintendents are in place and happy to be there. So, it's 100% but 100% of a dozen is not like, you know, 100% of 90. But then again, I'm not 90. So haven't done as many regarding um any kind of presentation any any direction you give the superintendent applicants we would tailor that with the board um we have done different exercises one of the exercises that we've done is we've given them uh a crisis question so the board's already kind of decided hey we're going to have these finalists and they'd say this is the crisis I want you to write

066a newsletter to the community and also to uh your staff of how you're going to manage this current crisis. Now, that was interesting in that we'd have to make those up, but we all have had crisis here recently with CO and other things. So, um folks are getting a little better at that than maybe they had in the past. That's one opportunity where you could see somebody in real time. You you give them a timeline for that. We find that to be something that can somebody handle the pressure and work under the pressure and write something because you want somebody who's a good communicator as far as in writing and also uh verbally. And in both settings, you might say, "Give us what you would put to the community." And if you were going to

067stand up in front of a room of people and tell us how we're going to address this, how would you do that? We like it being more spontaneous because you really see how people uh manage themselves on their feet because that's what a superintendent is. Every single day you wake up and you're going to get emails or opportunities for growth. I call those OFGs. Uh that's how I got a lot of gray hair. And as you manage those OFGs, you get better at them of thinking on your feet and also understanding who you're representing at the time. Every time you're in front of a group, it might be a different audience. You might be representing the students that time or the budget at that time or the curriculum at that time and understanding how you

068navigate that, we could come up with a process that would let you see that person in real time. But if you would like a presentation on a certain topic, like something that you're doing in the district or an initiative that you want to work on, we could give that to them ahead of time and they could do that as well. Anyone else have any questions? Okay, thank you very much. Thank you very much for your time. And this is a quick mic check. Can you hear me? I can hear you. Can you hear me? Yes, your honor. Great. Thank you. And you're okay with me just doing that slide as we go through? Sure. Thank you. Good evening, board. Um, my name is Ben Johnson with PCF Fearson and Jacobson. Can you hear me? Okay.

069Yes, sir. Yes, we can. and my apologies for not being there um in person. I don't live too far from the district. I actually live in Riverside. Um even though our firm is a national firm based in Omaha, I'm like you a long-term school board member. I'm was a board member in a K12 district in Riverside for 21 years and thought I was done. And then um one of our former county board members um was a board member of the county in Riverside and asked me to run in his place. So I've been on that board for two years a and like some firms now we have board members and superintendents on our firm and we'll be working the search because it just provides you a different lens. Um this would be the only assession

070unless otherwise requested. That would be virtual. Um I'm I'm actually just up in Northern California and I cannot get down back for the meeting. Um can we go to the next slide, please? Um well, you know who you are. So, thank you for your service and um as we go through this process, we we'll we'll keep your motto, right? It's it it's putting kids first. And so very similar to our our motto as an organization and being a nationwide search firm, but the consultants that would be working your firm, our California consultants. Um, but the unique thing about what we can offer you is not only the California perspective, but also a nationwide perspective. And yes, California is different, but as you develop your criteria and the things that you're looking for, you can find

071great leaders that have meet that criteria across the country. And so I always suggest to boards and as we go through this to keep your funnel open like this as you're bringing candidates in. Um have an open mind about not where they are located but what are the outcomes you want to achieve from your next leader and building a criteria based on those outcomes you you want to have happen. And there's a ton of great things that are happening in your district. Um but what do you want to leverage from that next leader to carry it to the next level? Next slide please. So like you, we believe every um student is is not only deserves but um we have to be intentional to make sure that every student's needs as much as possible are

072met and that highquality education is important. And so leadership matters and it's not the board and the superintendent, it's the governance team and how that governance team works together um to deliver a great quality education. Because if the board is doing their role right and setting vision and using policy to leverage those outcomes and they're giving the superintendent the autonomy to implement that vision, great things happen in the classrooms and and you have a great responsibility as you know and everyone says this is the most important thing that you do as a board, but it truly is and and it makes a difference. Um, and if those things aren't done, our students are the ones that suffer. Um, next slide, please. So, I mentioned we're a nationwide search firm. We have over 120 um, a

073consultants across the country. I I think it's important and as we go through, we'll talk with this and I don't want to spend a lot of time on on slides. I really want to get to your questions, but we don't have a cadre of candidates that we move from one district to another. We are very focused on um the front end and making sure that the criteria is ma a match. There are a lot of people that are qualified to be superintendent, but there are very few that align to what you're looking for in your next leader. And making sure that alignment also helps with sustainability. It ensures at a higher level that there's going to be good collaboration with the governance team. If those things don't happen, you'll be sitting here two or three

074years from now um doing the same process over again. And no one wants that. And and it and again, it hurts students, right? Because it takes years to have that long-term impact that you want to have and you want to have those kind of outcomes. Um we'll go to the next slide, please. So, this is our search team. Um and yes, I always do wear a bow tie. Um um but that's our that's our team and um both Dr. Fatali and I are both superintendents um very successful superintendent um with California um experience and I and I gave you my background as well. Next slide please. Um so the word we like to use the word transparency but that word can be nebulous. It means different things different people. um we are transparent about our

075process. We're transparent about engaging the community in a meaningful way and um you know the old process of having a town hall meeting with expecting a 100 people to show up. I've done searches as small as 125 um ADA up to 70,000 ADA and everything in between. And I I heard someone make a comment about people in the same room and and that voice. And so when we do education partner meetings, um we do those meetings with with stakeholders with like voices. And so um when we're meeting with your teachers, we're meeting with teachers. We're meeting with classified. Classified is only in that room. PTA is in that room, cabinet's in the room. So because each of those groups have different needs and their viewpoint, and I used the word lens before, but their their

076viewpoint is different. their lens is different and their comfort level is different. And so when we meeting when we're meeting with groups, we don't just put a bunch of people in a room and ask them questions. We ensure that those voices are very similar. So the message that you're hearing from those um voices the same. So that our process is transparent. How we go about um recruiting for candidates is transparent, but who those candidates are is not transparent. Um it it is critical to get the most qualified candidates to get the largest pool of candidates. Um like any one of us if we were looking for a job we would not want our bosses to know and some boards are understanding if their superintendent is going to go look for a a job in a

077different district maybe. Um but that can greatly impact who applies for roles. So we keep that candidates um confidential throughout the process. Um even if you get down to the last candidate, something could happen until you have a signed contract. And so our belief is there they're unless they agree to it and the board agrees to it and wants something different um we think that process should always be confidential. um we um we advertise like everybody else does. That that doesn't get you anything, right? You you could put an ad in newspaper on Ed Joiner or Ed Cal once you determine your criteria where um with our database and and all online sources and on your website. Um but we start making phone calls to people that we know and candidates that we know um

078that may meet your criteria. And I and I will say this is important, but we don't just go to people that we placed somewhere else two or three years ago and try to get them to move your district because we won't do that to you and it's not fair to the district that we that we placed someone previously. Next slide, please. Um I want to let's skip over this. I want to really get into um kind of what our process looks like so you have an understanding because I know there's um a critical point of timeline, but we'll stay here for a second. Um, as mentioned, we've placed over a thousand superintendents in 45 states. Um, sustainability, as we talked about, is important and our organizations. Um, sustainability of candidates of those that are still

079in place after 5 years is 80%. I will boast for a moment. Um, mine is 98%. Um, and I think that's important because I I will be leading the search wi with our team. um 60% are still in place at 10 years and 40% are in 15 years and and to kind of talk about how is that irrelevant. I've done over 23 searches. Um and all of those in California and and most actually are closer to the size of your district. As I said, I've done smaller and larger, but most are between 15 and 25,000 students. Next slide, please. We don't hire anyone. That that is the board's job. Um we we think that how we go about it and and and our connections with every single organization whether it's access CSBA um I've been

080a delegated with CSBA and served on a variety of committees. So we have a broad network um not only myself but um my colleagues and and all of them are members of of the major association as well and so is our team. And so even though the three of us would be working for lack of better words on your search, our entire network would help be helped supporting that effort as we do with each other to ensure that um our searches are as successful as possible. And the other piece is is is when we do reference checks and we start doing those when we identify candidates before you even see anyone is that um we don't just check references of people that they tell us to check, right? we we check those references, but we

081go three deep to ensure that there's no surprises for the board. And so once someone becomes someone that the board is going to interview, um they're not technically a finalist, but they are getting moved to a deeper place in the process. We've already done reference checks and back reference checks on those candidates because the last thing you want to do is go through a process and then find out something that anybody could Google or search on the internet and you're finding out after you have that person already go through the interview process. Um next slide, please. Um, so I know your initial timeline is short. Um, I I would suggest being um aggressive but not so aggressive that you cheat yourself. There's nothing worse than a bad hire and um rushing a process um to

082hit July. I don't think anybody would recommend that. Um I think it would be important to say what is the best period and if you want stakeholder input the summer is going to be challenging but if I were if we were to get your search I would say okay we're going to do a cr if the board's available Saturday let's do a criteria meeting Saturday if we can complete that process and put a timeline in place and be aggressive with that initial timeline if we don't get the quality of pool of candidates that you want let's say you want the person to start. I'm just throwing dates out there early September. You can always extend it. Um but giving enough time just in practice between that 8 to 12 week timeline so you can um

083get enough candidates and then I and as I mentioned being I think we could still be aggressive with putting together stakeholder meetings with a week or two notice. Um next slide please. So I'll keep this up here just the high level um kind of what our process is is is is about and in phase one most that timeline is really kind of helping identify the criteria. What do you want in your next leader? Um, but once you would determine that, we begin recruiting right away. And yes, we do host the position immediately because there's a calendar in place. And so even if candidates themselves may not be um unsure if they meet um what you're looking for in criteria, at least gets those that at some point would to start locking down dates, especially the

084dates for interviews um with the board. Um, the other piece that's that that I think we talked about doing reference checks and and all. So, we would we would do an open kind of here's all the candidates apply. So, when we meet with the board, we have let's say you get 30 people that apply for the position. We show the board everyone that's applied for that position and why um why we think this second group that we would talk to which we call our short list is who the board should interview in our opinion it's not our job to rank candidates because that gives you an opinion of those candidates. We want the board to make that decision. So here's the criteria right here's the large group of people that apply. If you say for

085example someone um you believe that someone should have cabinet level experience that person doesn't meet your qualifications. So screening that candidate so the board can focus their time, their energy and effort on those that meet their criteria is part of what we believe our role is. But we will still show you everyone that's applied for the job why we did or did not bring that person forward. So someone could be meet that criteria for example and be a superintendent entitled but maybe is a superintendent in a district of only 200 students and has done that job for a year. Yeah, technically they meet your criteria. But if there's other candidates that have more experience, we would say to that to you probably better off seeing someone that's been in a district of maybe 10,000 students

086that's done that job for four years better aligns to not only your qualifications but your criteria. um we bring that short list to the board. We have the board has a discussion about who they want to interview. We set up a day or two um depending on number of candidates that the board wants to interview. We also recommend a wide variety of ways to engage um candidates. So like before you even determine who you want to interview, we take that that what we call that short list and you get paper information on those candidates, you also get to see those candidates answering questions on video um of a couple key areas. So you can not only see what they look like on paper, but how they engage in a video format. And then with that

087short list, you determine who you want to interview. And we do a v variety of um options for the board to see what those candidates are like. And a and whether it's regular questions, whether it's a presentation, um whether it's a writing sample, all those things could be options that the board could say we want to see in those candidates. And then from that place, the board determines um typically who they want to who they want to hire. And and as I said, um we keep that process all confidential. Some boards want to go from that group to maybe they're conflicted between two candidates. Um we we would go to that next level. And and then the last piece that I think is important about sustainability is um within 60 days of hiring the superintendent

088um we do a goal setting workshop um with the board to ensure there is alignment on what that goal vision um all those big pieces are um for the board and for the superintendent and let me correct myself for the governance team um and and that is critical because if there there's misalignment and misunderstanding then um you're starting off in the wrong foot. Next slide please. Next we'll go over that one because I think I covered that one more. I just want to get to the the total fee. So the total fee for everything is 295 including the um the uh session with the board and goal setting. Like everybody else, we have other things that we can do as far as mentoring and support. Um, but those are additional, but all of those things

089I mentioned are included in the price. We also are so confident in our price that we offer a 2-year guarantee for if any reason, even at one year and 363 days. If the superintendent decides to leave, we come back and do the um the search for the board and for the community at no cost except travel and expenses. And I will stop now and leave it. The last thing I will say, we will match anybody's price if they have a similar um a similar search process to us. And I will open up for questions for the board. Um hi there, this is Todd. Uh I just wanted to hit on the two-year guarantee you just mentioned and price match. First of all, really like those um pieces. That's nice. How many times have you had

090to utilize a two-year guarantee? Personally, never. Got it. And you said you're at 98% retention with your I am superent. Correct. I'm I'm happy about that cuz I'm happy about that because it means what how we do and what we do works. Absolutely. If you would have said 10 in the last 5 years, my my questions would be done. Exactly. Um, next question. being based out of Omaha. I mean, obviously you you're you're the firm is, right? Yes. Um, so do you have you sensed or found that there is um a lot of apprehension about people coming into the state in general in these kind of searches or is that something that typically it it's mostly California superintendent or what what's your been your experience with out of state? That's a great question and I

091think um there are people that have left California that want to come back but California is very attractive to candidates. I I I will say in the last five searches um we've had exceptional candidates from out of state um that have had long-term success in other districts and um there's equal interest. I I but I but but part of that too is most boards are comfortable with for whatever reason right suit candidates that have had experience in California. Did I question? Uh yes. No, that was great. Um do you have any I mean I don't know how many times you've placed someone in California from out of state. How often is, if you've done that, how often have they not had California experience versus having California experience prior? I um the ones that I'm thinking

092of two have not had were placed and um did not have California experience. But the majority of candidates that I've placed have been California superintendents. That makes sense. Got it. Would would you be able to say what areas of California those two out of sters have come into? Northern California. Okay. Hi Ben, this is Marilyn Anderson. I am I have a question. It on page 23 of the proposal. It talks about um to promote the school district and community to the candidates um and to form an impression with each candidate which will share with the board. The board will identify chair people for each of the educational groups. So this is where I'm confused because it's confidential but then it seems like the the candidate would be meeting with groups during the interview process. So

093that's an option for the board. So let me thank you for asking the question. So there's two things that some boards do. Some boards have um community panels. So for example, um the last search I did, the board said they wanted to have a community panel made up of representation of, and I'll tell you exactly what the makeup was. Each board member selected a person. um they had representation from their bargain units and then they picked um two people that were well thought of in the community. So they had this board, excuse me, panel that was an advisory panel to us. So they weren't um they didn't fall under the Brown Act. They were not aware, this panel was not aware of who even the candidates were until they walked into the room. They didn't

094rank candidates. They only provided the strengths and areas of potential opportunity um for the ca for the candidates. They gave that information to us. We facilitated that discussion. The board provided those questions to the panel. So, it was still the board getting information um but from insight from other people and then we gave that information to the board after they had their um second round of deliberation. Thank you for clarifying that. You're welcome. Are there any other questions? Okay. Thank you, Ben. Travel safe home. Thank Thank you so much. Have a wonderful sir. It was nice seeing you sir. Thank you. Okay. Now we're with the Costco group. doing. Yeah, this one. This is forward. Okay, those two are forward. Those two are backwards. Thank you. Okay. Thank you so much. We good? All right.

095Fantastic. Good evening, President Anderson, board of trustees, Dr. Mouserino, and Cabinet. It's great to be here tonight to present to you our proposal from the Costa Group for what will be the the biggest decision you'll make is the hiring of your next superintendent. My name is Debbie French and this is my partner Kirk and we'll we'll begin with the first slide which is the Costco group rep represents trust, commitment and guidance. First of all, from trust that is that our searches that we conduct are 100% confidential. I know we've heard a lot about that this evening. So, I can certainly elaborate on that if there are any additional questions. And also to just as a reminder that we are a partner in this process. This is the board search. We're here to facilitate it. We're

096here to guide. We're here to support. Um but ultimately the decision for your next superintendent sits with the five of you. Commitment. This is something that we believe is a little bit different than our um our friends and our other firms is that we are solely committed to Placenti Yorb Belinda School Dist Unified School District during the search and what that means is that our consult our partners only conduct one search at a time. So as an example, I just completed a search on Saturday. Um, had this opportunity come available prior to that, I would not have been a partner that was eligible to conduct to be part of the search because I would have been working strictly with another school district. So, Kirk and I would be working with you completely. We have a

097bench of 26 partners that are conducting other searches, but we are only working on one search at a time. And then guidance. Again, as I said, ultimately this is your search. We are here to facilitate. We're here to support. We are here to support. not only the board but your cabinet your your community as you go through this process in any way that we can and we'll get into that as we go through the slides. So in searching uh and looking at your school district which I am a proud resident of your Belinda so I didn't have to my children did not attend the school they're they're they're old just going to put that out there. Uh but um well thank you that's so kind. Um so I just uh in in looking at the

098district from the a different lens rather than just a resident of the city but as a perspective um partner with you and also learning about the schools more deeply. It is very evident not only in your verbiage that you use but in the things that the opportunities that the children are afforded is that children are put first here. Putting kids first is very clear. Uh you just had three elementary schools have become distinguished schools in 2025. However, that wasn't their first uh crack at the bat for distinguished schools. One of the schools was that was their fourth accolade. Three accolades, two accolades. There's I don't have to tell you how fantastic your schools are. There's a focus on literacy, STEM, and an AVID focus. You just had a big accolade with the craftsman's award, some

099mock trial awards, and then of course your artist of the year. And and why do I bring this up? This is really relevant in the search. You will be looking for a superintendent who is well-rounded, who's had lots of opportunity, who has had experiences in all of the things that the community of Placenti or Belinda has deemed important and the types of offerings that you want to that you would like to continue to provide to your children. And while no superintendent will be an expert in all of these things, it's important that they understand what your current cabinet, what your community are experts in and what they they they consider as non-negotiables as you move forward in the superintendency and searching for the superintendent. As I said, my name is Deborah French. I am uh

100a retired superintendent just two years out of the superintendency. I do think that one of the things uh one of our our partner one of our friends tonight talked about relevancy. That's something I feel that I can really bring to the table. I'm just two years out of the seat. Um I remember it well. I was a precoid a co and a postcoid superintendent. And while I really don't like to use the word COVID, it is relevant in this work. Um because a pre-COVID s superintendent and a postcoid superintendent are very are it's a it's just a different job. I currently um serve in multiple capacities. I do some in-house coaching in a local school district where I work with their cabinet members in their specific area, whether that be in human resources or ed

101services. I provide limited support to the superintendent because she's amazing and she doesn't need me. Um and I also I also consult outside of that with some contractors who do some other work. And then perhaps my favorite work that I do, admittedly, is a a group that I consult with uh that works with um people that have dementia and Alzheimer's. That's a a real passion of mine. And so I get to do some of that work as well. I was actually a regional superintendent of the year during my time in LA. And I served as a principal both at the elementary and secondary levels. And then the superintendency, I was a unified superintendent in LA and an elementary uh school district superintendent in Sonteo County. Good evening. And you have all my information in front

102of you. You've seen things that I've done throughout my career. What I wanted to tell you is I just retired in June. My entire career was spent in Newport Mesa Unified School District which is similar in size to Placentia Yor Belinda has the same number of schools and very similar demographics. Also, I had two nieces who graduated from Valencia High School. So, I'm uh well acquainted with the quality of your schools and the products that you put out and feel very comfortable with your district. So why choose the Costco group? So I want you to focus on that number. Oh, did I go wrong? 95% that's the percentage of Costco group superintendent who've s served five or more years in their position. We believe and we're very proud of that number. And so why why

103that high number? Well, we're selective in the districts that we pursue. We don't go after all districts. We choose stable districts and stable boards to work with. When you have a stable district and a stable board, then it's all about the right fit, finding the right candidate for that district. So, how do we find that right candidate? So, we facilitate a process tailored to the to the board needs, tailored to your needs, focusing on district criteria and adapting to the district and the board needs, focusing on what's most important to you. We ask questions of you and your stakeholders and then listen. We do our homework focusing on your mission statement, your vision statement, your core values of excellence, collaboration, integrity, and innovation and preparing students for college and career. We also focus on your

104strategic plan, the Pacia your Belinda advantage. Also, we have full disclosure. You'll be with us every step of the way. continuous communication with the board. This is your process. You are in charge. We work for you. There'll be constant communication with the president and with the board. There'll be an open candidate pool. We'll cast a wide net, not just recirculate candidates from prior searches. Although if we do have candidates from prior searches that we feel would be good fits, we'll certainly encourage them to apply for this position. Also, there'll be full applicant disclosure to the board. We'll give you a full report on every candidate and our recommendations, not just the top four or five candidates. So let's talk a little bit about the phases and um really the phases that you've heard tonight ours

105are not very different um but where we do have some uniqueness I will elaborate on those. So our first phase oh and I I would like to say that the timeline is incorporated in here um however it's I took a shot at two options um but certainly that would be up to the board holistically to make a decision on that. So we do have a customized process detail and timeline. We work with the board on an initial needs assessment that we consider to be one of the most important meetings um of the entire process. We would meet with you and determine we ask three questions. We then tailor that. We go out and work with the stakeholders based upon what the board has said. We complete our stakeholder meetings um and our online survey. We

106prefer to do our stakeholder meetings in person depending upon the timeline. We do think it's important to be with um with the stakeholders in the same room. I will tell you the the the search I referred to just a minute ago. It was a very condensed timeline. We earned the search on Mar in early March and we concluded it Saturday. So you can see they were a very aggressive board and I liked your response and they had a a very succinct timeline. We were very candid about that that would be difficult in gathering a robust amount of information but I want to tell you we did it. Um we met with 17 stakeholder groups all of which were identified by the board. We did all of them with the exception of one in person and

107that was because it was the pleasure of the stakeholder group. It was a parent stakeholder group for their special needs families and they preferred um evening on Zoom. So we can run that any way the board sees fit. We would do them in person. We can do them in a hybrid way or we can do them um on Zoom. But again, I will say we do prefer in person so that we can work as closely as possible with um your stakeholders and your community partners. The one thing that we try to do um that I haven't heard spoken about tonight, but I'm sure that it it applies in other firms as well is we try to make sure that the questions that will we ask the same question in every stakeholder group. So, we have

108a series of three questions and we provide that feedback to the board uh very authentically. We don't give you the name of the person who said the thing, but if we're meeting with um CSEA union representation, we let you know what their what their belief is. Certif uh your your certificated staff, your community partners. We will do executive cabinet. Typically, we do one-on-one interviews with executive cabinet. We do a holistic interview with extended cabinet. So again, that is formed as we do that initial assessment with you and as Kirk referred spoke about we we don't take we don't come after every search. So we really look at your unique criteria and what the board is looking for and we make sure that we um engage that conversation with each of the stakeholders. What do our

109services include? They include you've heard a lot about this this evening. So we do the brochures that go out. We can publicize just about anywhere. Our firm has, as I said, we have 26 partners. We we work up and down the state of California. We have partner in we have partners in the northern part of the state and partners here in the southern part of the state, but we can certainly recruit nationally. The last search I just concluded, we did have uh three applicants who were from outside of the state, but we primarily are from the state of California. And we publicize um just about anywhere depending upon the board's pleasure. And we handle all applicant communication. So, we don't rely on your executive assistant to the superintendent other than potentially helping us with um

110setting up stakeholder meetings because they may know the best location, that type of thing. We also although we do have an associate in the partnership that that helps us with some technical things, we handle everything personally. So if I'm speaking with the board president, I'm speaking with the board president or I'm speaking with the board um individually. So we do all of that as the as the uh leads on the on the search. Phase three, we look at all of the applicants. We we have a an open process. So let me just give an example. The last search that I did, we had 27 applicants. We do present them to you as recommended for consideration and not recommended. Those that we that we tell you that we suggest are not recommended. It's because it's it's

