001sherry if you'll meet yourself and then stay present uh yes thank you present i can't hear though mr bryant dr craft um yes miss mckeever miss torres miss puryear and mr wade dr craft um i cannot hear anything so i don't know what i'm saying yes to this is for approval of our proposed agenda sherry it's for the approval of the proposed agenda okay yes again is there are there any participants in the zoom meeting that would like to provide public comment if you would then please raise your hand or um i'll open the chat and just put a note in the chat no hands [Music] another raised towards the end comprehensively on our web page and part of this was that we allowed and dr craft for the consent agenda yes okay we're working
002on the volume okay sure thanks dr baptist they're ready for your presentation or your comments thank you madam chair members of the board mr henderson um at the meeting last week i shared with you the recommendations for policy revisions and for policies that just needed to be reviewed for a five-year cycle um i was i was asked to make revisions to a couple policies one was efb i had miss powell and mr jones to also work on this so there have been some revisions made in that policy that i bring back tonight also ms mckeever and miss bryson morseberger had shared with me some language that had been previously suggested for policy knaj i have added those changes in and those are really the only two policies that i've made any changes in since we
003met last time i did include in the uh package for this week the wellness policy one more time because there had been conversation about adding the word the goal of 200 minutes and so i wanted to make sure that the community saw that that was still in there and nothing about that has been changed so i would welcome any questions that anyone may have about these three policies or any of the other policies that i presented last week i would ask too that the board approved these policies mr henderson and i have discussed uh the policies and the recommendations that come before you tonight to go ahead and if you if it's your pleasure to approve these policies and then i will get all of them um set with the correct formatting so that we
004will have them in place hopefully by july 1. you dr baptist i was um go ahead i appreciate the change to kn just to clarify was that we went to our attorney to ensure that that was a relevant and important was that okay with our attorney i have not taken that to the attorney i can certainly do that with what you had and looking at the change in um program that we have it seems definitely appropriate and i had no problem with the language that was in there okay thank you thank you more than comfortable with that language i just wanted to make sure it was um it made perfect sense to me ms mccabe okay um so i would like to move that we approve the policies as written but as amended by dr
005baptist except for the wellness policy uh at this time that we return to well i can talk about the wellness policy effort is there a second [Music] so i was thinking that the wellness policy we can go back the it can be returned to the shab for further procedural input and then return to the school board as soon as possible thereafter for review and approval any further discussions questions board members is there any implication for deferring i understand why you want to defer but um dr baptist just said something about july 1 by deferring uh we will not um be taking action on it until after the first what implications does that have for the division um my understanding is that the legal requirements for the wellness policy have not changed and july 1 is
006not uh there's no new law that needs to be incorporated into the policy it's just a change on the administrative level so the wellness policy um in the past has been approved outside of the normal perceived policy process so i believe that this is a appropriate uh that we can defer it just for a little while to make sure that it is what the community and advisory board um suggests mr president will be approving this policy about september this meeting i think their first meeting is the probably the first monday or tuesday of september so it might not be until later september or early october any other questions concerns dr baptist am i right about all that i don't i don't mean to interject when you are clearly expert on all of that um you're
007correct it the policy that is in place is uh within the last five years so it would does not have to be reviewed my um thought on it though is the proposed policy has much more comprehensive language in it than what is currently there so the longer we wait to pass the policy the less comprehensive policy we have in that area it's my understanding that the real concern with um shab and especially bennett is not necessarily the language in the policy but the ability of shab to be the group who has approval process or veto process on any change in regulations so it's more the regulation that has been the concern than the actual policy and um it would be still up to the the board to consider whether the change in how regulations are
008presented would um occur or not i did share a policy with a board member this afternoon that indicates the our the school board policy on how regulations and policies are passed but i haven't gotten a concern that the actual wellness policy was the issue but how regulations could be changed whether it was the responsibility of the superintendent which is the current policy that we have and the the way that all of our other policies are done in regulations or if shab would have approval or veto power of changing anything again mr henderson and i have talked about the policy and it's his recommendation as his mind that the the policy be passed so we can have the policy in place for the school board we can wait and change regulations if necessary i am not
009hearing anything so i don't know whether anybody in the board is speaking and the other folks on zoom also are not here anything so if there are any questions or other comments we're not hearing them thank you all right um i do want to just extend my gratitude to all advisory committees and the work that you do i want to always express mr juror has um muted so we're not hearing it again so okay basically dr baptist um i just was expressing my gratitude to um all advisory committees and um any and all parents who have provided feedback and communicated to us um what their wishes are right now especially seeing as school is out and um so we we do appreciate that you were you know sharing with us what you would like i
010think um miss mckeever has made a motion there was a second to it um mr henderson did make comment to the fact that um we're okay with pulling the wellness policy and allowing shab to have the opportunity to meet again in september and review and discuss this together face to face so if there's no further discussion um from board members then madame clerk will please take a vote on this it's madam chair mr bryant ms bryson morrisberger yes dr crabb yes ms mckeever yes miss torres yes ms per year yes and mr wade yes thank you very much thank you thank you dr dr baptist thank you next up we have the approval of our return to learn virtual options for the 2021-2022 school year as presented last week by dr odie evening madam chair
011school board members uh mr henderson uh last week again we did staff did present the fall 2021 reopening plan to include the five days in person instruction that school divisions are required to offer to all students by as cited in senate bill 1303 staff also presented a limited ccs virtual plan it's three through eight at virtual options for grades through twelve tonight the superintendent recommends that the board take action thank you thank you excuse me thank you dr odie are there any questions board members of the um proposed plan yeah um i just um um this desean the student of rapidly really felt strongly about more virtual options or and i just want to know um you know were we able to address part of his or any of his concerns i know that we
012have you know ccs virtual and virginia virtual and if that is sufficient as to address students ikea's concerns specifically the pre-k to that is in person only we do have virtual options in the high school of course dr iriziri shared what his plan was and we do have virtual virginia as an option for courses that students would like to take uh we we did hear jason's uh concerns and desire and so we that's why we do have that as an option uh in the event that students such as jason are interested in moving in that graph still has some concerns involved yeah i think dr odi excuse me i didn't mean to interrupt i think his concerns were if he had a younger or if someone has a younger sibling in the home and say
013an older student say at the high school level had that option to attend virtually and they were responsible for caring for a younger sibling who who might also want that option to attend virtually but we aren't offering that so i think that was right it is it is i'm so sorry it is of course our goal to bring all of our students back in person face-to-face so we did not offer a k-2 option at this point because as i shared last week we realized that students our youngest students learn best in person we do realize that there are students in as low as kindergarten and first grade who were successful virtual learners we we do acknowledge that but we have to also acknowledge that we realize that students that are learning their foundational skills reading
014and writing holding a pencil having the teacher re be able to see their mouth and then be able to see the teacher's mouth is so important for our foundational learners so we did not offer a k-2 option at this time yeah thank you and and i think that's not necessarily in debate but you know i think there are um there may be situations where you know a family or two or three or four for whatever reason are not comfortable you know having their young child especially if we're you know looking at the possibility of our those youngest learners not having protection from vaccinations if they choose to have that or even if vaccines are available maybe there is that hesitancy for them to not take the vaccine so you know we we still want to
015be able to address the educational needs of students that might fall into that and i don't know how many there may be but it sounds like um from mr johnson that that he had a strong sense that that there may be students who need that option and so i guess we were hoping that we might have um you know the opportunity for staff to look at whether or not we can meet those needs one thing we do have to remember is that because we are legally required to to bring students back in five days a week we anticipate that we're going to have a large number of our students that are returning to in-person learning and so staffing is is an issue there and so if we do have two or three primary grade students
016who are interested in virtual learning then we'd have to think about what staffing would look like for that when we have to have teachers in the building to teach those students that are in person so we would not pull a teacher to teach two or three students that are virtual i i think we all understand that but i guess i the fact that we're not even opening it up to that age group is concerning to me i mean we don't know how many if we're not allowing families with students at those ages to at least say hey i i'm one of those families who who has a young child so if we don't know or if we don't offer it anyway that's my opinion um i'm i'm not saying that there has to be a
017answer to it because i certainly understand the the critical need of the you know young children have to be you know for those fundamental learning that they have to be on on site um it sounds like we just may have to see if there um there's a a lot of students like that we may have to come up with a solution about it i think now we may be able to address that specific concern yes our responsibility as a school division is to serve our families that's our utmost responsibility the plan we put in front of you is some guidelines to give you where we need to move forward we know that um we've been doing the the grades three through eight relatively well and we know those students many some of them have a
018good opportunity to do well in a virtual setting grades um nine through twelve we have many of our high school kids have been doing virtual virginia and some of them have selected our ccs model that we've been using that at chs for a while i think we would take every applicant a case by case situation if there were some young learners grades k through 12 that they because of the situation that they're in or because of of concerns and we will definitely address that and try to serve them so for us to we have a plan um we're moving forward with this is guidelines folks where this is the first we've done this it's going to be um we're not out of bringing everything back to normalcy so we're trying to move forward in that
019direction but we know that we'll have some students grades to second that parents uh feel that they're that they need to keep their child at home we will meet their needs and we'll figure it out and if it becomes a an issue with staffing we'll come back and look at come to you for additional funding so um here that what we gave you is a framework of moving forward we have an application that any parent can complete and will review the success of their students and and listen to to their needs as i said is that our goal is um we serve our community and we'll do what we can to do that that's for you um madam chair too um was concerned about mr wade's issue but um having been involved with this division
020long before being on the school board i think that if we have particular concerns if families have particular concerns they have always been addressed into the best of the division's ability accommodations have been made and so if those issues present themselves in the fall i feel comfortable that dr odie and her team in conjunction with mr henderson will make the necessary accommodations for any families that may fall into that category quickly um back here because i don't know how to signal anybody but i think with mr henderson's clarification and knowing that we we will make efforts to uh to adapt and adjust if there are needs that arise um then i that to me that would be enough for me to support the uh the plan as presented i was just to ask um just
021to say i appreciate the flexibility because that is an ongoing concern for some families in the community still with younger children i was just wondering if we can add it somewhere in that application process it just says that if your learner is you know k through two and you need you know you're interested in this or you need an accommodation due to covet just so that it's out there so that they can know to email and to ask because you if you're not watching this meeting you might not know that it's an option to ask about it i can appreciate it i'm moved that we adopt the proposed return to learn recommendations second any further discussion i i hope that the you know i think you all have heard that i think ms bryson sperger's