111what came out of a search. Our search our searches are very in-depth. Um oftent times I don't speak to the people who are they've listed as references. We speak to people who are not listed as references and as you know education is a very small world. We know people who know people who know people um and so do you. And so that's how we reference that. We um I personally do deep Google searches. I I ask for access to their social media um so that I can make sure that these candidates represent your district well. And um and then of course if there are any flags that come up, we research those flags. So those that's how we present them to the board. We we give you access to all of the applications and if

112you so choose to re to interview one that we don't recommend, we certainly would interview that person. Ultimately, that's your decision. Uh we continue to facilitate that work and communicate every step of the way. The last search I provided um a weekly update if that was the board's pleasure to know what was happening in our stakeholder meetings and and who we were meeting with. Phase four is the interview and we will develop interview questions with the board. We have a large bank of questions that we can use as a starting point. It's always easier to edit than it is author. But we will decide on those questions that we feel as a group will give us the best information to select the best candidate. We'll schedule and coordinate interviews. We'll be involved in interviews if

113you want us to and not if you don't want us to be and also prepare all the materials for the interviews as well. We'll present a compensation study to the board looking at similar districts to put together a competitive salary to attract the best candidates. We'll assist the board in selection of a finalist and again give as much or as little input as you want from us and finally provide an indepth background review. Again as Deborah said we have 26 partners who have connections throughout the state and this is where our partners will be involved to help us with that review. Phase five is the appointment of the superintendent and we will arrange a finalist site visit to their home district if that's something that you want. Not all boards want to do that, but

114we will certainly set up that uh meeting for you at their home district to ask questions to people uh if that's your if that's your pleasure. will notify all candidates of the decision as well, making a professional process and assist in negotiations of employment contracts if desired. Again, we have many superintendents in our group that have gone through contract negotiations and we've done contract negotiations with districts as well. So, we have experience with our partners in that area. And then finally assist in the final announcement and arrangements of the superintendent. So in the post search um work we we have a guarantee of two years. So if for some reason your superintendent made a decision to to to leave Placenti or Belinda before those two years were over, we will conduct your search again at

115no cost. We also provide two years of coaching that's inclusive of our fee. Um and that coaching is for the superintendent. We can run board governance workshops. We can work with cabinet members. Again, we do have folks within our firm who are experts in all areas. And so, while we would primarily um one of us would primarily take that lead, if you wanted something very specified, we'd be able to um go to our our partners to be able to support in in those two years. I really do think that's important. I will I will say this coming from the superintendency whether you're a first year superintendent or a tenth year superintendent no one is above coaching and access to people and their and their experience and so we really want to um be able to

116support that this Placenti or Belinda is not only a destination they're not only destination cities this is a destination district um I believe that you will recruit sitting superintendent and so um really the the the mentorship and the guidance is not just about the superintendency. It's about assisting in the building of relationships, working with the board, all things that are important for the success of a superintendent. On our interviews, please note that we um certainly will work with the board. We can do a writing task. We think it's important that um superintendent as as was mentioned earlier this evening, a lot of our work is spontaneous. It's it's right then you need to be on your feet. So, a writing task without the the candidate knowing before they get there can be an important way

117to see how they prioritize, how they handle a crisis, um how they would introduce themselves. And then we also work with the board to make a determination if you would like to do an activity. If we do an activity, um oftentimes it's something like bring in a 100 day plan and present that to the board. And uh we we haven't I haven't personally in the past done anything where we have um other stakeholders in in the interviews only because uh of the confidentiality as a superintendent who left one superintendency on really good happy terms but wanted to explore a different part of the state um I wouldn't have wanted my sitting board to know that I was looking for another job. Again probably a little different for an assistant zoo or a director but uh

118so that is our process for that. we work directly with you. So, let's talk a little bit about the timeline. Again, this is option one. It's completely a an an option and just a proposal. And really, it's just based on I looked at your board meeting dates and thought I can't imagine they want a superintendent by July 1. Um, but maybe you did. And so, we could certainly speed this up. I thought maybe August or September or maybe even a little later. So, this can be extended. I would say that every phase is equally as important in its own. I I can't say that one phase is more important than the other because they each have their own variables and they each keep us um very very busy and they keep the board very busy.

119Recruitment although we wouldn't publicize the recruitment before we know your input, we are constantly contacting. I mean, I can tell you right now, I have the benefit of coming off of a search where four really, really highly qualified, fantastic, amazing candidates did not get the position, but they were qualified. Just so happened that the person who did had had the edge. So, being able to tap into our our bench of 26 to be able to be out there recruiting, talking with our other our other colleagues and friends. So that would take us to an August 5th um potentially an appointment which before that would be a weekend normally of interviewing and again that would be completely up to the board. If you want to do one day of interviewing, if you want to do two

120days of interviewing, if you'd like to go and do a site visit for your finalist, do know that that does um sort of alleviate the confidentiality if we do a site visit and then you make a different decision. So that is again we would facilitate that if that's the board's wishes. And then option two takes you to September 9th. Um, but as I said, this can be expedited and it can be extended based on your desires as far as when you are looking to have your next superintendent in place. We consider ourselves to be pretty cost-effective with a grand total that you saw in the proposal of just a little over $27,000. We have an all-inclusive fee. So that fee is everything. That includes the publications, that includes the two-year guarantee, that includes our mentorship

121of your superintendent, the compensation study, the governance workshop. Um, there are no additional fees. You have unlimited consultant time and that pertains to the board as we're going through the process and of course the superintendent. Um, once the superintendent is hired, unlimited meetings with the board and stakeholders. Clearly, we try to be, you know, efficient in our time and being able to uh meet, but most importantly, we're meeting the needs of the stakeholders and when they'd like to meet. Um, we'd like to meet with students. And so, obviously, we do that during the day at school sites. And then I've already talked about in the commitment area, our search is our sole consultant. We are your own, we are working only directly with you during the search time. We do not take on another search.

122and I talked about our two-year guarantee and our free search if the candidate um is doesn't pass that two-year mark. The other thing that is really important is um and we don't poach our superintendent. Um we if we place somebody here and and and we see a search that's just like, oh my gosh, they're an ideal candidate, we don't come back to them and say, hey, we've got a better option for you across town. So, we we once we place a a superintendent, uh we we it's if no all hands off. We talked about the all-inclusive fee. I don't need to go over that. If there are any questions, um we can certainly um handle that in the question time. That includes our online survey as well. And we talked about all of these components

123of our search. We have some guarantees. We uh the board makes every decision. Again, back to the very beginning, we are your partners in this. We're here to guide and support, but ultimately the the decision on every step of the way belongs with the five of you. We have full disclosure of all applicants that we spoke about, even those that maybe had bad referencing that we aren't recommending. Uh you determine the interviews. We talked a little bit about we do have interview questions. We have very deep bank of questions, but ultimately we would work with you on that. You make the final decision. um and the other items we've talked about and um we understand the magnitude of this work. We understand the magnitude of this decision and we're committed to you and to you

124only during this time and we're honored to we would be honored to work with your with your district. And that's it. Any questions for us? Um in total, how many searches have you done? And I know you're recently retired, but how many searches have you done total? I've only done two. Okay. Um I spend I spend a majority of my time doing coaching. Um and I honestly after leaving the superintendency, I I didn't think this would be work that I would be interested in, but I've come to really I I surprised myself. It's really It's really good work. Nothing better than watching a superintendent and a board come together. And then one more question. Sorry. And how long has the group been together as a whole of like the company? Well, a little story. uh

125Frank Costa who has um passed away unfortunately. Uh he started the group about 20 years ago I believe. He was when I was a teacher he was my very first superintendent when I didn't even know what a superintendent was. So uh Frank has been around for a long time. It's been a little bit over 20 years I believe. Yes. Yes. Of course. Anyone else have any questions? You answered all mine so I'm good. we had the benefit of being last. So, I tried to put some of those in at the questions that you asked. So, it's been a pleasure. Thank you for asking us to be here tonight. Thank you very much. Thank you. Okay, we will now be adjourning to close session for the purpose of discussing the following matters. Um 5.1 public employee

126discipline, dismissal, suspension, release, leave, assignment, non-reelection, non-reappointment, resignation, reinstatement pursuant to government code 54957 5.2 two personal L matters public employee appointments uh employment pursuant to government code 5.3 conference with labor negotiation negotiators Dr. Alamusino, acting supendant. Joan Velasco, interim assistant superintendent, administrative services. Yolanda Mendoza, acting assistant superintendent, human resources with CSEA, APLE, and PLUM. 5.4 Four, conference with legal counsel existing litigation pursuant to government code section 54956.9 section D number one Magnolia Science Academy Orange County versus Benti Yor Belalinda Unified School District case number 652560 and also 5.5 claims special education settlement agreement for students uh identification number 755 for 85,000 and a general liability claim number 652915. Are there any blue cards? Anyone want to make a comment? Okay, come on in and put in a blue card before we start. We'll take

127a few minutes if there's anybody else that wants to make a comment. So, how many how many do we have? We have four. That's the one. Five. Okay. So, we have five um comments for close session and each speaker will get three minutes. Yeah, we're just waiting. That's counting. Yeah, there's no one else, right? Okay. You want to call them up? Ready? Yep. Thank you, Madame President. Our first speaker tonight is Denell. No last name. As you head into close session this afternoon to discuss, among other things, confidential personnel matters, other legal issues, including existing litigation and union negotiations. Please understand that this community will not be bullied by the unhinged rants of Trustee Blades, nor her seemingly endless supply of divisive rumors. You have an obligation to be honest with this community and not

128intentionally or negligently mislead the community about close session matters. Tonight, we want to draw attention and focus on three matters. First, Travis Ranch. Trustee Blades has repeatedly expressed concern over rumors and emails that they were trying to tear down the walls at Travis Ranch. If she did in fact receive such communications, she should ask herself how such a rumor got started. That of course is a rhetorical question because it was Trustee Blades who started the rumor. It needs to to relate to the close session items that were discussed. Are we not discussing parts of this in our um I guess for us our thought was that this would be leading into appropriate behaviors from board members and honesty and not stopping the misinformation as you go back and talk about this stuff. This would this

129would specifically address closed session items, but you certainly are welcome during the open session to share items on or not on the agenda. Thank you. Okay. Thank you. This will all come together. This relates to things that we want discussed in close session. So, is it on the agenda tonight? They they are implicitly always on the agenda. That's on the agenda. Excuse me. That's implicit. Exactly. Board behavior. Board behavior and consequences or their actions is always appropriate to discuss in close session. Whether or not it's on the agenda. Maybe you're not going to take action, but you can certainly discuss it. And that's really what we want. That's what we're looking to have done here. There's there's too much coming out of the closed session that's confidential. This is a comment that's confidential. I'm just

130listening so I can understand the full r but I I think it's not on the agenda tonight and I think it it would be more appropriate for open session. I'm sorry. I I disagree but I will respect the decision of the chair. Okay. Our next speaker uh are they all okay? Then then open session. Pam, are you Pam? Are you We do have one card that is speaking to an item on the close session. Pam, no last name. I saw a chart that showed that the district wanted to fire a great number of teachers um and a very small number of other executive or other staff. So, I just wanted to say um I think that's wrong. I think good teachers hide a lot of the dysfunction that happens in these two buildings within the

131school district. um you make a lot of decisions. They're not always the best decisions. You pay and require professional development that isn't always helpful or needed. Um so I think when you're looking at your budget, try to keep as many teachers as possible. That's what makes the district run. When parents go to private schools, what's the one thing they always brag about? the smaller class size. We have a huge class sizes in public school. That is one thing that I think the CTA has really failed all of us on. In 2009, they made a deal with the government that class sizes will go up. They got an a salary increase and they haven't done anything since then. We've had budget surpluses and the CTA has not gone back to the government and said, "Our teachers

132and our students are struggling. We need smaller class sizes." So, I think you're just playing at the margins if you don't keep good teachers. That's what keeps parents and their students here in the district. Okay, I'll move on to the second one. Do I get more time? Three minutes each. Okay, so the search firm, I wasn't here for all of it. I had no idea it was open to the public. Otherwise, I probably would have come earlier, but just make sure you choose someone that's independent, is not affiliated and financially affiliated with any of the law firms. We've had issues in the past where you seem to to hire superintendent and other staff. Um, and then you can brag about how it's cheaper because the law firm gave you a deal on the search firm

133because you were paying them for legal services. Can you just make sure you use a search firm that is independent and it's going to hire a superintendent that is loyal to the students and not to the search firm that hired them? Thank you. Thank you, Pam. And that concludes our comments on close session items. Okay, we will now adjourn to close session at 5:30. Okay, we're going to reconvene at 6:19. Sorry, um we are so running late. Um we have um three things to report out of close session. The board met and conferred in close session to approve the resignation agreement of employee ID number 7990 assigned as a bus driver. The motion was made by Mrs. back the second by Mr. Frasier and it was unanimous. Also, the board met and confirmed in close

134sessions to approve a settlement agreement to reassign employee ID number 2156 and pay $289 in exchange for waving layoff hearings. The motion was made by Mrs. Buck, second by Mrs. Blades, and the vote was 50. Last, the board took action to approve the special education settlement agreement for student identified number 1755 for 85,000. The motion was made by Mrs. Blade and the second by Mrs. Buck and the motion carried 50. So, as you can see, we have tonight we are so excited to welcome um your Belinda High School and under the direction of Mr. Garcia, please join us in welcoming these outstanding [Applause] [Music] Mustangs. Heat. Heat. Heat. Heat. Heat. Heat. [Music] Good evening. Good evening. Welcome to our PYUSD board meeting tonight. This is the jazz combo from Yor Belinda High School. Uh the

135rest of our jazz ensemble is back at home studying for AP season. So a big round of applause for our students for taking a break from APs to come and perform for you. Our students have been doing a wonderful job first semester, second semester performing in festivals at the ASC Jazz Festival, the Irvine Jazz Festival, as well as the Fitton College Jazz Festival. Our first piece was Monsters Inc. And we'd like to invite all of you on May 21st at 6:30 p.m. at the Performing Arts Center. We're going to feature our Wild Jazz Jam with Yordland High School, Travis Ranch, and our guest artist will be the new Jetet. And they're going to be playing all kinds of Disney tunes. So, we hope to see you there. Our next tune is going to slow it

136down a little bit. It's a great tune that you've probably heard in many different languages, and it's going to feature Chameleia Adams on the trumpet, who's also our WHS validictorian. How many round of applause for Chamilleia Adams? And this is the girl from Impana. [Music] Heat. Hey, Heat. [Music] Heat. Heat. [Music] Heat. Heat. [Music] Heat. Heat. [Applause] Heat. Heat. [Music] Heat. Heat. Heat. Heat. [Music] N. Heat. Heat. [Music] Chamilleia Adams on the trumpet. We're going to close out our tune with a fun fast swing mumbo. And but before we do that, I'd like to introduce real quick our group. We have Angela Msina, Gwen Nielson, and Alex Lewis. In the rhythm section, round of applause for our rhythm section. In our trombone section, we have Kyla Mole and Jay Lou. Round of applause for our

137trombones. And our saxophone section, we have Connor Herren and Casey Cunningham. A round of applause for our saxophones. And in the trumpet section, Chamilleia Adams, the High School Jazz combo. Round of applause for all of them. We're going to close out our last tune with a fun tune entitled Mambbo Swing. We hope you enjoy it. Another ring round of applause for Urban High School Jazz Combo. Here we go. One, two. [Music] Heat. Heat. Heat. Heat. Heat. Heat. Heat. [Music] Heat. Heat. [Applause] Heat. [Music] Heat. Heat. [Music] Heat. Heat. Heat. [Applause] Thank you very much. Have another round of applause for our students from Wilman High School. Jazz [Music] [Applause] combo stand up behind. Yeah, we like to do a photo. Yeah, we love to get a photo. You have to back up. That was great,

138dude. This is outstanding. Good choice there. San Antonio Beam the little Oh my gosh. Are you in here, Helen? Yeah. Okay. Thank you all so much, students. That was outstanding. Start packing up. Go down there. Yeah, go down there. While they're cleaning up, I just want to thank all the families that have come tonight to support and the teachers and administrators for joining us this evening. We're truly grateful for you coming and sharing your time with us and starting off our board me so festive. And we have pens for you when we're So we're following you. We're stalking you. Okay, Mrs. Blaze, will you lead us in the flag? Okay, let the record show that all board members are present tonight. Um, and we would have excused our student board member tonight, Laya Arman. She

139has a prior commitment. So, we need to approve the agenda. I'll make a motion to approve the May 6, 2025 board of education agenda as presented. Second. I have a motion by Mrs. Blades, a second by Mrs. Quintterero. Any comments? Okay. All in favor? I I motion carries. 50. At this time, I'll make our public comment announcement. Public comment cards are available in the foyer. Cards must be completed and turned in prior to the designated time for public comment. Provide a maximum of three minutes per person. If translation is needed, an additional three minutes will be given. Please let us know. If we know ahead of time, we can be ensured to be prepared. Civility policy education code 220 prohibits discrimination on the basis of disability, gender, gender identity, gender expression, nationality, race and ethnicity,

140religion, sexual orientation, or any other characteristic that is contained in the definition of hate crime set forth in section 422.55 of the penal code, including immigration status. Additionally, if there are any disruptions or interferences as the board's ability to conduct its meeting, the disruptive parties will be given one warning. If the disruption continues, you'll be informed that the bo by the board president has found you disrupted in violation of penal code section 403, education code section 32210, and the board president will order you removed from the meeting under government code 54957.9 54957.95. If removing one or several disruptive parties does not restore order, the board present will exercise their authority to clear the room in accordance with government code 54957.9. So we need a motion to approve the minutes. I'll make a motion to approve

141the minutes of the regular meeting of April 22nd, 2025 as presented. Second. I have a motion by Mr. Frasier. A second by Mrs. Buck. Any questions? Okay. All in favor? I I I. Motion carries. 50. I'll make a motion to approve the minutes of the regular meeting of April 8th, 2025 is presented. Second. Okay. We have a motion by Mr. Frasier. A second by Mrs. Blades. Any comments? Okay. All in favor? I. Motion carries. 5 and bless you. Okay, at this time I'd like to turn it over to Dr. Will Gray for the AVID Middle School Standouts. Thank you. And good evening, President Anderson, trustees, Superintendent Dr. Mouserino, and Executive Cabinet members. Tonight, we will take the time to honor some very deserving eighth graders in our advancement via individual determination program known as AVID.

142AVID is a nonprofit organization that supports students by helping schools shift to a more equitable student- centered approach. The program's mission is to close the opportunity gap by preparing all students for college and career readiness and success in a global society. Each year, the AVID Standout Award is given to students who demonstrate excellence, collaboration, integrity, and service in their academic achievements and individual determination. These five students are being recognized for their high GPA, community service, and involvement in leadership and extracurricular activities. Many hours of dedication and hard work are behind these students accomplishments. This recognition represents the determination, perseverance, and commitment each student has demonstrated toward their education. Joining us to honor and support these outstanding students are their AVID principles, counselors, teachers, coordinators, and Paul Leaport, our district's avid teacher on special assignment. In

143addition, we would also like to acknowledge and thank our students families for their continued support and for being present with us tonight. I'd like to invite the AVID eighth grade standout from Kramer Middle School, Maria Canazales, and AVID teacher Beth Missouri to join me next to the lectern. Also in the audience to support Maria tonight are principal Matt Callaway, assistant principal Chad Holo, and AVID coordinator Jessica Rosette. Maria leads with quiet strength, dedicating herself to mentorship, service, and academic excellence. As a peer leader and church volunteer, she supports younger students, assists with events, and provides tutoring. The first in her family to attend college, Maria aspires to study at UCLA or Virginia Commonwealth University and pursue a career in the medical field. Her dedication, hard work, and leadership make her a true Avid standout. Let's

144give her a round of applause. [Applause] Next up, I'd like to invite the AVID eighth grade standout from Travis Ranch Middle School, Alyssa Azar, and AVID teacher Kimmy Carlos to join me. Travis Ranch principal Kristen Petravatchki is also here with us tonight. It is with great pleasure that Travis Ranch Middle School nominates Alyssa Azar as our 2024 2025 8th grade AVID standout. She has undoubtedly earned this recognition through her positive reputation on campus witnessed through her leadership, commitment, and motivation to always do and be her best. Alyssa is responsible, mature, and inquisitive. but most importantly respectful and kind. She's a well-rounded individual who embraces challenges with grace and perseverance. She will do great things in this world and be who we want and need, leading us in the future. Congratulations, Alyssa, on this outstanding accomplishment.

145We are proud of you. Let's applaud her achievements. Next up, we'd like to recognize the AVID eighth grade standout from Tuffrey Middle School, Kylie Deng, and AVID teacher Darell Lapworth to join [Applause] me. Principal Sarah Barton and counselor Abby Eastman are also with us this evening. AVID students who truly embrace the program and take advantage of the opportunities that they are presented with should show clear growth over time. And there is no one who has done that more noticeably at Tffrey than Kylie. Through her own individual determination and with the guidance and support of her family and school community, she has become a leader amongst her peers in the classroom and in school sports. Kylie has big dreams for herself and she is on the path to achieving anything she sets her mind to. We

146couldn't be more proud of her efforts and accomplishments. Let's give her a round of applause. Next up, I'd like to invite the AVID eighth grade standout from Valadez Middle School Academy, Edward Soval, and AVID teacher Jennifer Garcia, to join me. The principal from Valadez, Mr. Will Trong, is also here to support Edward. Hello. Edward demonstrates every quality of the AVID model student. He is driven, focused, eager, kind, and strives for excellence in everything he does. In addition to being dedicated to his academics, Edward dedicates himself to his community by volunteering with his church group, including traveling to Mexico and assisting those in need. Edward has a huge heart and we are so fortunate he gets to share it with us at Valadez. [Applause] He'll do a picture. He knows he's watched the board meetings before.

147All right. Lastly, I'd like to invite the AVID eighth grade standout from Yorbalinda Middle School, Grayson Smith, and AVID teacher Lena Howard, to join me. They are joined tonight by Yor Belinda Middle School principal, Paige Stills, and counselor Sally Hayri. Grayson is the true definition of an avid standout. Dedicated, kind, and driven by individual determination. As a leader at Yorinda Middle School, he is deeply committed to service and making a positive impact. He plays a key role in our BCTV announcements, serves on the principal's advisory and school safety committees, and chooses to be a part of our unified PE program supporting students with disabilities. Outside of school, Grayson dedicates a significant amount of time to his extracurricular activities, including multiple sports while also maintaining straight A's. Respected by peers and teachers for his integrity, dependability,

148and heart, there is no doubt that he will accomplish incredible things, and I look forward to seeing all that he achieves. Let's give a round of applause to Grayson. These AVID eighth grade standouts will also be recognized by the Orange County Department of Education and Angels baseball on May 13th at Angel Stadium of Anaheim. All of our standouts will receive a certificate, a medal, and possibly a Chromebook from the Angels. As a small token of our admiration for these bright young students, we have presented them with a custom PILUSD AVID challenge coin. You can see him holding that and the certificate. Let's congratulate all of our 2025 AVID standouts. Wait, wait, hold on, hold on, hold on. Any moms or dads want to take it? One more. Wait, come on, Dad. All right, Avid standout

149students, come on around and we'll process to the back for some official handshakes with the board members. Nice work. Congratulations starting That was nice. Okay, we're now going to turn it over to Mr. Young to um recognize our mock trial competition art contest winners. All right. Thank you, uh, board and, uh, bosses. Uh, next, a talented student from Valencia High School earned topped honors in a prestigious countywide competition that blends art with the legal world. The courtroom art contest is a distinguished competition that offers artistically talented students the opportunity to engage with the mock trial program. Participants observe their school's mock trial proceedings and create detailed illustrations of courtroom scenes, emulating the role of a professional courtroom sketch artist. Each mock trial team may submit up to two courtroom artists with the county champion earning

150eligibility to compete at the state level. At the state mock trial finals, student artwork is judged by professionals in the field and participants have the opportunity to enhance their skills through workshops led by experienced courtroom artists. I'd like to invite Bill Ming from Valencia High School to come forward and line up next to me at the lectern. All right. Valentia High School senior Bill Ming was named the Orange County Champion, while El Dorado High School freshman SA Bay earned the distinction of Orange County runner up in the annual courtroom art contest. As you may recall, she was honored last month alongside the EDHS mock trial team. As the top two finishers, both students qualified to compete at the state championships where they had unique opportunity to refine their craft under the mentorship of a professional

151courtroom artist. At the state finals, which drew the most competitive field in the 44 yearear-old year old history of the California mock trial, Bill Mang achieved an extraordinary milestone, earning second place in the entire state of California. [Applause] This is an incredible accomplishment that highlights not only his skill and composure under pressure, but also his continued dedication to the arts. A look at his design is on the screen before you. Please join us in congratulating Bill Ming for his outstanding achievements. You make PILUSD and Valencia High School very proud. And on behalf of the board of education and the district, please accept the certificate of achievement. I now like invite you to shake hands with all of the members and join us for a group photo to commemorate your impressive achievement. [Applause] Chinese. Was it

152You're probably noticed Everything [Applause] and if I failed to mention it, that is Chris Herzfeld, principal of Alentia High School, here to help recognize him along with his parent. All right, for our final student recognition of the evening, we are proud to honor the remarkable achievements of Yoralina High School students, Chase Kim and Ununice Kim, who advanced to the state level of competition in speech and debate. Unfortunately, Ununice is unable to join us this evening as she's preparing for AP tests, but I'd like to invite Chase Kim to come forward and join me at the lectern. Congratulations. All right. High school speech and debate programs provide students with valuable opportunities to develop critical communication, research, and analytical thinking skill skills through competitive speaking events. Participants engage in activities ranging from persuasive and informative speeches to

153structured debates on current events and philosophical topics. By preparing arguments, practicing delivery, and receiving constructive feedback, students learn to express their ideas clearly and confidently. In addition to enhancing public speaking abilities, participation in speech and debate strengthens academic performance, fosters leadership, and prepares students for success in college and beyond. This year, the Yorbalina High School speech and debate team competed at the Orange County Speech League league spring open in Fullerton in the Orange County Speech League state qualifier in Long Beach. Based on their impressive performance at the state qualifier, Chase Kim and Ununis Kim qualified for the California High School Speech Association State Championship in Culver City. Ununice placed first in the category of original pros and poetry while Chase placed fifth in student congress. The state championship is more than just a tournament. It

154represents the transformative power of speech and debate to empower students today to become the leaders and advocates of tomorrow. Both Chase and Ununice have dedicated countless hours to perfecting their work and they are incredibly deserving of this prestigious honor. Please join us in congratulating Chase and Ununice for their outstanding accomplishment. Ununice, if you're watching this, we're wishing you all the best on your AP exams. And I'd now like to invite Chase to shake the hands with our board members and join them for a commemorative photo. Congratulations. Congratulations. I didn't [Applause] I'm so grateful for all of our educators and for all the help that they do to support our students and they truly are remarkable. Can we give them all one [Music] last Thank you. That is the end of our student presentations and I

155know there's APs and other things that families need to get to. So if you need to leave, you you're welcome to. But if you want to stay, you're welcome to stay as well. Okay, we are now going to turn the time over to Mrs. Gray to present the anti-bullying campaign. Thank you very much. Good evening, President Anderson, members of the board, and acting superintendent, Dr. Muerino. Tonight, I'm honored to introduce a presentation from our directors of student services on a powerful new district-wide anti-bullying initiative, Advancing Better Choices, our campaign to prevent bullying and ensure every student feels safe, seen, and supported at school. Before we begin, I want to set the stage with a short video featuring a group of fifth grade students showing how they can stand up to bullying to the song Human

156by Christina Perry. This video captures Oops. The video captures the heart of why this work matters. It reminds us that our students are doing their best to navigate a complex world and they and they are at their core only human. They're vulnerable. Our students, some of them are unique and deeply impacted by the environment that we as adults create for them. So, as you watch and listen, I invite you to consider the inner experiences of our students, their fears, their hopes, and their need for connection. And most importantly, the critical role we as adults play in shaping a culture where bullying is not tolerated and every child can thrive. [Music] I can hold my breath. I can bite my tongue. I can stay awake for days if that's what you want. Be a number one.

157I can fake a smile. I can force a laugh. I can dance and play the part if that's what you ask. Give you all I am. I can do it. I can do it. But I'm only human. And I bleed when I fall down. I'm only human. And I crash and I break down. Your words in my head, knives in my heart. You build me up. And then I fall apart. Cuz I'm only human. [Music] I can turn it on. Be a good machine. I can hold the weight of worlds if that's what you need. everything. I can do it. I can do it. I'll get through it. But I'm human. So this video reminds us that beneath every smile, every silence, and every outburst is a student asking to be accepted, protected, and understood.

158Our commitment to advancing better choices isn't just a campaign. It's a promise. A promise to lead with courage, to educate with compassion, and to respond with clarity whenever bullying tries to take root. and root its ugly and and show its ugly head. Tonight, Dr. Baldwin Padza and Miss Tanya Gordio of Student Service will walk of student services will walk you through what that promise looks like in action, how we define bullying, the data we're seeing, and the bold steps we're taking through our new district-wide initiative. So, Dr. Padza, thank you, Miss Gray. Uh, good evening, President Anderson, trustees, Superintendent Dr. from Musino and our executive cabinet members and members of our Pilusd community. I'm appreciative of the opportunity to share uh an important and timely initiative aimed at protecting the well-being of our students and

159promoting a culture of empathy, respect, and safety across all of our schools. Tonight we will walk through a conversation on the topic of bullying that while not new has emerged as as an essential topic where we have been working to take intentional steps in the area of prevention and intervention. So let's ground ourselves first with what we will be covering tonight uh which will include as Miss Gray shared defining um and recognizing what is bullying, the types of bullying, some data and how we are working to promote healing through restoring safety and support. So why now? Well, we have both a legal and an ethical obligation for ensuring our schools are safe and supportive learning environments. Assembly bill 2291, which became effective in 2019, requires that all LEAs adopt procedures for preventing acts of bullying,

160including cyber bullying. In fact, at our last board meeting, we did acknowledge through our mental health resolution uh that bullying can be seen as a significant contributor to mental health challenges amongst our students. It's important to recognize the profound impact bullying has on students academically perform academic performance, school attendance, and mental health. All areas that are central to student success. A climate of fear and distrust can be created for students who have witnessed or experienced bullying. And the research is clear. School connectedness, feelings of being safe, supported, and valued is one of the strongest predictors of student success. If billing bullying isn't addressed, it can escalate into long-term trauma and affect children well beyond their school years. The good news is that early intervention works. It can help reduce harm and reshape behavior. And when

161we empower students to be upstanders, not bystanders, we shift our school culture from passive tolerance to empowered support. An upstander is someone who takes action when they witness bullying, mistreatment, or injustice rather than just standing by and doing nothing. So, let's start with a clear understanding of what bullying is. So bullying is any unwanted, severe physical or verbal act, including through electronic communications that involve an observed or perceived power imbalance and is repeated multiple times. It's important to recognize that bullying is not just kids being kids, a public health issue that can have serious longl lasting impacts on everyone involved. Not just the person bullying, but also bystanders who witness bullying and those who bully. Bullying takes many forms as we take a look at the types of bullying and understanding these is a key

162to addressing uh uh it effectively in our schools. The four primary types of bullying as you can see outlined here physical bullying, verbal bullying, social or relational bullying, and cyber bullying. To go further, according to recent data from National Center of Education Statistics and CDC's youth risk behavior survey, cyber bullying is now the most rapidly increasing form of bullying, particularly among middle and high school students. In fact, over one in five students report experiencing bullying online and the numbers are higher for female students. So with the shift towards this digital harassment, uh bullying can now follow students home beyond school grounds, making it even more critical for all of us as educators, uh our families, and our students to understand and how to recognize it. Okay. Uh over the next several slides, I want to

163share some data with you. Uh we'll take a look first from a macro perspective and then down to a micro level reviewing some national data, more localized data in Orange County and then some localized PILUSD figures. It's definitely important to consider different data as part of our efforts to support safe and supportive learning environments. Uh some of the national figures here show some interesting information as to the most common forms of locations uh prevail and pervasiveness of bullying. So, what's interesting to point out uh is the location of the classroom as the most common location for bullying on campus, which signals some focus of on our prevention efforts uh to include promoting a positive classroom culture and a classroom climate. And as we can see with multiple multiple national studies across a number of countries,

164bullying is not just a localized issue. It's a widespread challenge affecting student well-being and student climate on a global scale. Looking at some data from Orange County outlined through the California Healthy Kids Survey. Uh as quick background, uh the California Healthy Kids Survey or CHIS uh is a tool designed to give us deep insight into students experiences, needs, and well-being. And its core assesses school climate, student engagement, and barriers to learning such as mental health, feelings of safety, and school connectedness. We do not currently participate in administering the chicks, but we are looking to the administration of this survey for next year, which typically takes place for students in grades 5, 7, 9, and 11. We're hoping that by administering the chicks, we can gain some actionable data directly from students, uh, helping us gain

165comparable data to other districts in the county and the state. What's an interesting finding in a separate stud uh study uh 28% of middle schools, 15% of high schools, and 10% of elementary schools reported the occurrence of bullying at schools at least once a week. Uh what can be taken from this are high reports of bullying at the secondary level. And as you can see from this data, feelings of safety at school decreases as our students get older. So on our next slide which focuses on a local indicator for PILUSD through our stakeholder student survey. As you can see the results are similar in regards to feelings of safety at school decreasing as students move into the middle school. This is a critical wind window where targeted bullying prevention can make a real difference. By

166identifying this shift, we can work to take more intentional efforts uh intentional efforts to build student connectedness, adult student relationships, and community within our schools and within our classrooms. Okay. And for the next several slides, I'm going to have my esteemed colleague, Miss Tanya Gordio, come up. Thank you. So, advancing better choices. Let me share a story that brings this work to life. Sammy was new to our school. Before he began, his parents met with me to share that he had experienced bullying at his previous school because he stuttered. Together, we made a plan not to hide his difference, but to educate his classmates about it. We talked with the class about what stuttering is, what causes it, and how it can feel to be misunderstood because of it. We also shared Sammy's story with

167his permission. And something incredible happened. The class didn't just become accepting, they became pro protective. They started looking out for Sammy, making sure he felt included and supported. In class, when Sammy volunteered to read aloud, his peers were patient and respectful. No one rushed him, corrected him, or spoke for him. They gave him the time and space just to be Sammy. Through this process, we discovered that Sammy didn't stutter when speaking into a microphone. With that knowledge, he began volunteering more, reading, presenting, and grabbing the mic with confidence. His classmates cheered him on, and on the playground, they made sure he was always included in games and activities. That's what the ABC campaign is all about. It's about education, teaching students, staff, and families to understand and embrace differences. It's about working together to ensure

168that every student is seen, valued, and accepted for exactly who they are. When we educate, we empower. And when we empower, we change lives. So, what is ABC? Advancing Better Choices. Advancing better choices is our district's proactive campaign to prevent and address bullying through a strength-based approach. At its core, ABC focuses on three foundational components: education, identification, and intervention. These pillars guide our work to build awareness, respond effectively, and support all students involved. To bring this vision to life, ABC is anchored in six key actions that reflect our commitment to proactive, compassionate, and consistent practices that promote safety, respect, and responsibility across schools. Through ABC, we will teach students and staff how to recognize, res respond to, and stop bullying before it escalates. We will empower students to speak up and report bullying safely and

169confidently. We will preserve each student's dignity by addressing harmful behavior in a constructive and respectful manner. Rather than relying solely on consequences, we will change behavior by focusing on accountability and personal growth. We will strengthen school culture by reinforcing clear expectations, connection, and respect. And we will document incidents thoroughly to ensure we have accurate data to identify patterns, address root causes, and improve prevention efforts over time. When we approach prevention, we begin by educating adults on the signs, precursors, and impacts of bullying as well as the critical role of adult modeling. We have to remember that our students are watching us, and it's our responsibility to lead by example. Through this district-wide effort, we are committed to educating not only our staff, but also our students, families, and district community to build a shared culture

170of kindness, accountability. As part of this work, we are exploring evidence-based bullying prevention and intervention programs for our students in grades TK through 12. These may include components from SecondStep and the OLES bullying prevention program which helps students build the skills to recognize, refuse, and report bullying while also strengthening their social skills. Elementary counselors and secondary wellness coaches will also further support prevention efforts by delivering classroom presentations on bullying, digital safety, and healthy peer relationships. We will also engage families through workshops and reinforce a positive school climate through student leadership, kindness campaigns, and collaboration across the school community. When incidents occur, our response must be both prompt and thoughtful. We begin by responding immediately and consistently to all incidents of bullying, ensuring that students feel supported and safe. Conflict is addressed through facilitated conversations and

171agreements that promote understanding and repair. Rather than focusing solely on discipline, we will engage students in reflection and accountability, helping them take ownership of their actions. Those who have been harmed are meaningfully involved in the healing process with their voices and needs prioritized. support is provided for both harmed and harming students, including access to counseling and interventions. We will work to reestablish classroom and school expectations through community building efforts that involve both staff and students. Additionally, we'll track the patterns to identify trends, inform our practices, and make adjud adjustments that help prevent future incidents. In more complex or ongoing cases, our ABC district support team consisting of members of the student support services team provides an added layer of problem solving through a team problemolving approach. The ABC team works closely with principles, counselors, and

172school psychologists to understand the full context of each case. Together, we review documented interventions and assess whether all tier 1 and tier 2 supports have been thoroughly implemented. When needed, we engage in safety planning that goes beyond treating every student the same. Recognizing that effective support must be tailored to the individual needs of each student. In cases where safety or success is still a concern, we may recommend programmed adjustments such as an alternative support placement or temporary site transfer to create the best environment for learning and healing. Finally, we are committed to monitoring and following up, ensuring that every plan includes accountability, ongoing communication, and continued support for all students involved. At the heart of our work is a commitment to believing in all students. We understand that educators expectations can either open doors or

173place limits. And we are intentional about setting high supportive expectations that help every student thrive. This also means providing students with what they need. Not simply treating everyone the same, but making sure each student has access to the support and resources that best help them succeed. Our goal is into ensure is to ensure a safe act in to ensure safe access to the support and resource sorry and supportive learning environment where all students feel accepted, valued and connected. When students feel a sense of belonging, they are more engaged, confident, and ready to learn. Discipline must be applied in a non-discriminatory fashion in accordance with state and federal laws. An article in the Los Angeles Times raised awareness about students being encouraged to leave schools through informal processes such as school transfers. While rare, these practices

174can inadvertently limit students opportunities without providing the necessary support. In our district, we are committed to inter interventions that promote growth and belonging rather than exclusion. ABC reflects that philosophy, ensuring every student has access to the resources and relationships they need to succeed. This quote adapted from Haim Ganant captures the profound impact adults have in schools. Our demeanor, choices, and responses create the emotional tone of the classroom. Whether in moments of celebration or conflict, our actions either uplift or diminish. ABC calls on us to be instruments of inspiration, to see every child's humanity, and to model the compassion we hope to instill in them. So, thank you for your time and attention this evening. We recognize that as a district, we've made efforts in the past to address bullying, and this campaign builds on that

175foundation. We understand there is a need for consistent implementation and accountability. ABC, Advancing Better Choices, is our next step forward, offering a more unified, supportive, and proactive approach to prevention and intervention. We're committed to ensuring every student feels safe, supported, and respected at school. Collaboratively, we can strengthen our systems and sustain a culture where kindness and connection are the norm. We welcome any questions now. Thank you. [Applause] you had mentioned that second step was going to be used. Is that just as an intervention or is that something going to be rolled out across all classes? Um, many of our classrooms are already using Second Step. So, it's really looking at more of the bullying component that goes along with it. Um, TKK, we do have it in most of the elementary sites. And so just

176looking at that um bullying prevention piece. Yeah. And we're also taking inventory right now of this of the what we have in place and then looking to see if anything needs to be updated as well as second. It's gone digital. Yeah, it's gone digital. Yeah. Um when is the training going to take place um for the entire district so everyone's on the same page? We're going to be introducing it this Thursday at our principal meeting and then um begin rolling it out through trainings starting at really the beginning of the school year so that we're all on the same page from the beginning. But it will be introduced. We've already had an opportunity also to pilot with just a few different school sites and um you know just the feedback that we've received so far

177is that it really has made a difference in you know a student's life that was harming because we know that harmed people harm people and so again getting to that root core and so recognizing that. So we're going to begin with our principles this week and then move on from there. Thank you. Um, one more thing. Can you guys come back next year and report about how this has worked? Yes. And um, and kind of bring us some data, you know, because I'm very curious about the the recordkeeping and how that is going to go and um, monitoring. Um, we all know people that have been bullied in school and um seeing those those effects on those students. Um, and it's and it's personal to many of us. Yeah. So, I'm glad we're addressing it

178and I'm glad we're having a clear uniform process. To answer your question, yes, we're absolutely would love to come back and share uh not just quantitative data, but also we'd like to um take a chance to to talk to students, talk to families and see how, you know, and administrators, our own staff to see how things are going and maybe share some of that as well, too. Perfect. One thing and maybe you don't have this at your fingertips, but in the slide that you showed with the PIL data, it looks like we actually improved over 2024 slightly, but still improvement is improvement. Um, do you ever know what the like percentage points or uh percentage of students increase in those? It looks like mostly uh eighth and tth grade. Yeah, I don't have we can

179get that for you. Yeah, we can definitely find out and maybe uh break it down a little bit more. Yeah, and this is before this is implemented. So, whatever was happening before is moving us in the right direction. This is just an shot in the arm. Yeah. Right. Good. Um, I have a couple questions. Um the California healthy kids survey you said that we were going to um be implementing that. I thought we had been doing that in the past. Did we stop and when did we do that? So we have not done that for quite a few years. We have our own internal uh survey. And what's difficult about that is we're not able to compare ourselves to so we our plan is next year adopting that. So we're in line with the rest

180of the county and then we can make comparisons. And then my second question is um obviously strategies are going to be incredibly different when you look at elementary school, middle school and high school. Um this seems great for elementary school moving into middle school. what are we going to do to um delineate from the high school students and and they have different needs and different ways that you identify this even different strategies at how you go about that. So can you talk a little bit more about how the secondary piece is going to fall in? Yeah, I think you know just to kind of start out when we looked at some of the data as you saw you know those feelings kind of decrease a little bit of course as they get older. So we

181know as the students get older um you know the socialization that piece is important. So I think in focusing on just a few things just to keep in mind um relationships adult student relationships um you know some of those skills uh culture and climate in the classrooms helping build uh you know some of those skills as well too I think is going to be uh for for teachers and students I think is going to be maybe just some initial steps that we can take a look at as well. Have you thought about or have you gone down the path yet of any professional development and how is that going to differ at elementary? I was going to say group. So what we really want to do when you when Tanya had uh Miss Gordio had

182mentioned um evidence-based practices. So there's the group and they're very well known I think nationally and they they will come and they can they can train and I think you're exactly right. I think for our secondary we need a little bit more and so our plan is to work closely with them and then the county county office of ed as well. Can you repeat that name? Ow. It's a bullying prevention program that's evidence-based. OBP. Thank you. Any other questions? Thank you guys so much and we're excited about this and I know this has been a lot of work and a long time coming. So, thank you for bringing it. Thank [Applause] you. Okay, they um we do not have a student board report tonight and so I'll turn it over to Dr. Mouserino to give

183his report. Thank you um Madame President and hello everyone trustees uh cabinet and everyone here tonight and also those watching from home. Um in April the board adopted resolutions recognizing May 5th through 9th as California week of the teacher uh and May 18th through the 24th as classified school employee week across the district. We encourage students, staff, and families to show their gratitude for the many wonderful educators and support staff across our campuses. The Reach Foundation's middle school track meet. Uh tomorrow, the Reach Foundation will host its annual middle school track meet at Nathan Chappelle Stadium. Student athletes from our middle schools will compete against each other in events like high jump, long-distance running, long jump, sprints, and more. This is the final event of the middle school athletics program, which also included volleyball, cross

184country, and wrestling. Best of luck to our student athletes, and thank you to the Reach Foundation for their continued support in so many areas. Community honore ceremony. Looking ahead on May 19th, we're excited to host our annual community honorary ceremony at the forum at your Belinda High School. Each year, school sites select a community honore who has dedicated their time and energy to supporting students while exemplifying the district's core values of excellence, integrity, collaboration, and innovation. That has to be a difficult process of selecting because we have so many incredible people that step up in this community. And finally, end of the year celebrations. With summer fast approaching, our school calendars are full of exciting end of the year activities. This includes carnivals, final presentations, big performances, dances, and the two biggest events of them

185all, middle school promotion, and of course, high school graduation. I'm looking forward to celebrating these milestones. Uh it'll be my first time experiencing all this here in PIL, and it's an honor for me. Um and all the joy in general in the final weeks of school. Uh always a fun time. Uh with that, Madame President, that concludes my [Applause] report. Thank Thank you. Um now we will move to our public comment. Public op comment is an opportunity for the public to provide input to the board of education. During the public comment period, board members do not dialogue with speakers or make comments regarding the information shared. We have how many? We have 34. So it is public comments. Yes. 34 speakers. So each speaker will be given one minute. Do you want to Right. Go

186ahead and call the first. Okay. Yes. Our uh I'm going to call the first four. First four. And if you would please come up to the first row. Madison Miner, Nelly Rafael, Linda Con, and Dave R. Please uh please have a seat, please. And the first speaker is Madison Miner. Good evening. My name is Madison Miner. Thank you for having me tonight. I am here representing Protect Our Kids, an organization that's local. And I am here in favor of uh resolution 18.3. I thank you for considering this important resolution. It's more than a policy. It's a statement about values, fairness, safety, and equal opportunity for girls in sports. Title N was passed to ensure that female athletes could compete on a level playing field and that promise is worth protecting. This resolution affirms that vision.