022comment is well taken and yeah so i assume we will see that in places like let us know if you need additional virtual support thank you all right madam clerk if you'll take a vote on that please it's madam chair mr bryant yes ms bryson morrisberger yes dr crabb yes miss mckeever yes miss torres yes this per year yeah and mr wade yes thank you thank you thank you dr odin um all right we are moving on now to um our leadership profile presentation from hazard young and atiyah and associates regarding our superintendent search so um if every everybody will please welcome um brad and ann who have been diligently working this from the get-go but especially this last week on um opportunities and forums and community outreach so thank you both for being here
023with us tonight thank you and we're glad to be back we had a great week here engaged and did it virtually and i did some of the days live but we had a very very busy week and met a lot of different people in charlottesville city and school system so we're very very pleased to present the report tonight we have given you a 34-page single space report we're not going to go our way through that instead we took the highlights of that in the online survey and turned it into 13 powerpoint slides and one of them is a title page so we really have 12 slides to talk about but i want to first thank and we'll thank her again at the end leslie becker did a great job setting this all up for us
024uh managing on the flow and fitting people in when we need to fit in and we're very very pleased and we think it went very well this is an important part of the process because it's when we engage with your community to find out what we need to know but also probably it's a good mirror and lens for you as board members and as a community to look at what people are saying because it's it's a nice thing to get almost a survey of where your community is and so um mr if you could go to the second slide that talks about engagement stakeholders uh this is our participatory delineation of who participated board of education members got seven individual interviews and then we saw 65 administrators either in group settings or individually and that's
025a very large proportion for individually so we thought that was a very good representation teachers were small but if you go to the next column over 25 percent of your teachers responding to the online survey so we we find that it's a very high response rate we normally don't see that high response rate on the online survey from teachers so that i think is very good and by the way in those nine teachers some of them are representing larger groups for instance i met with a rep at the high school who had brought the entire high school faculty's concerns and comments to the meeting with me support staff 15 in-person students it was the last day of school we had some juxtaposition there so we sat patiently waiting for that first student to zoom in
026and we just like the maytag repairman it never happened but you have to be very old to understand that joke i'm sorry um uh and then 16 parents but 88 did respond online and 67 students responded online which is a very good response again so we we feel and and we've gone through their responses and i think u.s board members can see that too community members 22 and 27 respectively grand total of in person 134 that number is actually much higher and monday is the cleanup person here and she has been engaging throughout the last couple of days with people who didn't get a chance to meet us in person we're on zoom those last days so miss thacker and this monday been working together and i think we're winning that down but i know
027that number is much higher but we'll leave it at 134 and you can know that it's probably more like 140 150 or something like that 347 on your online response we had the principals push out a message and we got a good response after that and then again i'm very pleased with the teachers 481 responses all together so in this 34 page report you'll see responses by teachers by administrators by board members and it's along those same three questions of what are the overall strengths what are the overall concerns and what are the characteristics needed in the new superintendent but i'm going to let ann now take you through and brad's interpretation of everything we heard in repeated fashions in other words when we would meet with certain different groups these themes kept coming through
028and keep coming through so in this powerpoint slide presentation tonight we're going to see the themes that overarch across all the stakeholders that we talked to so anne take it from there let me speak very briefly about methodology as you can see we would tell groups and individuals that we're taking literal notes and we've provided you with those literal notes you can see them as part of the report so we called through those notes and looked for repeated themes and that gave us what you will see here as strengths challenges and characteristics before we finalize this however we wait for the results of the online survey and one of the things that we saw here was great coherence it was very reassuring and confirming that we saw that the online survey and the notes were
029not a perfect match but very very close so then we are we're more secure that this really was good feedback it's we've got a representative um we've got representative information here we put that into a narrative you received a letter from us at the beginning of this report that puts all of this into a narrative tonight i'm not going to go through that narrative i am going to go through the outline which are these power this powerpoint presentation so methodology is listening listening listening taking notes reviewing those notes drawing some conclusions confirming with the survey results and then now presenting to you the strengths i'll start with so we're on the slide with strengths correct and um they are listed in alpha order not in order of importance so i i am going to read
030them quickly so that we can all stay together and people if they're outside uh listening they're seeing these for the first time i'll comment briefly but then at the end of the strengths i'll stop and ask questions and discussion of strengths okay strengths again in alpha order ap offerings for high schools large high performing districts in the state and perhaps the country and the number of ap offerings you have division-wide equity initiatives since 2018 you have a dedicated staff member and you have clearly defined equity initiatives district-wide dr atkins leadership and long tenure needs to be contracted and celebrated she is participants commented on her integrity strength and character eliminating tracking is a strength for divisions to do and you're taking it head on expanding academic enrichment and advancement opportunities again another initiative is in
031place and needs to be nurtured physical fiscal support fiscal support for schools something you're known for and boy do we see it in technology resources salaries class size and other resources provided for schools and students highly regarded principles right now i think you have a real treasure trove of leadership and you're anticipating a new principle and hopefully that person will be up to the same high standards as his his i think it is colleagues improved graduation rates for african american students that was a goal set and a goal achieved and a goal you need to be proud of the model stem program is just that a model pre-k programs you guys are well above the curve from other districts around the state a renowned fine arts program absolutely another treasure for this district resources expertise
032in the area of mental health social and emotional learning trauma informed care wellness and health again um please i i know you're aware of this this is extraordinary that you have these kind of wrap around services we've been working before the pandemic but certainly in the pandemic and right now with so much concern about student mental health and post pandemic issues um you are ready to treat to support your students and your staff and we congratulate you for that staff work ethic you have some hard-working people in this division from top to bottom there is no bottom from across the board you have some hard-working people and teacher quality heard stories about those exceptional teachers the ones that have gone above and beyond that are treasured and literally loved by members of the community and
033my students and then technology to support student learning certainly you had your um your set of challenges in dealing with the pandemic but right from the get-go your students had the tools that they needed for learning virtually and that is to again is a strength so i'm going to stop there with strengths are there questions about strengths or comments we'll go right on to challenges concerns and issues and again think that context challenges concerns and issues expanding equity work to include english language learners and their families as well as lgbtq students that was brought up repeatedly that equity is is abroad includes many underrepresented groups of students and underserved groups of students and families um developing and executing a cip that addresses the elementary school middle school reconfiguration and addresses renovations of existing facilities i
034think that stands for i think that's pretty pretty clear um and we'll get back to the reconfiguration in a minute the growing english is a second language program migrant and refugee families in the community i'm not really sure i was i was given an insight this week in one of my follow-up phone calls how much this program is really growing i sort of had the impression there's some growth there but whether it's growing or not we heard from we did not actually meet many language second language families but we met a number of advocates who wanted to make it clear that they felt that more attention needed to be made in this area hiring and retaining staff especially teachers and administrators of color implementing the reconfiguration plan not just in terms of the building but
035in terms of creating a dynamic middle school lack of sufficient progress in closing gaps in student literacy and academic achievement need for increased parent engagement for students of color lack of staff collaboration that includes principals and teachers in planning and decision making one of the things that we heard from practitioners pretty much across the board not entirely but pretty much across the board was that the resources available at the school level and the expertise was not tapped into sufficiently and that sometimes it felt very top-down in this district and you had many qualified and talented teachers who felt that their voices were not heard and sometimes ignored maintaining the commitment to ending tracking of students we congratulate you on taking on this task it needs to be completed providing career pathways that include quality available
036career and technical ed programs we did not do any kind of an assessment of your current program but we heard from a number of people that this is an area that is going to need more attention and we can tell you again from working from many school districts that this is an area that all school districts are looking at right now career pathways need to be broadened respect for all kinds of work i heard anecdotal stories that students students who were defined as capable who wish to take another path away were discouraged and again we all want the best for every student and for every student to achieve his or her potential for some students that may not be at least immediately a four-year college there are many quality career and tech ed programs out
037there that can give students industry industry certifications and i know you already have some students that achieve in that area but again an area of challenge that i think you need to have on your radar screen at least resistance to change innovation and new perspectives a strategic plan that needs revision to include measurable benchmarks and defined outcomes everybody wants things to improve not everybody agrees on what that looks like and how that's going to be measured transitioning from having an sro in the building to a new security plan you made that decision you made it in concert with the city police department that's a very positive thing but there's still concern about this plan and i think that that could be an immediate problem if that's not addressed and the use of stimulus funds um
038it's obviously something that um school divisions are using now to get us past and and go forward after the pandemic um but you have present needs but the future implications might be if you're using too much of it or any of it for staffing is that going to be sustainable and you need to work with your finance people to make sure that you're thinking that through as you may as you use these funds let me just there's three three areas i want to emphasize what ann said people would take great glee in telling me that you've been studying the elementary school middle school reconfigurations to 2011. i mean i just didn't have enough people tell me the date it started how long you've been looking at it so there is that aura out there for
039your community that this has been a long time coming um the lack of collab staff staff collaboration that includes principals and teachers principals were very very emphatic that they want to be more involved and more engaged in the process of decision making and transparency and and getting information and even meeting with the superintendent and or central staff so there's a definite work and challenge for the new superintendent to make sure that the principles are engaged and and their voices are being heard and they know that their voices are being heard because sometimes voices are heard but they don't always know it and finally i want to re-emphasize anne we are seeing this throughout the nation uh locally nationally um using creating ftes with coveted money is always scary because at some point copen money will
040go away and then you're still up with the fte so if it's a program that was extremely worthwhile then you've got to jiggle within the existing funds to react and sustain the fts that you put on covet money ft's performance full-time equivalent positions i'm an old hr guy i'm sorry so discussion or questions about challenges mr miss mundy you indicated in your challenges um i don't know how many down growing english as a second second language program migrant and refugee families in the community and you indicated that there were several people that spoke on behalf of those communities and in your strengths earlier you indicated that the surveys and information were available in various languages did you find that they were not accessed or people were not asking to have the surveys translated or did