187It ensures biological girls can compete safely and fairly not to exclude but to preserve opportunities generations of women fought for. Protecting our kids stands with young young athletes, their families, and the women who came before them. And to board member Marilyn, I know that you know what's at stake. You're a mom. You have kids of your own. Please, please, I beg of you, stand for this resolution. Thank you. Thank you, Miss Miner. Nelly Oale, welcome. I'm in favor of 18.3. I am gravely concerned about the recent trend of allowing males to compete in girls sports. This decision not only undermines the principles of fairness and equality, but also puts our daughters as a significant disadvantage. It is a matter of protecting the rights and opportunities of our girls to compete on a level playing field

188and to pursue their athletic dreams without facing unfair competition. By allowing males to compete in girls sports, we are jeopardizing the safety, well-being, and future of our female athletes. The physical advantages that males possess, such as greater stren strength and speed, can pose a serious risk of injury to our daughters when they are forced to compete against male athletes. This only puts our girls at a disadvantage, but also raises concerns about their physical and emotional well-being on the field of competition. I urge all parents, coaches, and community members to join me in standing up for our daughters and protecting girls sports for males competing. Let us come together, advocate for policies and regulations that uphold the integrity and fairness of girls sports. Thank you, Miss Raphael. Linda [Applause] Cohen, my support of the same resolution

189makes me in the eyes of some a hateful bigot. It's no comfort that 80 80 near as it nearly 80% of my fellow Americans may share my point of view. All that matters to me is how my community feels. And far too many have been silent. Those who are silent because they are unaware can only be reached by you who are in the room or watching online. Some of you may be here for the very first time. I implore you to reach out to others. And when they say it's not happening here, you tell them it is. Those who fear being called a racist hateful bigot are bullied into silence. And they're more difficult to reach. I honestly have no answers, only questions. For example, am I blinded by ignorance because I do not stand

190and cheer a boy who has just decimated girls in a meaningless competition? This resolution is only the beginning. Protect not only girls sports, but protect both boys and girls that are being swept up into the mythology that they can recreate themselves. Thank you, Miss Colin. Dave A month ago, it appears Trusty Blades leaked information about the investigative report being completed, along with a demand that action be taken, even going so far as to suggest the district attorney might inevitably get involved. Now, we're hearing inquiries about when will the report be made public. And next, we're sure to hear accusations that the current port majority is not being transparent about its findings. Let's kill this rumor before she can fuel it any further. The public needs to understand that it will never see this report and

191for good reason. This report was prepared as a tool for evaluating anticipated and existing litigation. Ultimately, it would be grossly negligent for this report to be disseminated to the public which includes adversarial litigants in the individual cases. Trustee Blades, you know, or should know better. Council for the district is present this evening and I would encourage someone from the board to inquire directly in the presence of the public about the nature of this report and whether or not it's reasonable to expect a public release. Thank you. Thank you Dave. Our next four speakers please uh come to the front. uh Stephanie Kamacho Van Djk, Sam Mavic, Evelyn Jones, and Denise May. And Stephanie, you may approach the podium. Great. Good evening, trustees. Uh my name is Stephanie and I'm the senior director of advocacy and

192education at the LGBTQ Center OC. I'm speaking today in strong support of our trans students and their families within placenta Linda Unified School District. We know that providing students with the opportunity to fully participate in school is significant. It greatly impacts their ability to learn and develop critical life skills such as leadership, team building, self-confidence, and resiliency. I want to reflect on the district's listed core values as they're listed on their website. Excellence, collaboration, integrity, and innovation. If this district truly pursu truly pursues excellence, then every student should must be given equitable opportunities to succeed, not just some. If you believe in collaboration, then I ask, are you listening to the students and families who are most affected by this resolution? Are their voices being welcomed into this conversation or are they being releas erased?

193Integrity means fostering relationships that promote honesty and responsibility, the responsibility to ensure the well-being of our student uh student in school community. Thank Thank you, Miss Kamasho Van Djk. Sammy Mavvich. Hello, my name is Sammy. Uh, the board should postpone a vote on the poorly articulated, willfully ignorant resolution number 24-23. This resolution will violate the rights of transgender athletes encoded in state law and CIF rules. The board should provide uh before voting on this, the board should provide at least an hour of public session time to hear from established experts in the fields of genetics and biochemistry of transgenderism so that we can become more precise in the language we use about this small and vulnerable community. I'm sorry. Uh can can I start again, please? Reclaim my time. We heard it. We heard it.

194Okay, we all need to be respectful. Thank you. And we reclaim his time. I think last time I saw it was like 25 seconds. So, we'll give them 30. How about 30 seconds? These experts should address topics in the field of gender and sexuality that have been well documented in the referee scientific literatures. These variations on gender identities and sexuality permeate all of nature. They are part of the marvelous complexity and beauty of the created order. Resolution 24-23 is designed to appeal to to appeal to our base bigotries as both a political ploy and another way in which trustee blades can saddle the district with frivolous litigation. Thank you, Mr. Lovich. Evelyn Jones advancing better choices. You just provided an anti-bully campaign. I think that if you pass this resolution or um you allow boys

195to play on girls sports, you're going against what you both just presented. In addition to that, um I have three children. Three of them have ADD, ADHD, anxiety because my mother suffered from depression. I can tell you that my son, who graduated in 2022, did not get the help that he needed. He suffered every time you guys put him on plexiglass. He didn't he couldn't wear a mask because he had anxiety. LBTQ when he would have turning points events would put stickers all over his, you know, his flyers. Nothing was done. Nothing. And Mrs. Gordio, you also prevented my son Richard. Remember wrong person to be doing this anti Denise May, please approach the podium. Hi, I'm Denise May and I'm speaking because I'm concerned about the possible resolution regarding girls sports. The irony of

196presenting this resolution on the same night as an anti-bullying campaign is unfortunately lost on many here in this room. The anti-bullying campaign lists types of bullying and the statement reads purposefully excluding someone from activities and yet we are presenting a resolution that specifically is created to do just that exclude. I understand this is a difficult dis uh difficult discussion and I appreciate the opportunity to engage in thoughtful dialogue. The issues I see with the proposed ban. It is by um our own district's definition bullying. It doesn't follow state law. Uh there's no plan on how to respond to state OCD or lawsuits. Who decides if a student is trans and how do they confirm this? Will this become a Salem witch trialesque accusal format? Are we asking students to prove birth, gender, and how? Why

197is this presented with zero plans for a response to these questions? Please, no matter where you stand on this issue, this proposal is not appropriate for our district. Thank you, Miss May. Our next four speakers, please come to the front. Debbie Grant, Kelly Johnson, Rob Thorson, and Victoria Michaels. And Miss Grant, you may approach the podium. Hello, my name is Debbie Grant. I'm going to qualify myself as a 20-year resident of Placentia. My husband and I moved in seeking this particular school district. We knew that they had great schools. That's why we moved here. We have two sons who graduated from PLUSD and are very successful in their chosen careers. Three years ago, we became the caretakers of a transg grandson who moved in with us due to the bullying that he received in the

198state of Texas. They also could have lost their family if they were to look into any um hormone replacement necessary in order to rid him of his suicidal ideologies. He moved in with us. His first year he spent Oh, that was fast. Thank you, Miss Kelly Johnson. Hi. First of all, you know, I think we all understand boys are boys and girls are girls. In the old days, if people came, if people thought that they were another sex, they would send them to get mental health treatment. Okay? What happened to that? What happened to society? Society has changed. However, our moral standards should not be changing. Someone mentioned earlier about participating in school. Participating in school, that's an even playing field. Sports is not an even playing field. We're talking about fundamental fairness. I'm one

199of five kids. That's Iowa, Ohio, and Minnesota. When a five kids, four boys, my brothers are 6'2, 6'3, and 6'5. And my my sisters are about this tall. Is that fair for us to be going up against a female like that? It's obviously not. We began as one nation under God, and we have gotten so far away from that. That is what I think why we're having a lot of these problems. So, we need to repent. We need to wake up. We need to quit playing this game. And if you ask me, here's the answer, folks. Here's the answer right here. Mr. Johnson, this is the answer. Rob, wake up. If people need help, here's here's maybe help here, too. You have been warned. Thank you. Can't keep you interrupting. Thank you very much. Appreciate

200it. I should have brought props. Uh, good evening. My name is Rob Thorson. I have two students in high school at Yorinda High School. They both play sports and I realize that many of you have already made up your mind regarding this issue of allowing boys to play on girls and girls sports and allowing boys to be in girls bathrooms. I'm begging you to reconsider. It shouldn't be a political issue. It's common sense. Supporting Title N and protecting women's sports means upholding the principles of equal opportunity in athletics and ensuring that girls have a fair chance to participate and compete in sports free from discrimination. This also involves ensuring that female athletes are protected from the potential risk and unfair advantages that could arise from allowing biological males to compete in women's sports. Boys on

201girls teams take away positions and opportunities for our girls. We have a legal and ethical responsibility to protect our girls. Please protect and keep boys out of locker rooms and our girls and out of our girls sports and support Title 9. Thank you, Mr. Person. Victoria Michaels. Good evening. My name is Victoria Michaels. I'm not a parent, but I do have a precious goddaughter. The thought of her playing soccer and having a boy knock her down sends shivers through my body. The idea that you should be protecting students and not supporting Title N is totally shameful. Let girls be girls and boys be boys. Thank you, Miss Michaels. The next four speakers, please approach the front. Sarah Phillips, Patricia or Patricia rather, I'm sorry, Hanzo, Dr. David Romainski, and Stephanie Wade. You're Sarah? Yes, I'm

202Sarah Phillips. I'm the librarian at Yalinda High School. Um, back in 2022, a resolution was passed on a 3-2 vote to ban CRT. At best, it was a confusing and contradictory uh resolution that didn't apply to all students. The result was a chilling effect on teachers and a loss of Cal State Fullerton student teachers. Please revisit that resolution and consider doing away with it. It has done nothing to improve the education of PY students. On the resolution on the agenda tonight, everyone should vote no because it is not in a school board's purview to place bans on transgender girls in sports. Doing so is illegal by California law. It invites lawsuits and removal of girls teams from CIF. What girls sports need is equity and funding and access to space and resources. Focus there. Thank

203you, Miss Phillips. Patricia Hanzo. Hello. There are so many other things we should be talking about like the financial mismanagement during Leander Blaz's term as president and also uh spring of 2024 private jet taking Blades Shernness and Beth Fischer on a trip to Silicon Valley. Those are the things we should be investigating and looking into. But she doesn't want us talking about that today. is proposing a practice that may end up blocking many female students, all female students, from joining something. Kids just want to play. Let them play. When children play sports, their teams, their teammates may be taller, heavier, more muscular, experienced, unexperienced. It's diverse. It's part of being on a team. Attacking the most vulnerable is disgusting. We will not banish a student from any activity. Will a child's body be inspected by

204a district employee? Will a body will be inspected by a coach? Will school teams forfeit games if the opposing team has a gay kid on it or a transgender player? Vote no on this. It's unnecessary. Dr. David Ramosinski, please. Uh, good evening board. Uh, Dave Ramosinski, 42-year resident of your Belinda. Um, just a little background real quick. I do have a degree in biology from Cal State Fullerton. I've lived 72 years here in uh Southern California and I have a doctorate from uh University of Southern California. And unlike one of our um Supreme Court justices, I know what a definition of a woman is. And there's two biologies. There's male and there's female. And with all due respect to all the women playing in sports, please give them the respect. Do not let men compete

205against women. Take care of our women. We respect them. Thank you. Thank you, Dr. Amosinski. Stephanie Wade. Good evening. Uh my name is Stephanie Wade. Uh I'm chair of the Lavender Democrats. I'm also a uh proud former Marine infantry officer and a very proud transgender woman. I came to here to speak not for myself but actually for a friend who's a lifelong resident of Placentia and graduated K went K through 12 here in Placentia Yor Belinda schools she was afraid to come here and speak tonight she's transgender if she was afraid she's 30 years old think of how terrified all the kids who are trans in this district who aren't even trying to play sports they're just transgender kids that are trying to go about their lives and live with decency And there's a witch

206hunt going on right out here. This needs to stop. Thank you, Miss Wade. The next four speakers, Samuel Penrod, Kathy Suchelle, Carla Jones, and Sonia. I can't quite read that. I want to say Dalwal I believe I hope and I apologize if I didn't get that right. Uh Mr. Penrod. Hi good evening. Um I'm Samuel Penrod. I'm a citizen of Orange County and a taxpayer. Uh I appreciate the district's efforts to promote student well-being uh through the anti-bullying initiatives ABC. Uh I love that presentation. However, I find it ironic that on this very same agenda, there is a proposed policy to ban transgender students from participating in sports. Isn't that the same thing as bullying? This policy conflicts with Title 9. This policy conflict conflicts with Title 9, California Education Code, and the district's own

207binding laws. All of which protect students from discrimination based on gender identity. Implementing such a policy would be um would lead to costly legal battles. Chino Unified School District, for instance, had to pay $1.2 million. Isn't it enough? Um thank you, Mr. Penrod. Kathy Suchel, please. Kathy approach, welcome. Good evening. My name is Kathy Satchel. As of June, I'll be a 50-year resident of Yor Belinda. I spoke last year at the end of the year, and boy have things changed here in this district since that time. We now are talking about girl, boys and women's sports. I don't know if many of you are aware, but I have seen, and it's not fake news, if this district goes to women and men's sports together, you're going to lose your funding from Donald Trump, the new

208president of the United States. So, I hope you have a lot of money in your reserve account. Thank you, Miss Such. Carla Jones. Hi, I'm Carla Jones. I'm reading this letter on behalf of an 18-year speech language pathologist in PIL who has mentored numerous graduate interns. They are writing to share concern regarding the district's recent loss with university speech language pathology programs such as USC, Chapman University, and Cal State Fullerton. Recently, they were informed by the director of USC's SLP program that the university has chosen not to renew its internship agreement with our district. This decision was influenced by concerns about the current political climate and perceived values of our school board and leadership. They are there is already an ongoing shortage of qualified SLPs in our district which has necessitated the use of contracted

209personnel to meet student needs. Our past partnerships with these universities have been vital have been a vital pipeline for identifying, nurturing highly trained and committed professionals to serve our schools long term. USC interns have consistently demonstrated exceptional preparation. Please consider this. Thank you, Miss Jones. Sonia [Music] Gwa, you pronounced it correctly. Okay. Good evening. As a parent of two children in the district and as a physician, I'm here to talk about the proposed transgender athlete ban. My concern with a blanket ban like this is that it leaves too much up to interpretation. As far as I'm aware, the details have not been made public as to how a female athletes gender will be confirmed. Will it be the gender assigned at birth? That sounds simple enough, right? What about people who have genetic anomalies whose

210genetic makeup does not match their phenotypic gender? One such condition is called Kleinfelter syndrome in which people are born with two X chromosomes and one Y chromosome. While they are generally considered male, some of them develop breasts and some of them don't develop testes. Would you define that person as a male or a female? Who is going to be the one to decide that? And what are their qualifications? Did you consult any physicians on this? My point is that there is a lot of nuance to this and a blanket ban is not the answer. My other major concern is how this will empower members of the community to call out students who they think have male features and I worry for all female athletes in that situation. Thank you, Dr. Dwal. Next four speakers, uh,

211Phil M., Regan Rother, Joan Heric, and Shaunie Murray, Phil M. Yes, please approach the podium. I have a lot of empathy for the LGBT community. My son is gay and Yor Belinda High School was not always easy because of that for him. Having said that, I also had four daughters who were athletes at your Belinda High School. In fact, one of them uh set and held for a number of years the uh triple jump and the long jump record at your Blinda High School and for her league. Uh, I don't envy you in the vote in front of you because there's no way to make everybody happy and it seems to be a very emotionally charged issue on both sides. Frankly, Title Nine was created because there was a recognition that men, biological men, have

212an inherent and sometimes dangerous advantage over women athletes. I'm urging you to consider that because it's still true today and we find that more and more every day and I'm urging you to protect women's sports in PLUSD. Thank you. Thank you, Mr. An Reagan. [Music] [Applause] My name is Reagan Rothri and I've been a parent in this district since 2008. My oldest son graduated in 2020 from Espironza High School. When he was in junior high, he had a friend, another Pilusd student, who came out as trans. My son was in seventh grade in 2015 and said that the school was making all necessary accommodations for this trans student. That was 10 years ago. This district was able to accommodate that student and every other student in the meantime. But somehow now it's an issue when

213this district faces a $12 million budget shortfall ushered in by the gratuitous overspend from our previous superintendent and two members of this current board. Trans students are members of our community. They have always been members of our community. They may be different from you, but they are not unworthy of dignity, respect, and the protections conferred by California state law and ed code. Trans athletes did not lead to our $12 million budget shortfall. Please vote no on resolution 2423. Thank you, Mr. Robie. Joan Herrick. Hi, I'm Joan Herrick. At the last meeting, we heard that there were adults, including a board member, who had stalked and harassed a trans athlete from another school district. But I was touched when I heard from the mother and the athlete herself. Her team members love, support, and encourage her.

214They were they wanted to have her on. They want to have her on the team. They assure her that she belongs. They feel safe. Above all, they are friends. So, my message is about friendship. Friendships cross the line of race, nationality, religion, gender, age, sexual orientation, abilities or disabilities, economic and citizenship status. That is a life lesson that I've learned over my many years. I have come to value the diverse group of colleagues, neighbors, and friends who have greatly enriched my life. I hope that all who are here may be as richly blessed and find as much joy as I did in diverse relationships. Thank you, Miss Eric. Miss Murray. Hi, Shanny Murray at PIL. Mom, I'm concerned about the charter school coming in August and taking over buildings at Espironza High School. What are

215we doing to protect district resources? Why are we wasting time on a culture war resolution that could lead to CIF disqualifications for the very students you aim to protect? The fact that the resolution doesn't even mention transgender girls proves that the logistics and implementation haven't been considered. This isn't a sincere attempt to address questions about fair competition. It's a culture war issue that's creating a toxic environment. We saw that in some of the public comments last month. A student from another district had to come here to defend herself against hateful and uninformed attacks. If you're serious about addressing bullying, start by ensuring the adults in the room model better behavior. Be informed, engaged, compassionate, and respectful. Stay focused on supporting academic success, building positive learning environments, and actually listening to students. Thank you. Thank you,

216Miss Marley. Our next group, Steve Teran Janice Chappelle FA I believe Owens and Pam no last name. Steve, please approach the podium. Thank you. Hello, my name is Coach Steve. I've been involved in competitive sports for over 50 years and have trained athletes for more than 35 years. There's a massive difference competitive skill levels between biological males and females. This difference is consistent across every every sport. If you go to chat GPT and ask the question, what is the fastest 100 meter time run by a female? Where does it rank among males? You will find that it's 1500th place among men, including high school boys. Also, try the long jump, high jump, 400 meter, shot, hurdles, etc. The same pattern appears across every track and field event. Top female athletes consistently fall over 1,000 places

217behind their male counterparts. Title Nine allows schools to separate teams and categories based on sex and competitive skills, either two qualifying standards. We just established real data and lived experience that the competitive skill level difference is overwhelming. So by Title 9's own definition, it's not only appropriate but necessary to maintain separate categories for biological females. Without this separation, girls lose scholarship, sponsorship, victories, records, and opportunities. Thank you, Mr. Ch. Miss Chappelle, thank you. I appreciate your time. I just want to say I'm a volunteer in the Yorbalinda High School District and I have witnessed exactly what we're talking about today. At one of our regional events we just had, I was able to watch um a biological boy compete against biological girls and he jumped 11 feet more than most of the girls in that

218category. There were 19 girls competing and this biological boy got the medal over the girls because he jumped 11 feet to 11 well three to 11 ft more than most of the girls in that category. Last year he competed against the biological boys. He came in 15th place. This year he won. So we will be holding event. Well he'll be there again this week coming up. So, I know we can't do anything about that, but and I do have compassion for the LGBQ um families, but I understand too that we have to protect the girls in scholarships and things that are for them. I'm a grandparent out there working and helping in the school district and I get to see this every day. Come out and watch the sports and you'll see the difference. Thank

219you, Mr. P. Fe Owens. Thank you for your time. I just wanted to let you know that um back in the days when I was competing too, I wanted to join the male um flag football in my junior high school and I had to do a lot of, you know, trying to let them allow me to play. And that was back years ago. And now I feel that the girls that are competing in sports, they need to compete with one with each other and not have to be feel like they're intimidated by a male within their their teammates. I just want you to consider the safety of our girls, the privacy of them and our locker rooms and that just for them to be feel safe. I Thank you, Miss Owens. Pam, [Music] I wanted

220to address 181 and our next superintendent. So, it's often said here and I've heard um many folks here on the dis say that we just simply don't have enough school age children and that's why our enrollment has gone down. I have shown the census data to prior boards um uh who ignore it. So I'm going to share it again. So in 2019 and 2023 American Community Survey, you can all look at it yourself. I looked at the school number of school age children in your belinda and placenta. I didn't look at Anaheim. I know portions of Anaheim are in our school district. There was approximately 26,500 schoolage children within the city of York, Belinda and Placentia in 2019 and in 20123. So, I'd like to propose that your search firm ask all of the superintendent

221candidates name three or five specific things that you would do to bolster enrollment or to maybe stabilize enrollment. Thank you. Thank you, ma'am. Our next set of speakers, please come to the front. Uh, Gay Deerio, Patty Kabati, Ed, I believe it's Gun Gum. Sorry, I can't read it. Well, gun. Okay, sorry about that. And Mrs. Winger. Okay, Gay Deario, please approach the podium. Hi, there's a difference between boys and girls is very obvious. And the difference gap increases through puberty. Males have 20 times more testosterone than females. They have bo more body mass, more strength, and more speed. Even when they are put on hormones to transition, the biological males still have a physiological advantage over the girls. The trans people make up 0.5% of the general public and trained trans athletes are even a

222much smaller percentage of that. Thank you for the anti-bullying campaign, but there is a cognitive dissonance here. You you addressed promoting a feeling of safety and support and restoring dignity, but allowing trans people into girls and women's sports strips so much of that from the girls and the women. This will intimidate them from sports. Vote protecting the women's voices. Thank you, Patty Kavatti. Please, Daddy. All I keep hearing is a lot of um empathy for the trans student, but I don't hear any for biological girls that are here. I keep hearing people talking about a trans student who came to the previous meeting, a trans student who is now third in the country in his division. The same student who will be competing against the students that are here in your Belinda. So, it is

223your problem. I guess if that's how you want to say it or word it, you have to be concerned because now the girls that are here in your district will be affected by a biological boy competing against them. And as you can hear, this boy has a big advantage. So how many girls from your Belinda will lose an opportunity to win? How many girls from your Belinda will lose an opportunity that perhaps might open up to them if a trans student is not participating, which is a biological boy? And I'm glad that you brought up bullying because biological girls get bullied all the time when they say that they just want to play with biological girls. That's not okay either. Thank you, Miss Gavard. Mr. Gun. Ed Gun. Hello. Ed Gun, 47year resident of Yurb,

224Belinda. I went through the school district. I support the Project Girls Resolution. Bullying is having physical power over another and using it and especially on the sports field. I urge you to support girls in their sports programs and anyone with a twig and berries be kept in boys sports. There is no winning when boys beat up on girls in physical sports. Please keep lady boys out of girls sports, bathrooms, and locker rooms. Common sense. If you have it, use it. I would like to use my remaining time to have a moment of silence for the loss of the best superintendent in the country, Alex Jurnis. Thank you. Thank you, Mr. Gun. Mrs. Winger, Uh so many of us parents want action and we want it tonight in favor of passing the resolution 2423. Um we

225want our our girls safe in sports. We wanted them to experience the same joy that so many of us moms experienced um as a a scholar athlete as well. I urge you to vote in favor of this to keep the integrity of girls sports. This would also maybe I don't think this was mentioned tonight, but a lot of other points I do agree with, but it also would keep the integrity of of um records at schools as well in their specific category. If it's a boy or a girl record at their schools, you don't want that just shattered, you know, when someone else comes in and just obliterates that who is not the same biological sex as they are. respectfully and with civility, I say that there are most likely other resolutions and solutions that

226may be forthcoming as to opportunities for transgender athletes to compete where it's just as safe for them but doesn't infringe on rights. Thank you, [Applause] Jenny Bremer and Ben Stubs. Miss Brener, please approach the podium. Mr. Stubs, you'll be next. Good evening. Thank you for the presentation on our anti-bullying efforts. It's clear the district wants every student to feel safe and included. That's why I pose this resolution targeting trans girls in sports. It violates California law, riskbanning all our athletes from CIF and goes against the values we just discussed. Studies show that 68% of LGBTQ students already feel unsafe at school. Even though no trans girls are currently on teams here, say that again, no trans girls are currently on teams here, this resolution sends a harmful exclusionary message. We can't fight bullying while endorsing

227it in policy. And I looking at and hearing what's going on in this building today, I think that we really need to focus on this bullying as adults as well. Thank you. Thank you, Mr. Chairman. Ben Stubs. Hello. Good evening members of the board and uh my name is Ben Stubs, a parent in the PI USD district. got a a a son and a daughter. And from that perspective, um I recall a time when I went my first boxing match when I was 14 years old. And I witnessed the sheer power of male versus female because the first opening fight were um uh two females and uh they were probably about in the lightweight class about 5'7 each. And then the the next fight was the featherweight males and they were about they were short

228guys. like 54 uh 5'5 and boy the sheer power the difference in power was just like demonstrable that so you know first uh first eyewitness I'll never forget that experience so anyway girls and women they're they're more susceptible like three to six times more uh to injury with their ACL so they don't need that exacerbated uh risk um competing with boys because it's just it's physics they have to compete faster move faster move harder and it's just going to lead to injuries uh so this is just a common sense thing please vote vote yes on this resolution. Thank you. Thank you, Mr. Stubs. And that concludes our comments. Okay, at this time we are going to take a break for 10 minutes. Thank you guys for um sticking it with us as we move on.