041these families feel more comfortable in talking to you or me or someone else and having the person that they trusted expressed their concerns you know it's hard for me to answer because i really don't know i i don't know the source i don't know what these families were experiencing um the what their advocates told me was that the whole issue of how to communicate with non-english speaking parents is one that is still a struggle you need more translators you need more languages but just translating things is not enough because you have to have some outreach and i think you're making i know this is not to say that there aren't some steps being that have been taken and continued to be taken but what we heard several times was this is a population whose needs
042were not yet meeting and also in terms of academics um that sometimes some of these students are putting classes with teachers who are not well trained to actually teach second language students or given the support that they need so that whole area needs to be looked at um and and you are you are have have accepted refugee families and that is a wonderful thing about this community and i know there's a lot of supports um community supports for them as well but it's an area that needs attention okay thank you so um i i had a question or comment really was there anything um of the challenges or concerns that surprised you about our district that said you know this is something that should be on top of the list of the next superintendent [Music]
043i'm gonna say i you know surprised is hard to um it's hard to surprise us you know look at our focus we've seen everything um i think that you've had an interesting mix of you've had strong leadership and consistent leadership and you've accomplished things there's much to be proud of here i was surprised to hear the issues of trust and transparency and collaboration um and i think those are things that are critical for success and i i kind of got we got the message kind of yet we got the message that maybe it's more in recent years that things have kind of broken down but that's something that a new superintendent if he or she wishes to be successful is going to have to build trust and relationships the old-fashioned way visibility talking to people
044being available and being open those are the things that are necessary mr wade i would also add that i'm always interested when we're talking to all these people which direction will they push these desired characteristics so i'm kind of foreshadowing what anne's just about to talk about but because of your reputation as a great school district and having accomplished for instance the african-american graduation rate just unprecedented in terms of what you did with that um i thought well maybe he's looking for a status quo person to just keep this district coming my surprise was a lot of people and some use this phrase which i heard more than once which is we need a fresh set of eyes so people and there's the thing in here about change is hard i think people want somebody
045they're desiring somebody who can come in and say this is good this is good this is good but we need to change this this and this they really are looking for a fresh set of eyes and somebody who can not only say this is what we need but somebody who can execute it and get the change to take because you can say you need it to actually get to change that's the hard part before i begin characteristics on this whole issue of change i would say overall we heard that people were expecting a change agent that's not surprising if you've had somebody with a long tenure of course you're going to look for change that's just natural when we've dealt with with school districts where there's been a churn of superintendents which is much more
046often well well that is that is now becoming the norm unfortunately when we deal with it with the churn of superintendents what do people want stability they want a stabilizer they they've you know they've had some different um leadership perspective every three years so to say to say that somebody wants change does not mean that the past was bad it means people are very open and expecting somebody to come in and address things differently and to have a new perspective and that's what we heard excuse me could i just um chime in on this one because i think this relates to a question i had about the the one that was resistance to change innovation new perspectives and i was actually surprised to see that one and i'm wondering if you could elaborate a little
047more on flesh that one out a little bit more i'm sure can i add to this but i'll give you some specific examples because they're kind of a juxtaposition with each other i had several people say we chase a lot of shiny new objects whatever the latest shiny object is that's the one we're going to fund and chase right now what we really would like to do is make sure that any change we make is sustained as professional development behind it has measurements that last and then we prove the success of that program so it's it what i'm saying is they'd rather have fewer initiatives that are well thought out well measured uh well-metriced and and stick with those rather than chase these shiny new objects i think in some ways maybe we should have
048said too much change but at the same point we felt the we need to put that in there but that perspective of we'd rather do a few things really well that are really well proven and that we can measure and show success with it's better than chasing a lot of new things and in in addition when i get into the next section on desired characteristics i'll talk about instructional leadership this one i heard from a number of teachers and again more practitioners and parents you have a wonderful very traditional and very successful for some students academic program there is some concern however that there's still too much emphasis on test results and a measuring learning in a very very narrow way um and so there's a hunger for some looking at and it's and again
049these are these are issues around the educational world right now how can we get out of this how can we start looking at student learning in ways that measure problem solving that may that in ways that are more relevant for students that actually in in many ways provide more rigor for students so that's the kinds of discussion that people would like to hear um you'll see in the notes sometimes some people and kind of some sad comments about reducing kids to test scores and looking at kids as test scores and and this again among students in some of the what would be described i guess as lowest performing schools they're not test scores they're human beings that have the potential to think and solve problems and be creative and they want to tap into that
050and to get into some of this practice do you find that in most districts though i mean i'm seriously questioning because like i feel like that's not a a a novel thing like a many like the dialogue is around how do we balance the testing versus you know other things like letting children yeah i absolutely this is the dilemma that people are in right now there's some hope that post pandemic because we kind of got away from that discussion and now can we talk again about what does what does achievement look like for all children and and and how can we make certain that we are providing this kind of rigorous and relevant curriculum to all kids that is not solely measured by sol results that is not a unique conversation in this district because