229um to our general functions. And can we discuss this first before we um make the motion? We have to make the motion. Can we discuss first? Yeah. Okay. Todd is saying yes. So, we're good. That Todd Okay. Um, we had we interviewed four different uh search firms today and um so we need to choose one. And um I think I really liked um the Costa the best. Oh, really? I was going to say I liked it the least. I I kind of the same. Yeah, it I mean not that they they were fantastic. She was phenomenal. No, they were all great. Not very haven't done it very long. Less uh consultants. Um the the reach was not as big as the others. I mean McFersonson had 130 consultants and uh Costco had 28. So like

230you're just talking about reach and net and and potential connections. I think that the bigger net is better. I really like McFerson's two-year guarantee price match and their high 98% retention rate or at least um the consultant we were discussing this with. So, um I I also like the thing that they talked about the proxy group interviews. We Carrie, you and I were saying that's kind of an interesting concept. Um I'd like to know more about that. Personally, I I would lean towards them and price-wise they're right there in the middle. Well, and they said price match, so that's pretty good. I kind of um I'm I've narrowed it down to two, and my two were Ray and Associates and McFerson. Um I like them both. I I don't necessarily know. I think I I

231would be happy with either one of them. Um, none of I didn't have any like anything that stood out to me that would be, you know, a non-starter. Um, I really liked the the uniqueness of the McFersonson where they where it's just more hands-on with the board interview process piece and I like the Ray and Associates too where there's um a potential of having them come and talk and do that like not necessarily the town hall and the way they were describing but something that's a little different where we can get some feedback outside of just the five of us. the end the only thing and I said it when they were talking I love and I hate that whole concept because it's kind of a cool idea. However, if you're going with like the

232confidentiality of the search that blows it all out of the water. Um and the potent like it's it's scripted questions. Yes, they said they could pull some from the survey monkey thing, but I I'm on the fence on whether that's a good idea or not. I don't know. But I I really liked if I had to lean towards one, the McFersonson one seems of those two cuz I agree with you. It's for me it was either Rain Association or RF or Fearson and then the two-year guarantee, the price match and the retention and the reach I think made more sense. Both of them had um the one-way interview video answering ahead of time so that you get that first round of of I like that too. I like that too. And both of them had

233it. Mhm. I think too if we went with um Ray and Associates, I think if we just said what you were talking about with the town hall, like maybe what their idea of a town hall is different than what we think a town hall could be. So I think that if we didn't want it, we could say like let's try something else. And then um they said that they could go in the confidential route. And I think when we're talking about the confidential route, it's about um if we have existing superintendents that are in a job and they're applying with us, what they do is they keep the names confidential. So like if they don't get the job, it doesn't upset their district or their board or the relationships that they have there because they

234know that they, you know, are trying for another job. So I do believe that that piece is important just, you know, just to protect their jobs that are in place. You know, like they said, assistant superintendent, director, anybody that's going for other jobs. a lot of time there's no you know that's kind of expected but I but the fact that that is an option was good for me too. I think what worries me about um McFersonson was kind of their interview process where they were like we're going to you know coordinate the interviews and visitations. We're going to tour the community. We're going to meet educational partners. It seems like it's confidential and then it's not. And that's what worries me. What I liked about um the Kaza group is the two years of support

235and helping us um make plans and uh making sure our superintendent and the board is supported for two years with governance. It's already included in the price. um the mentor support also they you know go through a workbook with the the board and the superintendent to find policies and expectations and and build. So that part to me was really appealing because I feel like we get a new superintendent and it's all good and then we have we just never follow through with the governance and pulling through that part and that that is part of their price. I did. I liked when Marilyn said she liked them. I did like them too. And I don't really ever like subscribe to the whole thing that bigger is necessarily, you know, better because you have so many more

236consultants. Like can we have two people who, you know, are starting out just it's become a passion of them. Um, you know, they could do a good job. I mean, with just the two of them. And, um, I did like too that they're not running multiple searches at a time. And I think Yeah. And I I I looked them up earlier yesterday and they had like it sounds like one focus and it sounds like that person was placed and then now here we have you know the focus. Um I thought she was very personable. I thought she was very sharp. She was great. Um she was great. I liked both of them. Um and I did like the whole fact that they do kind of follow you for two years and so we don't have

237to go searching um for another governance team or consultant or bring in something new. She's kind of following the whole process. And I think it not only holds us accountable, but it could also hold um the future superintendent accountable as well. That's right. They have a two-year guarantee as well, didn't they? Yes. I like that piece of it, too. The two-year followup and helping us kickstart the that piece of it, like how we come together. I think that is incredibly important. No matter what we do, we should include that. Um but the fact that it's part of it and it's part of the price is beneficial. I I the my main concern of anything really is having enough people to pull from um and making sure that we get the best candidate possible. Not that

238they have more people working on it, they have just more connections to reach potentially more um applicants that would be ideal for but they have been around for 20 years. It's just their founder is deceased. It's just a smaller company. I mean, so I, you know, I I I do think that Costco and the Rain Associates and I, you know, I don't know if we'll if for many of the people that we're talking about, I don't think that we can go wrong, but um What do you think about McFerson? Oh, really? Yeah. Really? Okay. A little bit just like Okay. I mean, but I'm open to any of them because I didn't think I didn't like sit there. I didn't sit there and go, "Oh my gosh, this is all like terrible." You know what

239I mean? Oh, yeah. No, it wasn't like that for me at all. But I just think and maybe it was cuz they were last and so I remember them last but I just felt like um there was a lot of passion because she's just starting and I think sometimes when people have that passion um and like she said I didn't really think I'd ever want to be in this but now I have the passion for placing this and so sometimes I think when you have that like you know even she's done a couple churches but like she's into it and like you know you want to establish yourself and you're really passionate about it sometimes you know and I like that she was just a superintendent two years ago. Yeah. And she has been all

240throughout, you know, the state in different areas. So, she's made a lot of connections. Yeah. I appreciate that. Trisha, what do you think? I was I was waiting to jump right in. Wait for a break. Um I actually liked Educational Leadership Services, of course. Um I just like the stu that they stressed the student component on it as well. Um, I liked that part and the mentorship was there as well in the fee. Um, the 100 day plan I really liked as well and I did like I did like Miss McFersonson as well. Yeah, Costco. I'm just same thing. I'm It's just not as You like them personally? Yes, the presentation was great. I'm just not 100% bought into like only have done, you know, two searches or something. You know what I mean? like

241I think I learned a little bit more. No, no, no. I agree. But she would be one of the consultants to be working with us. So that's my only hesit. Yeah. So yeah, of the two, but that's my only hesitation on that is just I don't know. Right. But I do think that we we're focusing on the her too. But we have to remember too that Costa has been around for 20 years and so they are known and you did say Dr. Mino that they are very well known, right? Okay. And they have other Yeah, they are. And I believe their packet has a number of recent placements as well. Okay. I I don't you know I think with she she just you know her passion and her stood out to me and then the

242two-year thing because I think that's probably one of our issues is the we need some policy we need some governance work we need some of these things and so having someone to keep us accountable and then you know also keeping a superintendent accountable and like you know making sure that there's follow through I think is is a good thing but like you guys said too a couple of the other ones offer it so and then she sorry, educational ser leadersip services. They also have a variety of people on like board member, superintendent, you know, like there's a variety of different positions that they get input from in their team. So my only downfall with education leadership, why I didn't choose them, is they're $10,000 more. They're the highest price. That is true. So I just

243I'm like, are they worth the 10,000? I don't know. But in this case, I don't know. It's one of those things that Yeah, but I don't but compared to what they're offering, like I don't know that there's enough value to say that that's a big enough leap. Um because percentage- wise that's 20%. It doesn't there's nothing in here that makes them stand out significantly to warrant that at least for me. Yeah. Because all they do is do coaching for the first year. There's no governance. There's no putting um like McFersonson I like them because they had helping us put together the contract with implementing the goals for the superintendent so everything is very clear. Um so yeah would be my second choice. That's what I'm kind of looking for. I'm looking for us not only

244to, you know, hire an amazing uh superintendent to lead our district, but then to help us come together as a new board. And they were the national firm too as well, right? Costco. No, no, another thing that the Costco was national. They said, but they mostly focus on California. Costco was California. Yeah. They said they do national. We do national, but they're mostly I think they all said um the the one thing that McFersonson said when we were he was talking he said um you know and I I appreciated it. He said we all advertise at the same place. I'm not going to bore you with trying to sell you on advertising. We all advertise at the same place so let's just move on to what we do. And he went into the proxy thing

245and like there were several things that he said that I think set him apart. I would say if I'm narrowing it down based on what I'm hearing you say either Costco or McFersonson seem like a pretty fairly evenly matched situation. Alan, would you have a insight on either? What about I mean me and Carrie like Rain Associates? I mean did what was are they comparable to? If they don't then I think I didn't see that in there. I didn't I don't remember seeing that. And that that's kind of a big deal with the situation we've had last they don't have a transition. Okay. Plan. Yeah. Then I would say that I'm I'm comfortable putting it between McFersonson and the Costco group. Alan. Yeah. And and um respectfully I'm certainly not joining the discussion, but I

246just want you to be aware of something. as a superintendent. Uh typically the a coach will be in the superintendent's contract and usually the superintendent chooses who their coach is as opposed to if it's if if the company is which they all do pretty much. They would they'd love to continue on and coach and hopefully continue with those contracts on and on. But most superintendents, including myself, uh I would prefer to um select pick my coach. So, is this is this a coaching a superintendent or is this helping the board with governance and like the working together aspect? Well, usually usually they're separate. Sometimes they're done together. Sometimes the same person will do both coaching and governance work. Uh, in fact, one of Costco's recent placements in in Rosemary, I do both both of those.

247Uh, same thing in some other districts. So, that's not uncommon. But then then the question is who will do the superintendent evaluation because at some point those usually have to be separated. But I just the point I just want to bring to your attention is on the coaching piece, you still would want the superintendent to at least have a voice. And it may very well be that they're happy with someone within that group, but they would like to have a voice on who the coach is, which is I understand that. Yeah, I get that too. And I think too with the price of both of them um if it's in the same cost and so if we liked them and we wanted to use them for board governance, but we want to let the superintendent

248choose his own coach or her own coach, um I think that would be fine just because it's, you know, it's still a good deal. So Costco has the two years has the work with the board to generate where was it? I just had it here. Um two to three performance objectives for the board which I think is fabulous because then you can already have just those three goals that you can start to build into what that review and evaluation is going to be the next year. but you're already getting a start on what those potentially could be because we're going to be outside of like a a regular LCAP timeline and all of that kind of stuff. So, building that in would be important and those are hard for us to do as a team.

249It's also hard for a superintendent coming into that. I think having somebody guide us to those first three or four goals would be helpful. And just as a general question, um I'm assuming that all these four companies have been like vetted and we've made sure that there's no other like underlying issues underlying issues that there any like litigation or anything like that. I I I don't know about being they are all wellestablished firms that do this business. So to my uh to my knowledge, none of them have any existing litigation that would potentially impact uh a search, but I can't speak definitively to that. Something else that I I'm just reading as I'm going through the presentation again for Costa. Um they made the statement and I don't remember if McFersonson did that they will

250not a selected superintendent will not be recruited. Meaning we are not going to pull in place if we have somebody that you know if we play somebody with you they've just stated I mean the obvious ethic would be you wouldn't do that but they stated it. I like that. That's an upfront. torn on that because if we have somebody that we have we specifically would be interested in asking and maybe not the first couple years but if they've been there for like five six years and we have a specific ask to like will you please reach out to them and see if they would be interested in applying I I would want them to do that and then it would be on that other person if it's a direct ask because of something specific not

251generally yeah but they're not going to place them. No. Yeah. So could we have a third party? Can we have a third party pose that question? We can get around it. Remember also that you as a board could say how you want this to go, right? No, it's okay. So, yeah. No, absolutely. I really liked, you know, like the weekly updates, you know, make what I appreciate about all these firms was it was, you know, the board setting the standards, you know, choosing the groups that we' speak to, you know, setting the timelines and it was the entire board and and and the um updated date. So, I felt like I I don't think we could lose with either firm between Costco and McFersonen. Yeah. Yeah. I And then in my notes, it's it says

252here that McFersonen won't move people. Oh, they stated that, too. Okay. Yeah. Well, darn it. So, I don't have that on my notes for um What about timelines between the two? They both were closely aligned. Yeah. And they both pretty much said that it was up to us to our timeline timeline. And neither uh recommended we do it fast, right? Which is good. Which And they could go fast. Like they said they did a fast one but you know they didn't really Yeah, but they did it in the spring. Like I understand maybe trying to do that in the spring. Doing that over summer. We've already lost. Yeah, we've we're past that. Right. And and it was an inside candidate that was placed. It was the existing deputy. Okay. Yeah. What I this is just

253my thought, but I really would love to do all of our community feedback before school gets out and with um just being 100% exclusive with Costco. I think there's a better chance if they are search if they're more spread out and have multiple searches. They're not going to be able to spend potentially two people. Sorry, there's only two people doing all those stakeholder meetings though, right? where the other ones were likely that way. I thought the other ones more people to help with the stakeholders. Yeah, they four. Yeah, I think one of the other ones said they would it would depend if they had a very tight timeline, they would recruit additional supports. Yeah. Yeah. But normally it's two. Yeah. Yeah. But it would be hard to do in a in in the next few

254weeks. Yeah. And especially the end of the year, I think it's gonna be rough regardless. I think we should try, but I don't think we should hold it to that. I think we should try and then we continue working on that. It doesn't have to be the end. The feedback we want, we wait. Yeah, absolutely. Yeah, I am I am all for that. Yeah. Okay, so we got down to two. Great. Flip a coin. Kidding. Nobody laughed. All right. I I I mean I like I said, I I like I mean, I do like Costco. She's closer. I mean, yeah, she's she's closer and but I mean I like I said, I don't think we can go wrong. She was really enthusiastic. She was here. We have to look down at the actual proposals, not

255so much personality. It's unfortunate. No, no, no. I I but but we're going to be working with them for this entire period. I agree. I agree. But even if somebody can get the job done, even if they're not it wasn't the best presentation or like if it's going to come down to what we need and getting it done then. So maybe top one and two, put them in that order and then we can rank them. So every I think we're down to MC Costa and McFersonson, correct? Yeah. So I mean we have our two. It's just now it's we choose. So maybe tell me what your one and two and we'll like list them all. I'm Costa McFerson. Okay. You you I'm McFersonson then Costa. Can I do it last? Sure. Oh, wow. Awesome. I

256am I am Costa, then McFerson. And I'm McFerson then Costa. Oh, come on. You did that on purpose. I did it. Why did I go last? You asked for this. I did. And then just to like dot our eyes and cross our te I'll say right even if we decide to hire someone right now a firm and like if something does come up that we kind of like see in their background or something that we don't quite feel comfortable with. Can we go to the second choice or is it something that we're doing tonight? We would have to do it tonight. If there's something that comes up we would probably need to circle back ASAP. That's what I was wondering. Procedurally, if we choose one of these groups, do we sign the contract? Are we

257approving the contract tonight or do they come back and bring a contract? We're appointing them. We're appointing them. So, I assume we're signing contracts. Robin is shaking his head. No, that Yeah, that would be expected, but they No, you could change your mind. You could find something between now and that time and decide not to get into a contract with them because nothing's you're not signing anything. you're just making a motion to move forward with that firm. Council, you want to add? Yeah, I I would agree with what you just said. I I don't think we have any contracts in front of us to consider. So, it's just it's it's kind of like if you appoint a superintendent at at a special meeting, you can't approve his contract or her contract till the next regular

258meeting. So, it was shadowing quickest one that came to mind. So anyway, yeah, just just appointing tonight. Oh man, it's hard. I know. I I'm I'm torn, but I I guess I guess I would say Costco if I was Costco McFersonson. I could I could get behind that. And I could get behind the other. So I think Todd, you got to make up your mind. Those four women up here were like, you know, I'm saying supposed to be at the Strong Costa. All right. I'm I'll make the decision. I'll get Costa. All right. Okay. Fine. Done. Okay. Since you made the Oh, yes. You want to make the motion? I'll make a motion to appoint uh the Costa Group to conduct a superintendent search and I'll second. Okay. We have a motion by Mr. Frasier,

259a second by Mrs. Blades. All in favor? I I Motion carries. 5. Well, that was easier than I thought it would be. I thought we'd all want a totally separate one. Totally separate ones. Yeah. Good. Hey, something went fast. Okay, we are at 18.2. Establish board policy um 0420. And I'm going to turn it Oh, I guess we need to make a motion. I'll make the motion to establish board policy 0420.4, charter school authorization. Board policy 0420.41, 41 Charter School Oversight Exhibit 0420.41-E, Charter School Oversight, Board Policy 0420.43, Charter School Revocation. Board policy 0420.42, Charter School renewal, and board policy 7160, charter school facilities, first reading. Can I have a second, please? Second. Sorry. You were you were thinking about your decision, huh? Oh gosh. Okay. You're not going to be able to sleep tonight.

260We have a motion by Mrs. Blades, a second by um Mr. Frasier, and we'll turn the time over to Dr. Yacht. Sure. Good evening. This evening, we are introducing five new board policies and a corresponding exhibit that pertain to charter school authorization, oversight, revocation, renewal, and facilities. These proposed policies were adapted from gamut and are intended to outline the education code processes and deadlines as they pertain to charter schools. All Gamut policies were reviewed and subsequently revised by our legal council, Suki Alawalia. And I would like to invite um Suki to answer any questions that you may have about the policies before you. Does anyone have any questions? Okay. Well, I do. Um, when I started reading these, I made kind of a a list of things over the last couple years with charter schools

261that I feel like could be better outlined so that we don't make mistakes and it's very clear to the public and to us board members what needs to happen. And as I was reading them, I was crossing things off the list and I got to um two things. one, and I don't know which board policy this would go into, but when we get letters from a charter seeking permission to do business in our district that are already approved by the county, um there there's nowhere in in these that I found that says that the board needs to be notified and the board needs to then decide what action to take. mic. Sorry. Sorry about that. Um, the ones that you're referring to are the ones that are submitted directly to the Orange County Board of

262Education and whereby the petitioners are seeking countywide status. Um, in fact, we just received notification a couple of weeks ago that there's a new one called Navigator Schools um that is going to be submitting a petition to the Orange County Board of Education. Normally, the way that that process works is that the petitioner sends a notification to the districts in which they're interested in operating and then after a 30-day period elapses, they submit the actual petition to the Orange County Board of Education. Um, as we are all aware, historically in the last four or five years, there's been a tremendous number of those petitions that have been approved by the Orange County Board of Education. And we're going to be talking about the Magnolia facilities use agreement. and that arose from a petition that was

263of course approved by the Orange County Board. Um you're correct that that particular scenario is not included in these um board policies because these are specific to those that are authorized by the school board, not by the county board. Um to address your concern, I think the best way to do that would be to put it into the administrative regulations. um and in the administrative regulations that are adopted by the district staff and those are those guide the review of petitions by the district staff to perhaps for example when the notification is received um it's a public document obviously when it's um submitted to make it available to the board at that time when the actual petition is submitted to the Orange County Board we get a copy of it at that time we also

264get notification from the county board at that time about the public hearings and that also is public information that can be shared um simultaneously with the board as it is with the district staff that are looking at that petition. Okay. Well, the reason why I'm bringing this up is this exact scenario happened with Magnolia with the board was never notified. Um the the county um notified the district but and the district received it but then we were not notified. We were not notified that there was a hearing. We never came together as a board to discuss the hearing whether we were going to fight it or not to fight it. And I just wanna I just don't want that to happen again. And I think um so I just trying to figure out the best

265way to deal with that. Okay. You know, um perhaps under because it won't fit under oversight. Um, is there is there in in placing something in writing saying that we have to do it a certain way? Does that restrict us from handling certain situations differently that would need to be handled differently? That's my concern about putting that in writing saying the board has to be notified and the board has to make a decision xyz. That just seems and to piggy back off of him, is any other districts, do they have that type of language in any of their policies or would we be like one of the only ones that's putting that language in? So that that language is not in any policies that our office has helped to prepare. Um but to your point,

266um you know, are we tied to that language once it's put into a board policy? You can always use language like, you know, should or may or will as opposed to shall, right? And so we can have shall provide notice to the board of uh countywide submission. We can say shall provide notice to the board of the public hearing and then the board can make a decision still or the staff can make a decision if that authority has been delegated to the staff as to whether they want to challenge that at the public hearing at the county level. Yeah, I'm not saying that we're going to challenge it or we're not going to challenge it, but I think it should come to the board um for that kind of decision. And we've had it happen

267that way in the past and then we've not had had it happen that way in the past. And I just feel like that's kind of a it should be a board decision, not, you know, the superintendent's decision. So that's that's all I'm saying. Yeah, I I agree with you. I think that it has to have something written in one of these policies that says when we when the district or the superintendent is noticed of any potential, then we are told and we don't have to do anything from that, but we should be aware because this all started October of 2023 and we became aware of it at the end of 2024. Not that we who knows what have what could have happened between there, but it's the being aware as a board and being caught

268off guard and losing opportunities to even read what was happening at the Orange County Board of Ed and being able to voice our opinion. So, I I definitely want to embed that piece of it in there. Um, just I'm not really sure which one. So, that advice would be great. Okay. And I don't know if you want to, you know, think about it and bring it back. Yeah. Yeah. Because these are Yeah. I mean, we don't have to make that first reading. Yeah. This is the first reading. Yeah. Okay. Awesome. As long as it's loose, I'm good with it. Okay. Like in general, it just gives directions to the board to do anything. Yeah. We just need to know. Information is great. Yeah. Yeah. Not public but on board policy 0420.4 under timelines for the

269board action what the first 0420.4 for the very first one. Okay. And it's under timelines um for the board. Um just going to find that page five. Page Yeah. Yeah. Mine says page 37. So it says at the very beginning within 60 days of receiving a charter position, the board shall hold a public hearing on the charter provision. And could we add words like within 60 days but not fewer than like 20 or 30 days? And the only reason I'm bringing this up is we have received charter petitions on a Friday and we've had a public hearing on a Tuesday. So it's not really enough time for the public or the board to review it and to be able to speak um intelligently about it at a hearing. Okay. Okay. So the law requires the

270board to take act or excuse me hold a public hearing within 60 days of receipt of the petition. Receipt of the petition is now specifically defined to mean when the petition and the certificate of completion are submitted. So we have all the way out to 60 days and then 90 days to take action. Generally we don't like to have the meeting um held at the 60th day because of the staff findings that have to be posted at least 15 days prior to the meeting at which the action is held. um to address your um issue or concern. Um I think that we could put language in here that the excuse me public hearing should be held within um you know the next regularly scheduled board meeting or within you know something like that to to

271address that concern. So not have a specific date to I know where you're going not you know not 5 days not 10 days but you know some kind of reasonable window of time. 3 days is just too short. We need a little bit more runway from that and and adding that in there to ensure that would be yeah helpful. I mean, I would never recommend three days because part of the reason for the public hearing is so that everybody that is going to be impacted by this charter school that is potentially coming in has an opportunity to speak, particularly those that excuse me, you know, the the very purpose of the public hearing is to hear from district teachers, district parents, and others that are going to be impacted either negatively or positively by the

272charter. And it I think the one that they're referring to is a charter revision. Is there different rules for revision? So on like for a district charter when they pulled in a revision would there be different rules? The the revision processes and standards are the same as for material revisions are the same as they are for new. Okay. Yeah. I I agree with the um you know not wanting to wait out the 60 days because you're you're right about that. So yeah I don't want to wait 60 days but I'm like you know 7 days two weeks two weeks. Okay. Yeah. We we'll use language that doesn't box us in but allows that flexibility for the board to say that this is when we want to hold the per the hearing. Yeah. But giving making

273sure that we have time. Yeah. But but I think too if we were like expecting and then like something happened, I don't think we should box oursel in for the days though because like what happens if we really do have to do a seven-day thing. You know what I'm saying? Like what happens if it just something pops up? You know we shouldn't have anything just pop up. Yeah. Well, I mean that's the point. We should be able to ahead of time. We should Yeah, but it we weren't before. So, I'm just trying to I know that doesn't happen in general. Yeah. Don't box us in. Okay. We're just trying to be, you know, proactive. Yes. Because we've had some issues. Maybe think on it and then we can as we circle back at the second.

274There'll be lots of thinking. Add it to the list. Think on it. Okay. And then um down two paragraphs it says at least 15 days before the public hearing. Um and that's about the um the the staff recommendations. The staff recommendations. Is that business days or calendar days? It's calendar days. Okay. And that is a new requirement that came about, excuse me, um a couple of years ago. And so in the past, what we used to do is uh have the resolution that was posted on the Friday before the board meeting. But now you are specifically required to have all of the staff recommendations and findings posted. Um and posted means on the district website, and posted also means provide a copy to the charter petitioner at that time. Oh, posted. Yeah. Posted 15 days.

275Yeah. Okay. One more for this one. Under number two, it says approval of um the petition. It talks about the memorandum of understanding. Um there was a lot of debate about this um with prior charters. Um you can say senior Is there any way to make it more clear that it needs to you know cover the financial the operational I mean that's is there anything more we can add to be clear about that so it's not so muddy so the preference of our office is to have a charter petition that clearly delineates everything that needs to be there in terms of operation in terms of educational program in terms of governance etc etc. Now sometimes there are instances in which you know you're negotiating back and forth between the charter petitioners and there's just not

276that ability to get all of that incorporated into the charter document in time for the board to take action. In those instances we have specific memorandums of understanding. Sometimes it's for the special ed um portion of it because if a charter is going to be considered to be a school of the district for sped purposes, you want all of that deline delineated as to who's going to provide the services, how that funding structure is going to take place. Tonight, for example, I mean, Magnolia is not our charter, but we have it's essentially a memorandum of understanding. We're just calling it a facilities use agreement. Um but so if we're not able to get it incorporated into the charter, which is really the contract between the district and the charter school, then we'll put it into

277a memorandum of understanding, which of course the board approves as well. They're telling you to think about a lot of stuff. So she has an hourly rate. Well, I like to get it right since we already know more charters are coming. So, I think it's important to to take the time. I know. Okay. So, I don't know if we can I'm just trying to think if like we could say um the board may approve one or more memorandum to to clarify the financial and operational agreements to clearly delineate between the district and the charter school. Can we add a little bit there just to be a little bit more specific? Is that beneficial? anytime you have clear delineation of duties, roles and responsibilities is always a good thing. But to have it spelled out in

278this No. So what she's saying is that you know the memorandum of understanding should clearly delineate um the roles, duties and responsibilities and it should right but definitionally isn't that what it is. So a memorandum of understanding can sometimes be just for a specific topic and sometimes it can be for operational issues right and so um I I think to address board president's concern about this particular policy I think we can certainly you know put in a word or two not not three not four just a word or two to address our concerns okay thank you Suki for addressing my concerns okay now we're going on to board policy 0420.41 and um I think on what my second page is the first two paragraphs they're exactly the same. Oh, okay. So, we just need to

279one. Yeah, thank you for catching that. Okay. And then um on page three under material revisions, it says that the document says the superintendent determines whether a proposed change in a charter school operation consists of a material revision. Is there a criteria that is used to evaluate that? So, this is a really murky area of the law and I will be honest with you. I was going to say it looks very murky to me. Yeah. Yeah. So, it's a really murky area of the law and the recent changes to the Charter Schools Act really didn't do anything to address the murkiness. Um, unfortunately, right? Well, um, so when they changed this portion of the charter schools act to address what is a material revision, they said it's things such as adding grade levels or changing

280locations, which you know is a no-brainer. Of course, those are such massive things that there going to be a material revision, but they didn't they didn't address other things like for example if you change um uh you know the educational program that is being provided. If you're a monatory school and you decide that this is not a good fit and there's just not enough people that are interested and you want to become a dual immersion, I think everybody that's sitting on this DAS would agree that that's a material revision. But there are charters that have argued no it's not or for example if you go excuse me right now there's a moratorium on independent study but say for example they were wanting to go from independent study to um a classroom based or the other

281way around. that's a big enough change that it should be cont considered a material revision. Now, sometimes the non-material revisions can be something um that there's, you know, like a mascot or a name change or something like that. I mean, if a charter changes its name, is that considered a material revision? Some would argue yes, that's a very material revision because that's how the school is being identified. Others would say it's not necessarily a material revision. And so what we've tried to do in our office is to strike that balance and to allow the superintendent or the superintendent's designate to get the first look at that request and then make a decision as to whether that individual or designate considers it to be material enough to bring to the board. Um, and this is something

282that we're using quite often because then rather than running to the board every single time, you know, it allows the school to continue to have a cooperative relationship with the district and to continue I mean, excuse me. We all love, you know, seeing your faces, but I don't think you probably love to see ours as quite as much. You know, just you're talking about the material revision. So, like with even been in our own district charter, they've been changing it significantly. Like, you know, it went from a sixth period day to a seventh period day. Um, there's like, you know, some of the curriculum is changing. There's like a lot of things that have changed and we haven't done a material revision that's just being done. Is that something that would need to be done?

283Like, if if we emailed you a list of all the things that are being changed without board approval and without a material revisions, is that something that we need to look at? Because like as of right now all all we're hearing from the school is all the changes that are coming to it and all of you know the professional development is changing. So it's like you know it's teaching stuff, it's student stuff, it's all kinds of things that have changed but we haven't it hasn't coming before the board and it seems like we're not even going off of our own, you know, charter school like what we voted on. It's all being changed without board approval. Would that be something that we should have them do is do a material revisions with all of their

284changes? Yeah. Okay. Yeah, I mean especially I mean you said the magic word curriculum. So if they're changing their curriculum, that's something that should definitely be coming back to the board. You know, some of the other things may or may not necessarily have to be, but um it's also a perfect opportunity to address, you know, some of the things that may not have been addressed the first time around that material revisions are quite common. Um and especially because again, it's it's a contract, right? And if they're doing things other than what the contract says, you should know about it. and be willing to change it because you could also say, you know what, this curriculum that you're now choosing to implement or these other things are not the things that we are going to agree

285with. And so if you deny a material revision, that charter cannot implement those changes or even moving a program from a charter school to another school. I mean, we're changing a program. We need to have a material revision. Yes. Yes. Absolutely. Yeah. So, how do we we want to make sure that that's included in there, that we're not giving away our ability to to ensure those material revisions come back to us. If we're if we're giving designating the authority and giving the authority to the superintendent or designate is that how do we ensure that we're aware of material revisions and those come back? So, this goes back to the very term material, right? So, you're giving authority under this under you know what's proposed. It's first reading is what's proposed. You're giving the authority to

286the district, I mean to the superintendent or designate to make decisions about non-material revisions. So, you know, they could say it's an administrative change. They can say it's a tweak. You know, it's something that allows the school to run a little bit better. It's material things, big things that are going to and you know, that's the next sentence where it says material revisions may only be made with board approval. So for example um you know in order to address in between now and when the board adopts this you know obviously like I said location um grade levels those are two that are given under the law curriculum I think would be another one governance structure obviously you know if there's any changes to that um because of OCS being a dependent charter obviously there's not

287going to be much in terms of employees because they're all district employees anyway but um we could have a discussion as to what the board thinks are material revisions and then incorporate that and say, you know, including but not limited to these items are material revisions. Well, I think that would be a really good discussion to have. Um, okay. On the next board, oh, next board policy. Just 421. There's just um it's more of like a typo on the second page of under eight. Which policy? Um 0 0420.41. Oh, okay. On that one. Did Did we do that one twice? Third page. There's a E. It's the exhibit. The exhibit. Exhibit. Yes. On number eight. Mhm. After the ED code, um 47605.6. There needs to be a space if a charter. Yes. Okay. Thank you.

288Okay. Are you saying I missed my calling? Maybe. Okay. On um 0 420.42 42. No, not 43. No, 42 renewals on um page one, let me read this again. Okay, so we're talking about the renewals and it just says that it just says significantly early before the expiration of the term of the charter to allow the board deliberation. Yeah, sufficiently early. Can we Yeah, that's exactly. So, can we be a little bit more specific about the time frame? I mean, is specifically early at least six months? Is it a year? Or is that a term that's typically used? So, this is our attempt to try to persuade the charter petitioners to submit their request for renewal in the final year of their charter term. There's really nothing that's specified in the Charter Schools Act as

289to when they can submit. Um there are provisions that say that there are no evergreen clauses in charters, but we've had on occasion a charter, you know, that'll try to submit. So, you know, usually um first year or first term charters are for five years and they'll try to submit in year three and we're like, "No, it's not going to work. You need to submit in year five and then they will submit it and then we have this battle and this and that." So we've tried to, you know, like adopt this so that we use this language that says, you know, in your final year is what your is when we want to see it. There's not much that we can do to stop them from submitting it. And sometimes we've seen like even in

290this last year um you know when some of the schools were considered to be high performing so they were eligible for seven-year renewals and so they were submitting them a little bit early because they wanted the seven-year renewal and not the five-year because they didn't want to see like if their performance you know decreased. So um I I can try so this is a language that we normally use um but to address your concern I think we can try to put more specificity that we want to see it in the final year. So charter terms always end on June 30th 20, you know, June 30th, whatever year. We want to try to see it in like um October, November. So that and they also want to submit it at that time because if you deny

291it, it can be appealed to the county and if the county denies it, it can be appealed to the state. So they also want, you know, that that long long long I mean I just was um talking to somebody about an appeal that's going to the state. It was just filed today and the state just sent a notice that they're not going to hear until September, you know. So, charter petitioners, that's why they want to submit it like sometimes in the fourth year. But I think maybe what we can do is put language in here that the board will only consider. Um, I don't know how effectively it will be if it's challenged. But, you know, well, we want it to be if this is the l Sorry. If this is the language that you

292feel that you can defend strongly, then I think that makes sense that we keep it that way. Yeah. I mean, I can try to work on, you know, the concerns that you're raising and see if I can come up with language that's a little bit more precise. I think it's a good question, but if if it's if you prefer it. Yeah. Well, if there's no Yeah. You know, I just was curious because I'm just like it's very vague. Yeah. It's a weird word. When you read it, it even feels weird, but sufficiently early. Sufficient early. I don't I mean, I like I like the room to wiggle, but but um I think what we can Let's Okay. So, you want to think about it? Yeah, I want to think about it. But like I said,

293you know, this is also the rationale for having that in there is because, you know, when they try to submit it in year three or year four, then we're kind of stuck, right? Yeah. So, I I see that we're trying to not go too early. Yeah. But not, you know, too late. Yeah. Yeah. So, it's getting that right. Just right. Oh, baby bear. Baby bear. Perfect. Okay. And then one other question on this one. And it's the same thing um where it talks about um when it's under timelines for the board action within the 60 days of receiving the renewal the board shall hold a public same argument about you know yeah making sure that we have sufficient time to review the public has sufficient time etc. Did you see that on that one? It's

294the same language on the other. It's exactly the same language. Okay. Okay. So, I'm into uh charter school facilities, which is basically um 7160. It's this is pretty much um addressing the Prop 39 request, right? Yes. Um, is there any way to strengthen this um about what practices that the board shall take to verify like the 80 in district and things like that like just so we're utilizing best practices and practices that have been upheld in court. So there's an administrative rag that goes with this that the the staff will be adopting and reviewing that goes into you know significant detail. Yeah. Perfect. That answers that and there's no time frame for this as well either in terms of like when the board would be notified about a prop 39 request. So what we can

295do um for example so so Prop 39 requests are always due November 1st of the the year preceding when they want to get the facility. So but how long you know to be notified the board. So what I'm saying is so in the administrative reg you know what we can say is that upon receipt of the prop 39 request from any charter um a copy will be immediately provided to the board. Okay that would be good. Yeah. Anybody else have any questions? Hope that worked. You covered all of them. My only request after doing this whole charter revision um talk is that I do think we need to have it come before the board um for OCSCS just because I'm looking at this and from what I've been told we have a return to a

296traditional bell schedule which was not in the original revision loss of model specific autonomy we have reduction of support staff we have um this their semation is stalled the return of PE without family communication um relocation of the dual language academy. We have um a lot of things that have gone on over there that is not within it's against what the the actual charter petition is. And so I think before like I would even say is the DLA program at Tuffrey even valid because the board never voted to move it and we're moving a whole program and curriculum to another school. So I mean is this where we are? I think we need to have a charter revision. Yeah. And actually do the process appropriately and not just start moving things. Um and I mean

297now we're 60 days out so like is tough for even is that even like a legal thing if we're violating our charter petition? Yeah. I mean, so when a charter can continue to violate its petition, so to speak, so long as the authorizing agency, you know, doesn't enforce it, and that is where the problem arises, right? Because the longer you allow a charter to be in violation of its charter petition, the harder it is to get them to stop, you know, ceasing or cease those practices that are violating that. However, there's nothing that says, well, you know, you're three days over, you're nine days over or whatever. Um, and so there's part of it is material revision that can be there to clean that all up. And one of the other policies that's here and

298sometimes we've had to use it and I'm working on a revocation that we're going to do over the summer where a charter is so far out of compliance with its charter petition that you revoke the entire charter petition and so you know that's also something you know I'm not Yeah. Yeah. Exactly. Yeah. Okay. All I'm saying is that we had all of these things happening that the board put in place and then now it's being changed and no revision has happened. Nothing has come before the board. So yeah, I do think in your professional opinion that should be happening. Correct. Absolutely. Okay. The sooner the better. I think we all agree on that. I agree too. I Dr. Merino, you'll make that happen for us. Yes. Thank you. Yes. Yes, trusty blades. Thank you. Thank

299you. Who's first reading? First reading. This is first reading. So, you guys ready to vote? All It's first reading. First reading, but we do we always do a vote. Yeah. All in favor? I I Okay, motion carries 5. And we look forward to seeing those revisions. Okay. Next, um, we're at 18.3. Do we have a motion? I will make a motion to adopt resolution number 24-23 supporting title 9 and fairness and girls interclassic sports. I will second. [Applause] Okay. We have a motion by Mrs. Blaze, a second by Mr. Frasier. Um Mrs. Blaze, you put this on. Do you want to speak to it first? Sure. Um so this is what the resolution states. It says whereas the placenti board of education is committed to fairness, equity and the safety of all students and athletes

300whereas women, girls and their families in our community have raised concerns about the current state of female athletics and asked our board to use our voice and advocate for them. Whereas policies regarding athletic participation have been the subject of national and state level discussions and concerns have raised regarded competitive fairness and safety in women's sports. Whereas the participation of biological males, males assigned at birth in women's sports has raised concerns about maintaining competitive balance, ensuring ath athlete safety, and preserving opportunities for female athletes. Title 9 was hard fought 50 years ago and put in place to protect women and provide fair opportunities and should not be trampled upon. Whereas the Placentia Yorbalinda Board of Education affirms its commitment to supporting and promoting opportunities for female athletes in accordance with applicable laws and regulations. Therefore, it

301be it resolved the Placenti Orbinda Board of Education supports policies that restrict participation in women's sports athletes who are biological females in order to promote competitive fairness, athlete safety, and the integrity of women's athletics. This position shall be advanced within the scope of the board's authority and compliance with Title 9 and federal law. And so, I put um this resolution together. Obviously, I put it together on um well, I submitted it March 22nd. it didn't make the last um board meeting agenda, but um I've had a lot of women, a lot of um of of our student athletes, our female student athletes reach out um you know, concerned parents are concerned about their their daughters um their granddaughters, their nieces having to compete against um male athletes and losing scholarships and losing um you know,

302rankings, losing a lot of things. And so I think it's time for us to stand up and it's time for us to um you know to fight for our our daughters to fight for women in sports and um 80% of the country agrees with this and I wanted to you know some of the things that people have come up and said tonight it's this is a resolution and so this is just like resolutions we've done in the past like we're not breaking the law we're not going nothing can be banned right now like the other three or four districts who have done this. It is basically it's we send this up to Sacramento and we basically state our objection. Um and we also state our support for you know having women only in women's sports

303men only. And so maybe it's also one of the things that can start an some type of um advocacy for like do we need a trans you know g you know do we need a trans category for sports? But one thing um that is one thing is certain is that we really do need to stand up for our girls. We need to stand up for women and we need to have, you know, as the um as one of our guest speakers tonight said, our speakers, you know, she's a a grandmother in this district and she watched like pretty much in horror as a male athlete at Yorbalan High School on March 23rd jumped, you know, several several feet farther and was claiming all of the first place trophies. So, while people have come up here

304and says, "Well, there's no trans athletes in our district." Do we not stand up for our girls at Valencia and Elorado and um your Belinda and Espironza because they are having they are getting stripped of rankings. They're getting stripped of trophies. They're getting stripped of maybe being able to go further because we have a male that is taking their place. Um and so by doing this this also as well since CIF has taken this stance and the state has taken this stance and it's actually now in violation of title 9 and federal law. What I also believe that is if we adopt this resolution, if something happens at the track meet on Saturday, because we have two potential, we have one for sure, possibly another that's coming, another male that's coming to compete in women's

305sports. If something happens to them on Saturday, we can say as a board, we believe in in Title 9 and we believe in federal law. We believe in upholding the law, but the state is forcing us to to do what what's having to be done. So, do not sue our district. Sue CIF and sue the state directly because hands off we're trying to do what's right. And I also believe too Maine just dropped their lawsuit against um this administration and you know they've basically they've like it's null and void now like they're not going to sue over their title 9 violations like they dropped this suit and so we know they're coming to California next and so do we as a board want to lose federal funding for not following title n I mean even

306if we can't change it and we can't make um you we can we can take a stand and we can um say, "Hey, we don't need to lose our federal funding because we took a stand." And uh um yeah, so I I 100% agree with this. I was a female athlete. I never had to compete against against men, but I can imagine what would happen as a volleyball player or softball player and I've seen the injuries that the volleyball players have had and you know um I I just think it's it's such a it's it's so unfair to our girls and and we have to take a stand and our community has taken a stand tonight as everyone has seen and we've had an outpouring of support and I think it's time that we we

307we take a stand for the girls. Yeah, I agree. I think it's just a very common sense um statement is that biological males are different than biological females. It's a fact. I have an 18-year-old daughter. I have 17-year-old boy girl twins. Both of my twins are quarterbacks, and I would never want either of them to compete against each other. Um, and that's just a common sense, very visible, obvious truth. And I 100% stand for supporting women um, competing against women because it just makes sense. I think it's the right thing to do. [Applause] So, so I I support women's sports. I have three daughters that were all athletes. And so I I definitely think that uh girl athletes have been um they don't have the same it's it's inequitable when you compare it to boy

308sports. Um however, this resolution violates the law. Um and I think that there's ways that we can protect and support women in sports and not violate the law. So, I did a little um change in the format here and I'll pass it down. Let me just ask, how does it violate the law if all we're saying is that we believe that women should be in women's sports? Well, we're violating ED code, California ed code. So, all we're doing all we're doing is supporting women's sports. We're not banning any type of we're not banning any athletes in in in the play. like we're not nobody's you know on Saturday if these males are going to compete in women's it's still going to happen. All we're saying is we're not taking matters into our own hands. All

309we're saying is we believe that there is that women should compete against women. men should compete against men and we send this type of thing as a support for this and an adv advocacy for that because nothing changes like Saturday it will still happen because we're not violating state law or CIF law. We're basically saying this is the belief of our board and we support measures to keep our girls safe. I I disagree. I think that what you're stating and and what this this does is put us right in the forefront of of choosing to violate one or the other um just by bringing the resolution. Um so what I did was add in how to support girl sports. So I changed the title to resolution ensuring fair safe access to sports for girls a

310girl athletes in K12 educational settings. Um, and then I'll just read mine. Um, whereas the Placenti Orbalinda Unified School District is committed to providing equal opportunities for all students, including ensuring that girls have equitable access to participate in athletic programs and activities consistent with the legal rights and protections afforded by federal and state law and district policy. And whereas participation in school sports provides valuable benefits to students, including physical fitness, teamwork, discipline, leadership skills, and improved academic outcomes. And whereas PILUSD does not discriminate against any student on the basis of car basis of characteristics listed in California ed code 220 ed code uh section 47605.6 and whereas PILUSD recognizes that girls sports programs historically have faced inequities in access facilities coaching scheduling equipment and other areas and is committed to correcting such disparities. And whereas

311the California Ed Code 221.5 under the Sex Equity and Education Act requires that students be allowed to participate in sex segregated school programs and activities including athletic teams and competitions consistent with their gender identity. And whereas California Ed Code 221.8 and we don't have this motion on the table and ed code 221.8 8 affirms that students have the right to a fair and equitable treatment in all areas of athletic participation including excuse me including the participation of equipment scheduling transportation facilities and coaching and whereas ed code 66271.6 Six outlines compliance criteria for gender equity and athletics and mandates that educational institution must provide equal athletic opportunities for both sexes. And whereas Pilusd policy 0410 affirms the district's commitment to non-discrimination in all district programs and activities and prohibits discrimination on the basis of sex, gender

312identity, or gender expression. And whereas Pilusd policies and athletic athletics requires all athletic programs to operate in a manner that demonstrates sportsmanship, ethical conduct, and equitable treatment of all student athletes. Now therefore, be it resolved that the PLUSD Board of Education commits to monitoring gender equity and athletics, participation rates, resource distribution, and facility access, and publicly report this data in accordance with legal requirements. conducts regular evaluations of school athletic offerings to ensure that programs meet the interests and abilities of students of all genders and backgrounds. Provides um professional development to athletic directors, coaches, and school administration on compliance, implicit bias, and equitable team support. Engages students, families, and community stakeholders in ass access assessing barriers to participation and co-design solutions that promote access and inclusion. Prioritize equitable investments in equipment, uniforms, transportation, and facility maintenance

313across all athletic programs. Encourage school site councils and parent organizations to consider equity and inclusion when supporting extracurricular programs and support district level and site level efforts to foster positive athletic cultures where all students feel safe, welcome, and empowered to participate. Be it further resolved that the superintendent or designate shall implement systems of and systems to monitor and promote equity and athletics and shall provide an annual update to the board on the status of equity and athletic programs. Be it further resolved that the resolution shall be shall be distributed to all administrators, athletic directors, coaching staff, and incorporated into the strategic planning for extracurricular programming and school culture initiatives. Rejected. [Applause] So, so yours [Applause] this is equitable. No. So, basically, okay, basically sir, you have been warned and this is your second. So, I'm