051of what we just talked about about concern about whether people are talking across the levels to each other and whether there's honest conversations about practice right and whether new ideas are welcomed not always acted on but at least listen to i think in that context this would also fall okay are we ready to look at desired characteristics um i want to add one other thing you'll see in your many page report that there's an addendum brad met with the board of the naacp and they asked to provide a written document that is part of the report so that document is here and they also included recommended characteristics so those were also part of our consideration and i think you will see that in what we recommend here as well so desired characteristics i'm going to
052go through these and then we'll discuss budget and finance experience critical you know that a communicator who can build relationships and trust in a diverse community talks to everybody and relate to people across the board creates and retains a collaborative work environment where divergent perspectives are valued without fear of reprisal deeply committed to diversity equity and inclusion relentless and seeking improvement in this area i don't think anybody sitting in this room disagrees with that one an instructional leader who can die to guide the system in development of more rigorous and relative relevant excuse me instruction for all students knowledge of the unique aspects and needs of middle schools um one of the things that we hope and i know you hope as well and we will certainly in our screening although we will not say
053if you're not a middle school person you would not be recommended but we are going to talk about the with them about the reconfiguration the reconfiguration as you guys know is more than about a building there has to be a philosophy around middle school education and middle school learners that goes with it and that's an opportunity for somebody to really lead in that area and create a model middle school for this division um political skills to navigate successfully in a diverse activist community you told us this was an activist community you are right we believe you we believe you yes um strong and confident enough to deal with conflict and make tough decisions this is not a job for someone who cannot take who cannot understand that they are going to be criticized transparent and
054open understands the need for career pathways that include quality career and technical education visible in school schools and the community there isn't a person who didn't tell me that and even extended into the central office there's a huge hunger that the superintendent and the central office staff some people put it very bluntly they need to live in the community uh but others say we just need to see them especially the superintendent so this this if i had to say one overarching thing this is probably the one i heard the most and then finally visionary optimistic about the future of public schools ins i didn't put the word inspirational there i think i used it someplace else but you know we are all hungry for inspiration and you we will hopefully bring you people that can
055do the job and not maybe in a flashy way but through their their dedication to the work of this this division um their integrity honesty and um effort can be inspirational and can inspire others i asked one of the um highest leaders in your political um organization not in the schools i will not say who i spoke to but i asked if they really believed that things could change and that's a hard question and it was hard for this person to answer and i think you know all of us in education right now have to really say do we really believe that things can change and i would hope that you would select well we will ask people that question do you believe that things can change will you be an optimistic forward-thinking leader in
056public schools in a time when public schools have been derided pretty much and a lot of people have lost confidence in them so that's what we hope for so um i just want to tag on today and i agree i think that that is an excellent question and so as you all are looking for candidates and determining which one would you all be looking for someone that has proven you know that they are willing to make that change and believe in that change or one that has a really strong vision and show how they can do it or maybe they've done it but not at that level we absolutely want demonstratable evidence in other words don't just tell me you believe this don't tell me you have a vision for this tell me show me
057what you've done you know and we want i'd like to see some metrics even supply me with the metrics to prove that you actually engage that change or we're part of a team that engages that change because everybody talks a good game especially in an interview process but seeing the evidence that they actually move the scores you know that's that's a whole other thing so madame chance have one quick follow-up to that so i mean these characteristics are really something that can be measured you know so how are you going to i mean the political skills it's it's it's very unique here in charlottesville and so how are you going to like measure someone political i mean all of these really how are you going to for sitting superintendents it's to see how complex is
058their community what is their political environment and how well have they maneuvered that some of that comes back to social media unfortunately right now you can you can kind of tell how sitting superintendent's doing based by the volume of social media for assistant superintendents deputies and associates a little harder in an interview process excuse me we'll ask them tell us about a tough time that you had either a political decision or something you had to advocate for a child and push forward and then we'll verify that through a reference check or something to see if that really did happen the way they told us so we really do go after again demonstratable evidence wherever we can everybody talks about walking to walk and being visible in schools we actually ask people in their setting are
059they a person who gets out of the office or are they in schools i mean we really will probe most of these for demonstrable evidence and you're right are there hard metrics we can tick off no but we we've got to do the best we can to make a match i just this sounds like a unicorn so i'm very concerned about kind of people who can talk a big game and i think so many politicians and leaders are really and i'm fine with leaders who can delegate and who have strong skills in in collaboration but like kind of the vacuous leader valueless leader i mean this is something that i'm very concerned about this community might attract at this point and so i want to make sure that those folks do not apply as do
060we and and clearly yes this is a uniform yes this is this is oh my gosh you know this is this is the ideal but we also use this document and this information with the candidates we will tell them if you we don't just want you to get the job we want you to be able to do the job if you get there you're going to need to have very strong political skills to navigate successfully in a diverse activist community is that how would you how would you deal with some of these kinds of issues so no person is going to have all of these skills at the same levels we all have strengths and weaknesses all of us do but this is what we called out of what we were told both in the