314going to ask you to be removed to him because I warned him before when he didn't stop. So, this is your second warning and I'm I'm asking you to leave. And then you sir have been warned. Okay. So essentially what you have here is basically allowing men in women's sport. Just a second. That's exactly what this says. I've asked this gentleman to leave. Both of them. No, just the one. He was warned earlier during his public comment. He's wearing a shirt that says ground. Stand your ground. Stand your ground. On the full armor of God is what it says. Okay. I'm asking for him. Okay, we you know what? We need to everyone needs to take a deep breath and calm down and we will work through this. Yeah. William. So, I think too with

315this whole um with what she just obviously this is the motion on the table. This is protecting women's sports. This is not this is talking about men still being allowed in women's sports. This is talking about all kinds of stuff. Gender identity. It has nothing to do with it has nothing to do with anything. So, it's following California ed code and it's following our board policies. It's not following Title 9. So, it's not following Title 9 and it's not following federal law. And so we have a motion on the table that says that we support women playing against women and men playing against men. And so we need to focus on this and then if you want to come back and bring this as another time. I don't know why you wouldn't though because or

316or why you would because this is exactly you're bringing forward exactly what is happening now in our district and what 80% of America is fighting against and fighting for the fairness of women in sports. This makes no sense to bring this forward because this is already being done. If we're talking about fairness in sports, I think the longest issue we've had in fairness and sports for girls sports is what was stated as equipment, resources, advertisement, and opportunity for women in sports. Not the competition. The girls sports is thriving in the United States right now. So how is it being hurt? There are zero I don't see a point of bringing this up when there are zero trans students athletes in our district all work. I became a board member to support all students across the

317board. And I have as well a boy and a girl who are both athletes. They both train together. And I've always personally I've always told my daughter that she can do anything her brother can do. I was raised knowing I can do anything my three older brothers could do. And whether I'm successful at it or she's successful at it or not, she can try her absolute best. But is it fair to put in any sport she does and any sport that's there's a there's a consequence of her getting hurt. She's had a concussion. She's had with other girls. So as a matter of being as a matter of being as a matter but the data does the data in PIL show that girls are getting hurt. The data in general shows in PL though I'm

318in charge of PIL. Yes. I'm not we as a board are not above the law and this you cannot enforce this ban. It's not a ban. Why are you calling it a ban? It is not a ban. You have put it as a ban. I have not put it as a ban. Your your friends have put it as a ban. not mine. So your group is not enforceable. How are you going to enforce it? When CIF comes and and we go against a school who, like other people said earlier, who have trans students on there, what are they going to do? I personally would ask my daughter to advocate for herself in any situation, whether it's all girls, trans, whatever it may be. If she does not feel safe in any situation, she should advocate

319for herself and take herself out of the situation. That's for her to decide. So So you're not going to advocate for any other girls, just your daughter? No, I'm just saying that's for her to advocate for herself. So the only way if you're going up against if you're going up against a trans male, what you're saying is the only way that our our students can advocate for themselves is to pull out a competition. Well, that's fairly happen if you put this ban and you're telling it is not a ban and nobody has said, have you not listened to what I said? When they come on Saturday, nobody is being banned. This is simply stating what is this statement? This is simply stating that we support further underline support. All this is is we support women

320playing against women and men playing against men and this is an advocate thing for them. That's all we say is we support this. We support further you know like if they take action against the state you know I mean we can have legal action against us. How can we have legal action legal action against us all the time? When we were in CO when we were in CO we sent resolutions. Then why are we here? Period. Why are we no why are we doing why are we going through all this when we have no control over you can say you can sport women's sports you can say you can support I can say it we don't have to as a board adopt a resolution to say that I want them to have less resolution I

321want them to have equal resolution once you start arguing the exception then you have no argument that that's that's what we're doing here you're arguing the exception it is the exception this is that is is the exception. That's there are zero athletes in PIL that are trans. So why are we have our are our athletes and what is the percentage nationally? percentage statewide athletes are competing against men and just on March 23rd years and March 23rd our athletes our female athletes lost places to a male athlete not by 11 ft. Okay. So he was first place. So the other person and so he got first place and our other girls everything came down right. So he got first place. One girl came on campus and did the same thing, nothing would be said. Because she's

322a biological she's a biological female. That's what happened. How is that not common sense? I played volleyball with a girl who was double check to make sure when submitted with and there are some instances where the birth certificate doesn't show exactly if you argue the whole Pandora's box that you're opening up with this whole thing. I think and I'm not willing to put the district in that p in that. Okay. So, let me So, let's talk about the time in CO when we went when they were talking about the masks. We did a resolution and we went send it up to Sacramento and we says we do not believe that these students should be masked. We believe in mass choice. That was not against the law by stating what we believe. We're saying we believe

323women belong in women's sports. So, you can't sit here and say that that was violating the law. It wasn't our choice either. It was forced. That's what Okay. So, now I'm glad you said masking is not a law. So, did you force your TK kids to mask when it wasn't the law? Parents sent them with a mask. They wore a mask. If they chose not to come to school, they didn't chose school. I No, but when they came to school, did you put them in a mask? I did not. The mask is not part of this resolution. Well, all I'm saying is that focused on the resolution. I am saying on the resolution. What I'm saying is you can't say that saying that you support something is violating the law when all you're doing is

324stating you support something. Then we shouldn't do any resolutions because then we should do from here on out we should do zero resolutions for for teacher appreciation week. How about we do for the week of the teacher for any of that resolution to we shouldn't do any resolutions because apparently if you do a resolution that supports something you could be violating the law when you're not violating the law. That's a weak argument. How about we ask our attorney? Perfect. Ask our attorney. Robin, you got something to say? Because let me tell you, ALR ALR in Chino Valley did a resolution. They helped them with the resolution and they passed it and they didn't violate the law. So, how could we suddenly be violating the law when their law firm has just helped Chino Valley? So

325the question of whether the resolution violates the law, I I don't think it does. Um but I do want to point out that it is different than the resolution that was adopted by Chino Valley. So uh Trusty Blade's clarification from the dis tonight has helped me form the answer that I just gave you that I don't think it violates the law. But I do think the clarification that you're that you're giving from the dis helpful within the resolution. So where it differs um the resolution that was adopted in Chino Myetta Redlands uh has language in the therefore be it resolved portions that um explicitly state that this will be sent up to the the various organizations uh from the state. Where the placenta resolution differs is in its therefore statement and this is where I

326had questions so I'm glad that you made comments. Um it states the Centri Belinda Board of Education supports policies that restrict participation in women's sports. Uh in order to promote competitive fairness blah blah blah blah blah this position shall be advanced within scope of the board's authority and in compliance with Title 9 and federal law. So to me that raised the question of what was the next step after the passage of this resolution. If the next step after the passage of this particular resolution was to then promulgate policies banning transgender athletes from participating then I would have said that there's there's risk and a potential problem from a legal perspective. setting aside the issues related to the status the current status of Title 9. Um I'm happy to talk about it but I think that's

327a longer discussion. Um but if the intent of this is to not promulgate policies to effectuate a ban on transgender athletes, but instead to state the board's if it was to be adopted, state the board's um position on this issue and then have it sent to the state. Then if that was the case, I don't think the resolution is unlawful. I think it's I think it would be better if it mirrored the language that was presented in the other resolutions in the other districts. Um but yes, if policies came out of this that did ban then there would be a legal problem. Yeah. So then can we can we so we just need to add resolution well no we just all we needed to add in that line is is that you know that this

328shall be sent to Sacramento and you know well I I want to suggest I want to suggest that there's some ambiguity in what the board's role is. Let's let's use the worst possible outcome here. Let's say for some reason you all decide after this meeting to move to Florida and the board has to then have five new trustees come on to the board and they're reading this and they see that language in there about policies and that the board will effectuate this um what does it say advance within the scope of the board's authority and they interpret this and say oh we need to adopt policies based on this resolution. I think that that language probably needs to be removed related to the policies and probably just substitute it for the language in the final

329whereas paragraph that's in or the final two whereas paragraphs that are in the resolution adopted by Chino. Okay. Um and the other districts. Yeah. Perfect. Let's do that. Todd, I'm not interested in adding any of that language. I think that the way that this is worded and where it has sports policy, the board's full sports policies that restrict participation in women's sports. I I I am not going to be voting for this. I don't care if we add that line or not. This is going to be a no for me. Not a surprise. Not a surprise to you. Boy, you guys got quiet quick. Um, I have a lot of concerns because first of all, it says that we're going to follow Title N and federal law. It doesn't say we're going to follow California

330law. Also, um, I think that Excuse me. We are not legislators. We do not make the law. And who is making the law right now? This is not a law. I'm asking. I I think everybody should have their chance to talk. So let her talk. Yeah. I remain quiet and let you guys all speak. So I would like to speak. So we do not make the law. We only make policy within the law. And the way that this is worded is very different from those other resolutions that were passed. And that makes me feel uncomfortable because we're not just ask we're just not advocating. We're not sending up a thing up to Sacramento advocating and expressing our opinions. And we're saying that we're going to restrict participation. We're going to do all these things which

331I believe opens the door to potential litigation possibly. Um we've had a lot of litigation. We have spent a ton of money and I think there's a lot of people here that feel strongly about this on both sides of the aisle. We've heard from both sides tonight. And what I would do is encourage you to go to your legislators and advocate. And we do not make the law here. We do not we have to we have to follow the law of California whether we like it or not. And we are still following the law. We are not making the law. And our attorney has just said our attorney has just said this is lawful. So you can't continue to say we're breaking the law. We need to make changes and alterations. And then here, so

332here it is. Todd, what would you say in the in the therefore be it resolved? How would you word this? That would be similar to Chino Valley in standby for the boys in my daughter's classroom or in the laundry room. So what I would say is um exactly what's in those other resolutions. So what they what they say and I'll read it so that everybody can hear it. It says now therefore be it resolved that the myriad of oh sorry excuse me the placenta Yorbalinda Unified School District strongly supports Title 9 and calls upon athletic governing bodies to uphold its protections by ensuring fairness and equal opportunities in girls sports. semicolon and be it further resolved that copies of this resolution be forwarded to the governor of the California, the California state legislature, the California

333Department of Education, and the California Interscolastic Federation to demonstrate Pilusd's commitment to safeguarding the interests of female student athletes. That's perfect for me. I love it. Love that. So to to the board president uh to your concern um that language does not include the language about supporting policies um that restrict participation. That would that would be stricken under my recommended recommended change. Um I think Trusty Buck you mentioned that as well. Um, and it just the entire paragraph that's there in the in the proposed resolution in front of you that would be stricken and replaced with those two paragraphs that I just read. And I agree with that 100%. Yep. I agree. Can um go with Can we get a copy of that so we can look it over and maybe we can take a

33410-minut break? Okay. Sure. [Music] Mr. Gun, that is very inappropriate. And so, you have been warned. And we are officially on a 10-minute break. Copies are being made. Thank you. Okay, we are reconvening. Thank you guys for the break. Um, I've read the language that Todd gave to us and I like it. I'm I'm good with the change to that. Personally, I I agree. I like the the therefore it be resolved and I'm glad that it is also um similar and it has the same language and it actually shows what this where this resolution will go and what it will do. Um and so I do like it and I thank you Todd for for bringing this um forward. I read it too and I think that we are getting ourselves in the midst of

335a big political thing and we should just not do anything and deny this. [Applause] I agree. I mean, it is worded differently, but at the same time, it's still sending the same message, and that's what I'm worried about. And like I said, I'm not putting that message out. if you feel like you want to write a letter or put something that as you as a board member to send to the state or like individually, but I don't think this represents I don't think it's fair to put this blanket over the whole board saying that we all feel this way. Okay, I too have read this and even though it's nicer and not and it's clear, I just transgender students are the most marginalized group. They have the highest suicide rates and excuse me, you're falling

336to the 1%. Come on. And I'm going to air Excuse me. You've been warned. And I'm going to air on the side of kindness. [Applause] And I want to support our our girls athletes. And so I really like this other resolution because I have seen the the differences. I have gone to girl sports where girls don't even have a place to sit. I have seen um a dance competition where girls didn't have shoes that they were dancing in their socks. I've seen them play on fields that are not the same level as what the boys play on. And I feel like we can support our women in many different ways without hurting other students. And I ran on supporting all students. And I want to make sure that we're supporting this. This could all change

337tomorrow um with with the change of the law and and things like that. And I don't know who keeps speaking over there. I can't see you. But they need to leave. You who you've been. Is it the person holding the camera? There's three holding cameras. I know. That's why I'm trying to figure it out. Okay. Please. Just let's just respect each other. We've had a a night here where we've discussed bullying and other things and bullying. Okay, sir. Let's let's just try to be kind and I think if we can change the wording to the resolution to support girls and make sure that they are getting what they need to be successful. We don't have one transgender athlete in our district. What do you guys think? Excuse me, sir. You've been warned. Okay, let's just

338call for the vote then on this resolution. Well, I'd like to change and alter it. Well, we need to vote on this. And if you want to alter it, what what are you altering this for? This is not there's there's nothing here. This is exactly what the law is right now. So, why would we have a resolution? What are we doing with this? What do you want to change? This was about supporting women's sports. And this is about supporting supporting women's sports. Making sure But not the women. But not the but not the women. You're letting men play in women's sports. Let's vote on this resolution. You've all all three of you have made your statements. We are personally letting we No, we're following what the guidelines say. You're not supporting girls. You're not supporting

339women sport. Don't even get me started on supporting girls because let's talk about it. Oh wow. You opened supporting girls. I absolutely agree with Marilyn on the facility, the glass ceilings, the uniforms, the everything else that goes are all being broken biological. Madam President, I call for the vote. Call for the vote. So don't Okay. All in favor say I. I. I. All oppose say no. No, no. There it is. You guys have it. [Applause] Okay, let's go to 191. Thank you for leaving. We're going to move on now to 19.1. I'll make a motion. I'll make a motion that we approve in lie of POP 39 facilities the use use agreement between the district and Magnolia Science Academy, Orange County Charter School, and Magnolia Education and Research Foundation. I'll second. We have a motion

340by Mrs. Buck, a second by Mrs. Anderson, um Mrs. Velasco. Oh, hi again. So, this is a um inloo agreement that is um recommended for action tonight between the district and Magnolia Charter School. Magnolia Charter School is a school that's authorized by the Orange County Board of Education. They submitted a Prop 39 request um which entitles them to space um based on the projected students um that they had submitted with their Prop 39 request. this um pursuant to the provisions of this agreement, Magnolia will occupy seven classrooms um two um restrooms and a limited share um excuse me limited share of the green space that's at that particular site. They are limited to 120 students in grades TK through two. Um, Magnolia has indicated that they are looking to ultimately be located um in a

341private facility that will be within the boundaries of the district and the district board will be asked to take certain actions to facilitate their acquisition of a private facility. If there are any other questions, I am happy to address them for the board. Uh, only question I had clarification on the green space. Are we putting up uh any sort of divider? No, at all. Okay. So there will be a divider time of use. Yes, there is time of use. Um so pursuant to this they will get access to the green space that's immediately adjacent to those seven classrooms for morning recess, um lunch recess, and then afternoon recess as um so they're like 20-minute blocks. And then for the afternoon, they get it from 3 to 4:30. Um the lacrosse team starts at 5. Um

342and then they do not get it at all on Fridays because the football team is there. That was my big question. Perfect. Thank you. It So, just to reiterate, nobody that currently is using that green space is going to be affected by the way that we've set this agreement up. Thank you very much. Um, just want to say thank you for getting us back to board business. But, um, good lord. This is Can we make a statement for the public, reassuring the public that like the whole school is not being taken over. It's only this particular area and like you said before it's only limited to 120 students that are enrolling in their school. Yes. So they um there's a map that's attached to the facilities use agreement that specifi specifies the space. It's seven

343portable classrooms and in those seven portable classrooms they will have the use of those for their administrative space um multi-purpose space etc etc. um they are limited to 120 students that are enrolled at Magnolia in grades TK through two in the 25 26 school year and then if they are unable to acquire their private facility for 26 27 they will continue to have use of that space but in grades TK through three if that's what they want but they are not um going to be getting any additional space they will not be getting any additional um facilities in terms of any type of expansion that they could possibly have in terms of the actual space. There's shared use of the parking lot. Um they have some area of blacktop that's immediately adjacent to those classrooms.

344It will be completely partitioned off so that there will be no um interaction between the students that are Magnolia students and the district students. And as I said stated earlier, the the main purpose and intent of doing a limited period agreement is that if they're able to acquire a facility that's a private facility, they will move out and then per the terms of the agreement, they will be waving their Prop 39 rights for 10 years. And and also too, just to confirm, um there was some social media stuff last night that was saying that there's a this navigator charter school was also going to come and be at Esparonza. And so can you just confirm that we're not even anywhere close to that yet. So it's just the seven bungalows. Yeah. Yeah. Well, first of

345all, Navigator hasn't even submitted a charter petition. So, the only thing that has happened thus far is that we've received notice that they're going to be submitting a petition to the Orange County Board of Education. Then, if the Orange County Board of Education does approve it, and if they do submit a Prop 39 request by November 1 of 2025, then they will be eligible for facilities for 2627. So, we're talking a long way out. And secondly, they will have to establish through that Prop 39 request that they have a sufficient number of in district students. Then after that the district will go through the process that we went through here to determine a do you have this sufficient number of students. B what is a comparable site to which you would be entitled to be

346offered and that may or may not be espiranza um depending on the grade levels that are served for example. So um right now it's only seven classrooms. There's nothing else that's being contemplated. Um, and hopefully within two years, even Magnolia will not be there. Correct. Well, now you say two years, it's a one-year agreement with a potential extension. Exactly. Right. So, we're locked in for one, potentially two. Yes. Thank you for that clarification. I think that's an important clarification. Um, I think it's just I'd like to make a statement that it seems like the charter floodgates have been opened and so we need to do everything possible in this district if we're going to continue to keep students and be innovative and do things like USI and OCSCs and DLA and all the things that

347we have here that are unique because we need to attract students and it's not going to be just doing the same old same old because it's always been such a great district. We have to get serious because things like this are going to start happening if we don't. So competition is real. And what we said yesterday when we were at ESP and Maryland were at Esparonza because they were telling the staff the news and what we had said yesterday to them was the reason that we went so fast on OCSCS and USI is because we need to offer the programs that these charter schools are trying to come into the districts. And if you are offering these programs and it's very hard for them to come in and tell the Orange County Board of Education

348that they need to come in if there's already programs in place um they can't say well we have the specialized program and then also too they don't want to compete with us. So, as we had talked about last year, we talked about performing arts and like a music school and then also a science, you know, school. But I think right now since this, you know, this OCSCS, nobody really knows what's going on and and they're, you know, it's kind of been dismantled lately. It's almost looking like just a normal school with an innovation lab. They're seeing there's blood in the water right now in our district because they're seeing us dismantle our own charters. And so there's like, okay, well, if here here it is. So, they're all going to come in. And I feel

349like when they knew we were going to do these specialized schools and that's what we were working towards like so to keep them out, you know, but now it's like they smell the blood it and I think they're I think we're just going to be petitioned like mad because we're not competing and we're not innovative anymore. Well, this one was submitted in October of 2023, so that was before anything that would have changed or any DA changes. Um I think um I I I this whole process and all of this is not something I would have wished for and I feel the concern that the teachers have and the the community has and the students have and and what that looks like throughout our district and on school sites. And what they they don't know

350is that we are required to respond and we're required to put this um this space out for them. Um and I think that the staff did a good job of evaluating and going through and really looking at what was out there, what was available. Um, thank you, Suki, for providing some insight on what does it look like to have a charter come into your district because we could literally be sharing a school site. Not like we are at Espironza where we have a a space where they have their own their own space and it doesn't impact our our site as much, but we could be in a situation where, for example, they could be sharing with Rose Drive like and we're literally in the same building. Um, and that makes it even more challenging and

351more um, disruptive. And so I appreciate that we tried to do this as nondisruptive as possible. And I know that that does mean that at at Espironza it doesn't feel like that. Um, but my commitment and I know the rest of the board's commitment is to Espironza and to making sure that they feel loved. Um, we know and we've heard that that you all feel like you you haven't been and that um and that we haven't been supportive whatever in whatever capacity and I want you all to know that that is not my intention. Um, I don't believe it's any of our intention and we are going to um invest in in whatever way we can to make sure Espironza is successful. Um, I think the DLA Academy there we should we should still continue

352to consider because I think that pathway is a a great one. Um, it worries me that it's now shifted to TER and it's farther away. It doesn't seem like there is Yeah. Yeah. So I and Carrie, can I tell you that yesterday Espironza teachers were infuriated that it was moved and you know and I did tell them that they really have been treated like stepchildren in this district you know and I've had two kids who've gone to Espironza and that's exactly how Espironza has been treated. Every other place is getting programs and then Espironza is just like the forgotten one in that little corner. Yeah. Pulled out from this and pulled out from this and I and I know that they feel that and I see it and I hear it. So, and I don't

353want that to be the case, and I know none of us do. Um, so just just from me, just as we discuss this, it this is not a situation I would have ever wanted. Um, but we're going to turn it into something great and we're going to make sure that Esparonza gets what they need and um is a destination in our district. And we'll see what happens with Magnolia. hopefully they will um you know it it won't be too much of an impact and then next year they'll find their own place and um then we can consider what we're going to be doing on that campus. We might have some growth and we might need to add a new program or something. Um, I I do want to go slow to go fast so that

354as we're looking at how to we do that for Espironza, bringing the team in and making sure that that the staff is heard and and we do it a little slow so that we're we're doing it with intention so that they feel like they're part of the situ the um the solution along with all the rest of us. And and I do agree that I think that a charter I think everything should stop at OCSCS. All the changes that are being implemented, it all needs to stop. And I think too that we don't need to go forward the tough DLA. You know, we have it at OCS. I think we need to bring it back. We need to bring it back and talk about it because we cannot excited about the the Espironza. They were

355really, you know, sitting there. We're losing enrollment if we're not going to go. I mean, and if you look at the demographics, you have Glen View, that's right next to Espironza. You have OCSCs that's up the street. And then you have, you know, obviously, so you have this little triangle. And then so what the teachers were saying and which was exactly what I agreed and thought made no sense was you have you know if you send them over to Tuffrey they're going to find friends they're going to you know and then they're going to go into Elorado I think we need to bring this back for discussion I understand I see a lot of positives to have it at TUFRE because I think it's going to grow the program and bring and if they follow

356that pathway into that program they're not going to go to Elorado they'll go to Espiron and grow their population. What we're saying is I just DA was put on the back burner a lot. Espiran what Espironza is feeling and what we're talking about Espironza. We have to instead of like cutting programs like we have to listen to what the teachers feel. I mean, you know what I mean? And then we have to follow it's a charter school. If we're doing changes like this, we have to follow revisions. We have to have proper steps. We can't just have one person making all these decisions and just going with it. Yeah. That's why we're making sure we we have all of our policies in place so everyone knows what to do. I just um I just wanted

357to ask Suki about if she could just give one minute brief because people think, well, why didn't you just tell them no and tell them they couldn't come? But the law is very clear and I'll let you since you're the attorney, you can do it faster and quicker than me. Okay. Well, I've always been accused of talking fast, but now we'll speed it up even more. Okay. So, um, Prop 39, which is codified at ED code section 47614, was implemented approximately 25 years ago, and it's the education code section that allowed school districts to pass bonds with not a 66% vote, but instead a 55% vote. So, this has been case law, or excuse me, established law for a very long period of time. Um what it essentially provides is that if you've got a

358charter school that's operating within the within your district and that means that it can be authorized by either the district, the county or the state board of education then and if they submit a timely request for a facility by November 1 of the year preceding when they wish to have that facility, the district has a statutory obligation to provide that space. Now the you know the troubling part of this prop P prop 39 and EDK for 7614 is that for example like with Magnolia the district didn't really have an opportunity to take a look at the charter petition. They didn't have an opportunity to go to the public hearing and to say to the board to the county board we don't want this. We've got great programs. We're a great innovative school. But nevertheless the