061interviews and on the surveys these are the characteristics that are most needed for success and we will look to find somebody who most matches this um and one other thing in terms of the kind of person yes of course we want not just talk we want people who have demonstratable um success but brad mentioned well we already have a number of sitting superintendents who have either applied or expressed interest and that gives you some it's easier to measure success with sitting superintendents but we also are open to those people who have great promise they still have to have some measures of success but great promise because sometimes those people actually can deliver more for different reasons so it's it's it's not a one-size-fits-all we will bring you a diverse um pool of candidates and then
062you will get to know these people i just think humility is also a really important part i mean it's i mean i think one of the things that the transparency requires honesty and so that's where i think um that's what i think many of the characteristics kind of point to is kind of humility about working together and being honest about their um so anybody i just really appreciate anybody who can have hard conversations about where their weaknesses are i love your word vacuous i just it's better than unicorn actually and and so i think anna and i will be screening hard or no vacuous but the nice thing about this is and mr wade this enters into your question too we want you to spend a lot of time with the candidates you finally will
063decide so we will have done our check but you should ask them every tough question you can you ask them to demonstrate you should ask them to bring you materials you can give them situational problems i mean we will help you with that to make sure that at the end of the day we are all sure that you're making a good choice and the reference checking that you guys will do personally on these people that's going to help you with some confidence too so there's a process ahead we think we can make that work any other questions at this point i'm concerned about platitudes um it's an interview people will say and do what they need to do and say and often you cannot always see through that and we do a lot of talking
064around the table about transparency and being your authentic self and all of the buzzwords i'm tired of buzzwords but um how do you i know there's a matrix that you will use out of your larger corporate office because there'll be some people that will automatically be eliminated because of various reasons well you're right i mean the ones that like and i were discussing some of the names we were talking about on the way down and we had one of the perennial appliers a pla person's applied for every position we've ever seen in their life you know so yeah thank you and but the the rest is something that we really engage in to your point i mean i have a couple strengths in life and they also my horrible weaknesses i i value honesty and
065lack of tact and lack of tact has gotten me in a lot of problems but if you know i've i've had people come to interviews and i'll say and it's the old police department approach where if they ask you the question they already know the answer so sometimes i'll ask a candidate can you tell me about this situation because i've already done a lot of research and i want to see how they answer the question i already know the answer to and you know about 90 percent of time i get very close to my version of what my question is what i think the answer is but there's ten percent of the time people just start lying and i i shut down the i don't tell them that you're lying to me but we're not
066moving on you know we're just not going to move on so we do have a methodology to get out because and that's why we even like to sit with you during that first round of interviews because we've done the screening interview and we want to make sure that we're seeing consistency in answers that things didn't change that we're not hearing some other version or you know because you're right the performance in an interview that is one skill that's a nice skill to have and it gets you through the interview process that's not the skill you need to be a superintendent the skill you need to be a superintendent is different than your interview skill so we really want to cut through you had a great athlete because you know the words of the day are
067diversity equity and inclusion and magnified yeah just because you have a diverse pool does not mean that people are included and so there are certain things when i hear those words as an administrator that i look for personally and when they are thrown out because they will be thrown out in the conversation um there will be certain things that i am looking for and i um i have to say to you as an african-american female administrator i understand those three words but they often have different meanings for me because of who i am and what i do and so when those things come up i look at them through a different lens it is not to say that you and ann do not but they're just certain things that are um inherent for me that
068i am extremely uh concerned about in this process and that's why when you get to see the applicants for an extended period of time you need to develop that thread of what does equity mean to that person in your lens in your coloration of that absolutely that's why it's so important um okay all right i'm going to move on to the executive the online survey executive summary and these are highlights this is like another 15-page report that we also will post online tomorrow and you already have it but this is from all the respondents of the online survey this is something we use nationally and so we can even tell how you're doing compared to other districts and stuff like that but more importantly it's how you how this is consistent with what we heard
069verbally they have these uh broad themes called teaching and learning management vision and values and community engagement so you'll see like a tl or an m or a dv or a ce that's what that stands for those are four broad areas so sometimes surveys will show everybody is concerned about teaching and learning sometimes they're all concerned about vision and values you actually have a nice mix in all of your areas here and i'll talk about that so on page nine of the powerpoint we have what are the strengths perceived by the people who responded to this survey and look at the first one it's fascinating and pandemical really tests this one technology is integrated into the classroom teaching and learning that's your strongest one but look at the second one that's a nice one to
070have too i can't complain about either one of those district schools are safe and the third one is about management some people never see this one in their strengths the division employs effective teachers administrators and support staff and at schools that speaks again to the quality of this district vision and values on the fourth one there the district's working to close achievement and opportunity gaps and finally a fifth strength one in in community engagement the district engages with diverse racial cultural and socio-economic groups those are great top five to have as seen as strengths and again i think you'd be very proud of that now let's see what characteristics your online people want well coming back to that trust and transparency there it is at the top community engagement but also i think it goes