359county board has approved it and here we are. So, you'll also recall that not only was it Magnolia that submitted a request, it was also CRLA that submitted a request at the same time. CRLA had a lot fewer students. That's why we were able to reject their request for a facility. Magnolia, on the other hand, had and they were originally asking for space for 240 students in grades TK through 12. um when we rejected and we you know we initially rejected their numbers and then when we sent the preliminary offer on February 1 um they rejecting their numbers again and stating that we were not going to provide a facility instead of waiting for their administrative um processes and procedures to be finalized they instead filed a lawsuit and so part of this has been

360us trying to ensure that the district is protected at all costs and that's why um this particular agreement I think it represents a very good compromise. It's 120 students. It's seven classrooms. It's very very limited space that they have. Additionally, um I had received notification from opposing council. The Magnolia board has approved this. So, if the board approves this tonight, the lawsuit that Magnolia has filed will also be dismissed with prejudice. With prejudice means that they cannot file it again and neither side will be paying attorneys fees. Um, and that was something that they had asked for earlier and of course my response was no, we will not be paying any attorneys fees. But, um, so hopefully that provides a 60 60-second synopsis of the law. um the district board um guided our office in

361terms of you know protecting the district's interests to the fullest extent possible. But when you're facing a lawsuit, you have to come to you know certain agreements especially if there's statutory obligations that are that require you to do so. Just want to say thank you, Suki, as well too, for looking out for our district and kind of making it so we didn't have to bear the brunt of the whole thing and you really worked on it hard to make sure that we at least got something done on our side. Yeah. Thank you. Thank you so much for all your hard work. Absolutely. And coming in late in the process and catching up. So, I think we're ready to take a vote. Um, all in favor? I I oppose. Perfect. Motion carried. Okay, we're on to

362curricular curriculum and instruction. It's getting late. Okay, I'll make a motion for 20.1. We approve the purchase of new edition of the sports statistics textbook for your Belinda and Elorado high schools. Second. Okay, we have a a first from Mrs. Buck, a second by Mrs. Quantero, and I'll turn it over to Dr. Young. Thank you. I'd like to invite Mr. Young, our director of secondary education to introduce the next few action items. Good evening again. Nice to see you all. Um I'm just going to be presenting um a couple action items as it relates to new courses and new curriculum or and some renewals as well. Um I believe the first one that is up is sports statistics. uh really uh quick uh per admin regulation 6161.1 the new addition of statistical reasoning in sports

363uh statistics was deemed free of substantive change to content by our instructional staff despite added chapters and updated examples. So, LeBron versus um Magic Johnson is a good update to have. A 30-day public review ended I'm sorry. Sorry. Next time I'll get it. A 30-day public review ended on April 7th, 2025 with no community feedback. So, that's for 20.1. Any questions? Okay. All in favor? I I I motion carry 5. I'll make a motion to approve the project citizen curriculum for the new honors civics course at Yorland High School in partnership with the Nixon Library and Museum. Second. Okay, we have a motion by Mr. Frasier, a second by Mrs. Blades, Mr. Young. All right. So, Ybera High School will be offering honor civics uh this next school year in partnership with the next library

364where students will attend weekly sessions and engage in experiential learning. Project citizen curriculum was approved by the curriculum council. No feedback was received during the public review from March 31st to April 28th. Call for a vote. Um I just want one qu one comment. I wish public policy was as easy as this book makes it sound. When I was going through it, I was like, it is not as easy as that. So, I look forward to hearing how the students really enjoy this class next year. So, call for a vote. All in favor? I. All right. Next is the uh big adoption of our middle school ELA curriculum. Oh, sorry. Let us um I'll make a motion we approve into into literature with H Hotton Milan Hardcourt as the English language arts curriculum for grade

36568. Second. Okay, we have a motion by Mrs. Buck, a second by Mrs. Quantero. Uh this is the big adoption for our middle school ELA uh curriculum. uh 19 middle school teachers piloted two ELA programs and selected HMH into literature which curriculum council unanimously approved on March 24th. The curriculum uh was on public display from March 31st to May 1st, 2025 with no comments submitted. Okay, any comments? Okay. All in favor? I I motion carries 5. I at the bottom. I'd like to make a motion to approve the 7-year adoption renewal agreement with Study Sync as the English language arts curriculum for grades 9 through 12. Second. Okay, we have a motion by Mrs. Quantero, a second by Mrs. Buck, Mr. Young. All right, the high school study sync curriculum was originally adopted in 2017.

366It was recommended for renewal as its seven-year cycle ends in June 2025. Curriculum council approved the renewal on March 24th, 2025, and no feedback was received during the public display through May 1st. Okay. No comments. Okay. All in favor? I I I like these books. So, I'm going to do this one. Approve the novel I survived for pilot in sixth grade classrooms at Morris Fairmont and Wagner Elementary schools during the 2526 school year. Second. Okay. We have a motion by Mrs. and a second by Mrs. Buck and Dr. Leon. Yes. Good evening. Um, sixth grade teachers at elementary schools followed the literature review process and submitted a request to the literature review committee in order to pilot the I survived series to supplement the sixth grade curriculum. The literature review committee comprised of 14 community

367members read the series and submitted the following overall data. 87.5% believe the text is accurate, free from bias, provides a fair representation of all topics, individuals, and/or groups. 92.9% feel the text is a reflection of community and district standards, and promotes good citizenship. And 78.6 recommend these books be taught in PLUSD classrooms. Curriculum council use this feedback collected and voted to make a recommendation to the school board for consideration in order to pilot these novels in classrooms. I saw some of the feedback on these and I agreed with some of the people when they commented about it not obviously replacing some of like English language arts and things like that, but I think these are great books to get that hook into the kids to get them interested in these topics and the in the

368social studies behind it. So, I'm all for it just because like I said, it gets them interested in the topic and then the that's when the learning starts after that. Yeah, I agree. I think this these are going to be great supplemental readers and things like that. Um I noticed in the memo it says that the sites are paying for these books. Is there a way that we could pay for these books out of um district funds out of uh textbook adoptions instead of charging the sites for them? That would be my only I believe whenever we have school sites and different grades or teachers that are interested in piloting or introducing new supplemental novels, it is paid for out of sight funds because it could be different teachers all across the district wanting to

369pilot all different novels. So, we pay for the district adoptions, but this is a supplemental novel that a specific class wants to try. Okay. Is that something you want to Okay. Any other questions? Okay. All in favor? I. Motion carries. 50. I'll make a motion to approve the new AP cyber networking course for adoption into the high school course catalog beginning in the 2526 school year. Second. Okay. My only question. Oh, did you want to jump in, Mr. Young? Sorry. Up to you. Go ahead. Go ahead. Okay. Um, AP Cyber Networking was proposed by uh for Valentia High School's 2526 school year catalog and unanimously approved by curriculum council on March 24, 2025. A 30-day display concluded on May 1st with no feedback submitted. Okay. This one is also being paid out of by the

370site. Is that correct? That is correct. And it's a a course, right? It's not supplemental reading. Is that something? It's the textbook. So, why would we pay textbook? So, the the the $500 that the site is paying is to make sure that the teacher gets trained in this new AP Kickstart curriculum. Um, he has all of the curriculum in hand and is basically already teaching the course. It's just um that it now has the AP status and a couple other bells and whistles as I think Miss Anderson mentioned at a prior they get some accreditations added to there. Uh so it'll be a concentrator or sorry a capstone uh course for the networking pathway avalanche. Now is this being offered at any other the school sites? Uh so far I don't believe it is being

371offered at but it's uh once it's added to our course catalog it can be offered. It just depends on the credentials and training of the teacher that might line up with Espiranza with OCS. I went I'm glad everybody was thinking the same thing. I was thinking it's at Espironza. It's at Valencia. No, but I thought it was at two sites. So there's two different courses. It's kind of confusing. They're both called AP Cyber. One is called AP Cyber Security. That's at both Valencia and Espironza. cyber and AP cyber networking specifically is only at Valencia so far for next school. And can you tell us what the difference is between those two courses? Yeah. Um well uh yeah the cyber security uh pathway is more about um protecting a network from an attack whereas the networking

372is how to plug kind of networks together in uh in a small business uh enterprise network. Um Jeremy you can come up and back. Perfect. Okay. Thank you. No, I'm good. I'm good. I was just, you know, I mean, if we can get that, you know, over to Espironza. I think this is in it's we need to be looking at workforce development and what are the the new and upcoming well-paying jobs that will be on the forefront for our students when they graduate or when they go on to college. because we've we've got big gaps and I I think this is a really good way to to start to put that together. So, appreciate it. Okay. All in favor? I I I. Okay. Motion carries. 50. I'll make a motion to approve the new AP

373pre-calculus course to be added to the course catalog beginning with the 2526 school year. I'll second. And can I just ask, is this the course catalog for all high schools or is this just a one high school? Great question. So when we add a course to Aries, our student information system, it is available to be adopted by any school site um that runs a 9 through 12 program. Again, it just depends on the credentiing and wishes of that school's master schedule. So who are we approving this for? Uh Espironza was the school who submitted the original course request for it. Okay. Um and they will be offering it next year. Okay. Um, and again it just adds that AP level. Um, so it's a great opportunity. Thank you. Okay. All in favor? I I I

374Okay, motion carries. 50. I'll make a motion. We approve the tenative agreement with between the California School Employees Association, Chapter 293, CSEA, and the Placentia Millennium Unified School District. Second. Okay, we have a motion by Mrs. Buck, a second by Mrs. Blades, and Who are we passing this off to? Mrs. Mendoza is left. Well, I will take it. Um, we worked with our um organization CSEA to go through some items within the contract that were trying to be finished up. and I'm not sure if in close session she discussed the details. Um, so we're just bringing this forward to the board for approval of the items that were changed in the current year contract. Is there any questions? I just would like to thank all everybody on the negotiation team from CSEA and also from

375the district for coming to an agreement and Yes. Yes. Thank you. Thank you and for going going the distance. This has been going a very long time. So, I'm glad that we get to vote on this tonight. And that said, all in favor? I. Okay. Motion carries. 5. Okay. We are to the consent calendar. Actions proposed in the consent calendar are items consistent with approved practices of the district and are deemed routine in nature. The trustes receive board agenda backup information in advance of scheduled meetings and are prepared to vote with knowledge of the block vote items. Is there any items to be pulled? Yes. Um, well, first before I pull an item, can we I don't know if Yolanda's here, but we I don't believe we went over and closed the 23.23. It said

376that it was a we're rejecting a claim alleging injury to a student by staff member and like we weren't briefed about that. So I don't 23 point. So I just we just really weren't briefed. So I'm just Okay. Sorry I had it labeled wrong. So it's something I don't know if we can discuss. Yeah, we I can't discuss details, but this I just generalities here is that um we're bringing this forward so that we can start the time. All right. I understand but sometime usually we're briefed on it and then so the board can say if we believe it should be denied. Okay. So I won't pull that. Um 23.5 23.10 and then 23.14 23.14 So, we need a motion. We need a motion. I'll make a motion to approve consent without the uh Yeah,

377with whatever's left. Can we use common language here? Yes. And we second that. A second. Thank you. Okay. We have a motion by Mr. Frasier, a second by um Mrs. Blades. Um all in favor? I. Okay. Motion carries. 5. So now we go to 23.5. Okay. I will make a motion to award bid number 225-09 for the new freezer and cooler project, the nutrition services building to Fidelity Builders project number 164 666. Second. All right. The only reason I'm pulling this one is I saw the price of the freezer and it was $1.277 million. And so I'm just curious what type of freezer this is. Is our freezer broken? Like what's going on with this? Because it seems like that's a lot of money. And when we've done um projects like for whole programs, we've

378gotten some flak for spending $1.2 million and now we're going to send spend on a single freezer. So is the freezer broken? Like what's going on with this? So project, right? So I'm assuming it's more than just replacing a freezer. Correct. So this is a project. Um, this is actually out of our nutrition services fund and we are under a plan right now with the state. So with that fund, you're not supposed to have a large ending fund balance, but we have and so we're required to come up with a plan of how are we going to be spending that ending fund balance. Um, the actual freezer itself is going to be larger to house um, more items that they need out at our major facility. And so we're using these kit funds which is

379something actually additional monies that came to the nutrition services fund. And so um that's very restrictive on what you can use it for. Okay. So we're trying to um allow the use of an additional freezer expanding out that area a little bit larger and so that's why it's a little bit more expensive. Okay. That's all that's I just wanted uh some clarification on that. And this is all within budget, right, Joan? Yes, we're good. Out of that restricted fund. Out of that restricted fund. Okay. All in favor? I. Motion carries. 50. 2310. I make a motion to approve the architectural services agreement for the expanded learning center project, the professional development academy with studio plus architecture corporation project number 10234. Second. All right. So on this one, this is from what I'm seeing on here.

380This is at the PDA and this is $133,000 to do architectural design services. And so when I looked at it and I saw the drawing because we had an architectural service do um I think it was for $9,000 originally when it was going to be USI. And so now I've seen on here what this actually is. And can you explain what we are turning the PDA into? because I remember hearing something about it, but then like here we have, you know, drinking f I mean, we're doing all kinds of stuff. So, what is this PDA? What is it going to turn into? Just so the public knows it because I don't think we've really even talked about it much as a board what to turn that the PDA into or what to do with it.

381Okay. Um, so let's start the discussion with how are we funding this? So, this is going to be funded out of a restricted program and it's our ELOT money, which is our, you know, early intervention. And I know George probably knows a lot more about this, but we offer before um school classes, after school, and that's a program that we can use this restricted money for. So for the PDA, when you're looking at the picture, uh the reason that this bill is a little bit higher is because we're actually looking to expand the outside of that program to provide what we need to for the students that will be coming into that facility. But in in addition to that during the day because a lot of this happens um before school and after school part

382of the PDA not all of it but part of it will also be used for professional development during the day. So that's why you're looking at you see the outside that we need to put some fencing up for security reasons provide the water fountains. Um, I'd have to look back at the picture because basically the students who would originally be at their home sites at their schools with those facilities now they're being with our hopefully our new vans be taken there and so they have to have comparable facilities facilities to what they would be if they stayed at their school. So the decision has been that if this is all just the outside work, what's going on in the inside because obviously the fire sprinklers are going in. Are we doing anything to the interior

383of it or is that staying the same and we're just working on the outside? And is this 133,000 just for the drawings? And because And so how much will the work actually be? So we need this work to be done so we can come up with what the cost would be to actually do the outside. So we don't have a budget for it yet. Um we do have well we have an estimated budget for it right now but we wait to see what the architecture is g the architect's going to come back and give us um so regarding back your question on the inside we're changing very little actually was in great shape and so we're changing very little the fire sprinklers are a requirement because you're bringing students into that building so we had

384to do that um and that's already been earmarked the money for that um but we're only doing I think maybe a little bit of paint we're Not not really touching the inside Harley at all. Yeah. Just a little freshen up. Okay. I I just wanted to obviously like I wanted I could see what was going on here, but I wanted the community to know about it because the PDA has been a hot topic. Um Okay. And so I think like if we were just to approve this like as you've said before on consent, I'm sure once things are like starting to build, people would want to know what this was. So I kind of was asking a question that I already knew the answer to, but I just wanted it to be on record so

385people know. I appreciate that too. And then when you look at the picture, in the middle of the picture, it says Universal Sports Institute. So it doesn't really necessarily talk about Yeah. You would think you would think this is at Bernardo. Yeah. Well, and I'd also like to make a comment like I grew up at the street that dead ends into this basically at Yerbland Boulevard. An 8 foot high ornamental metal fence. It better look good on the corner of your blind. Yes. And we have to be very concerned with safety and how is it going to look because it has to get through the city also. Yeah. Yeah. I was gonna say that's going to be eight. That's a big bent. Try jumping that puppy. No, you can't. That's why we want it high.

386All right. Well, thank you. Thank you for humoring me by But I do think that if there's going to be more work up there, we just going to draw No, I appreciate you draw attention to it. And I think having this clear, this is exactly what we're doing is good. All right. And these and these plans will be TSA and we'll make sure all the ADA and all that. Absolutely. Absolutely. Absolutely. And so when you guys get the budget, you're you're going to bring that forward, come back for the vote. Got it. I I think we had that as part of our ELO presentation. We talked about the potential of it, but yeah, we don't have final numbers. Yeah. And that's use it. No, I understand the ELO funds and use it or lose it.

387I just want everybody to understand what's going on up there and what the funds are and where is it all coming from. That's all. Like I said, I pull I ask a lot of questions. I know the answers to, but a lot of people don't. So, okay. All in favor? I I. All right. And then I make a motion to adopt resolution number 2421 to authorize the use of temporary interfund borrowing for the 2526 fiscal year. Second. All right. And so this was actually someone reached out to me and asked about this um and they were saying that 14. Sorry. Yeah. So um it says in order to provide flexibility having cash available to meet its financial obligations, governing board may direct the monies held in any fund or account may be temporarily transferred to

388another fund um or account of the district as authorized in education code 42603. So can you just explain what this would be? So people who are wondering about do we have the funds and why would we be transferring funds to pay bills? Can you just please explain that? Sure. So we have not used this in many many many years. This is just something that we bring every year. Um but I'm going to go back to when did we used to do this. So the state when we got into really hardships started to withhold district cash. And so what we had to do because we have different funds and one fund might need some money temporarily versus another fund where this just gave the option where if I need to go I'm just going to make

389it up but nutrition services has cash. General fund doesn't we could go to nutrition services borrow and then pay it back pretty quick. Um we don't we have not used this in many many years. I think since like 0708 was the last time we had to do this but we leave the option there. We just bring it forth every single year just in case something happens during the year. Um we're prepared. We our cash is fine. We're doing, you know, everything's appropriate. We're not doing anything. We're not going to probably I mean, I'm 99.9% sure we're never going to use this for this coming year, but we just get it set up so in case an emergency comes and we don't have cash given to us by the state, we could take where we needed

390to take it from with the caveat that we have to pay it back. Okay. It's it's basically an authorization for us to finance ourselves in certain situations where cash is necessity. Yep. Yep. All right. So, this is just this is not we have to do this or spending or pulling to be able to pay our bills. This is a just in case and they can't do it unless we approve it and we do it every year. I understand. But for the people at home, we're not this is not being done right now. This is not a red flag. This is no red flag. No red flag. We can pay the bills. Yes. Okay. All in favor? I I I motion carries 5. Okay. Um we put the governor's workshop planning on here and this is

391just a discussion um we're down to two dates that are available and um which are which are June 6 and June 24th. So, please look at your calendars and let's I'm out of town June 6th. So, June 24th. What time on June 24th? What time would you prefer? Well, I'm just leaving the next day. So, that's not late. So, not late, please. Would you rather have morning, afternoon, after work? after work for we have people who work so I'm just saying like if we don't do like a 700 p.m. That would be great. What's the length of this we're talking about? I think we talked about it earlier. Uh oh, come on. I think when we talked about this like two hours, we were thinking like no more than four hours, right? Is that what

392we were talked about? Four hours only. Depends what the topic would be. Um you know, four hours is more like a retreat type of um of workshop. So then there better be cocktails involved if this is a retreat. Yeah, without a doubt. Uh so typically uh if it's going to be norms and protocols, then a couple hours would suffice. But again, the board has to just be very specific about what exactly is that you want to accomplish because there's a lot of different types of workshops. One thing I will say, we're getting ready to engage a search firm and I think we have to give priority to the search, which means I don't know if we want to eat up a day right now and put it on the calendar before we have that set.

393Especially with them going to help us with their governance, right? Perhaps we wait until we are seating a superintendent and then we do that with him or her. I I get where you're going. You know what I'm saying? Like we're going to need to have every probably every opportunity. I mean like what might need the 24th if that's the only date in June that works for all. I think it wouldn't be nice to have like at least a skeleton of what we're doing to before the super a new superintendent comes in. So, at least we can show that we've put some effort towards it and have a baseline or basis for what we're doing. Um, obviously, yeah, I'm I'm like the two to three hour thing. I'm thinking of that kind of timeline because like

394you said, we're going to probably be spending a lot of time with superintendent search activities, but um but yeah, I I think we do need to do the governance with that in conjunction with that. Don't disagree, but I would say if we have to choose one, we have to choose like if that's the only date for us to do something. So, let's maybe book June 24th for the workshop and then if for some reason we have to pivot and do some and we have no other time available, we can switch that out for Can we write it in pencil? Well, I think we should schedule it and do something, but we're going to have to have meet in the next two week or so with um our search firm. or search firm to come up

395with a timeline, come up with what group so they can start. So, can we wait until the June 2nd meeting to make this decision since we've since we will meet with the search firm before then? Potentially, let's block it. Let's so that we don't lose it. Block it is fine. Block is fine. But I'm saying let's not make an official announcement of anything because Carrie, can you do like a 3 to Can you do a 3 to 5? Like a 3 to 5 p.m. I'll talk to my boss. Okay. Are you the boss? I was going to say four to six. Yeah. Well, 3 to 5 is kind of nice because you're home before dinner and so remember that governance uh training is there's a lot of different types of governance training. I mean there's

396a lot of decisions to be made and as far as working with the search firm again um they have different approaches to governance. So in talking with them when you begin this process you could discuss exactly what that is primary because some governance um there's there's policy governance which is a complete methodology that is far different than what's the most typical type of workshops that most of these groups would do which is come and and really develop consensus around a set of norms and protocols like like who's going to talk. Okay. It's it's you right like Trusty Blaze, you started the conversation now until you you you don't talk until the other board members either talk or pass, right? Things like that, right? So what are the interests that the boards would like to codify?

397So just a lot of different approaches. So this workshop on the 24th could really be about delivering me delivering all the different options to you. I'm a policy governance person. So that's far different than just norms and protocols because norms and protocols everyone has them. Everyone has a handbook that people just don't follow them. So it really is a it's a more of a meaningful discussion about just the value of governance and how you want to so we would have we can have a conversation about what we want to be discussing at the next time. You could you could right and and I could even bring norms like because you have a handbook you you can look at your standard norms and protocols. Many districts do a resolution saying that we're going to follow these

398norms and protocols, but they're standard. It's really much much bigger than that. It's really about overall what you would like to accomplish as a governing team. I just thought of something that we have to talk about back there that would affect us doing it on that date. Yeah, that's what I was thinking too. I just thought of that. So then magic number eight. I think there's actually a way around that. Well, I don't Well, but I think we should not say I think we should say that. I think we should just hold off and then Okay, let's let's just block the June 24th just in case for one of these things. Yeah. And then we'll get back from 3 to 5, right? Yeah. Is that what we decided? Okay, perfect. June 24th from 3 to

3995. Okay. Um it's 1110. I say we bypass our board reports. I think so. I agree. I agree. So um we we are now going to um go back to close session because we did not finish and then we will come out and adjourn. But we won't have anything. There'll be no there'll be no readout. Um, but we're so July. So, we're going to go back to close at 11:09. And we're back. Tonight, I'd like to adjourn our meeting in memory of Monica Perez, a member of the PILUSD family for 23 years. Monica began her career with the district as a substitute nudity supervisor and instructional aid at Glen View Elementary School. Over the years, she served our schools and and students with unwavering dedication, most recently supporting the Orange County School of Computer Science

400for 21 years. On behalf of the board of education and the entire district community, we extend our heartfelt condolences to her husband, Ray Perez, a current member of our maintenance and facilities team, as well her as well as her four children, grandchildren, and many colleagues and friends who mourn her loss. She will be greatly missed by our district and community. So, I'll make that motion and need a second. Second. Okay, we have a motion by Mrs. Buck, a second by Mrs. Blades. All in favor? I. Motion carries 50. Meeting a