071beyond that to your teachers students and everybody a positive professional climate of mutual trust and respect amongst faculty staff and administrators again we put that into the concerns and challenges we put into the desired characteristics here it is again showing up in your online respondents second teaching and learning understand be sensitive to the needs of a diverse student population so even though you have progressed so far made so much progress with that it's still a concern or desired characteristic the culture of high expectations for all students and personnel vision and values here comes back retaining recruiting employing developing your staff and of course a nice one also has a clear compelling vision for the future i find this next page very interesting it's too small in the powerpoint you can't read it you almost have
072to go to a page like this this asks the top four and it's grouped by what did the administrators think were their top four what did the community members think were their top four what did the parents the students the support staff and the teachers or do you have agreement on the first two you have 60 of the people in all these groups said foster that positive professional climate 60 of the people said they want that transparent respect collaboration that's what they want and second one 48 again all these groups said this was in their top two the sensitive to the needs of a student population now when we get into the next couple categories we start to split off administrators and parents want high expectations for all students then we get to um the
073parents want great staff recruiting employing and retaining effective personnel and teachers want that too uh interesting administrators community members and students want a clear and compelling vision for the future i found students ranking that third as really really interesting i don't see that very often and then transparent a deep understanding of educational research and emerging best practices that was community and students and finally support staff and teachers came in with transparent communication and be visible and throughout the district inaccurately engaged in life i'm surprised visible is that low on this one i think it's because the other choices were more important to them because again nobody stopped to ever not say to me be visible throughout the district but wide congruence on the first two and a little bit of split look at the ones
074that don't make it sometimes that's interesting like down at the bottom guidance for district-wide curriculum instruction you're doing a great job obviously day-to-day operations again not important or in the top four for anybody yes she was so strong at that in the past so we just that's like an assumed the foundation but in some districts we'll see those are the top two you know so it's fascinating how it arranges itself in this in this thing take a look at that i think that's very interesting i also encourage you the public too the public who's listening read all 34 pages i mean we've given you a real synopsis of the comments and done some broad categorizations but when you see the actual comments made by a lot of people whether they be teachers administrators community members
075etc they're powerful messages so please do take the time to read that the last two pages are really a reiteration of the ones that ann just went through for desired characteristics there's absolutely nothing different on page 12. on page 13 certified as a virginia superintendent obviously extremely important increasing track record demonstratable track record of responsibilities and success um experience for success improving and we want that to be demonstrable outcomes for students of color experience as a superintendent or cabinet level leader in diverse community and doctorate preferred so that's the essence of this report it was we put it together i think dan did a great job i think we all did a great job in getting this together for you very fast because we wanted to get this out on your website because one of
076our most most interesting screening questions ms purrier is uh can you what do you know about charlottesville and if they don't reference that i've seen the leadership profile report i will admit that we sometimes prompt them and say have you seen the leadership profile report and if the answer is no they're moving down in our list of you're not doing too well in these interviews because we we want them to read this and and absolutely see how their leadership could fit into this type of setting so questions for either anne or i or comments um i just have a comment that you know you talk to a lot of people in the community it's a small community and i just heard great things about your interviewing techniques and it was very well received so thank
077you for this thorough information and i will take this opportunity to say we really like you you have very different we um we heard very different things and some things were not easy to hear but you're good people you're good people and and every person treated us respectfully and even if they were saying some hard things um there was a respectful attitude but there is a question however i want to re-emphasize remember what i'm saying is number one is transparent collaboration i think we had more requests in this division than in many we've learned for private conversations because they did not want to say comments in front of other people so that's a very you know you asked me about surprise that's a little bit of a surprise i will also say i want to
078go back to her liking everybody i had i had a meeting with the most ecstatic community member who had just won a primary and that person was just so happy that morning that he almost could not think about anything it wasn't early [Laughter] we are very grateful yes i do i want to extend my gratitude to you both and and i know there was a couple of situations um where there were requests to speak with you and you both were just so gracious and available so i thank you for that and taking it a step further there was you know um questions about whether certain people you know received invites or were were not included in different groups and um you both were very willing to reach out and and receive you know input from
079them even after we had closed um you know the dates down so thank you for that also um brad and anna thank you all for giving us this uh abbreviated version of the report tonight not only to the board but to the public um i am not running for superintendent but i did read the 35 page report any other questions concerns from anybody i'm concerned that it's only 6 20 and we might be done i'm just kidding easy easy now that is a strength we could do that thank you doctor good point um so just this really wasn't written here but um at this point just so we can maybe do this publicly is is an opportunity for you all to just continue to receive applications um so we really don't unless we have questions
080for you or you have questions for us you know you know how to contact us but um we won't really meet again until you come back and provide us with your tiered yes and i hope to give the board a very generic update probably about every two two and a half weeks just in terms of where we are in terms of the pool and stuff like that it's not gonna be very specific but i don't want you to feel like there's a huge void i'll tell you the actions we're taking and people were cracking down and stuff like that so i will give you an update uh well i think we have 36 or something like that and we probably have another 20 names to pursue so wow we feel very good so the next
081time we meet and talk about this publicly is august 3rd uh it will not be a public name because i'm sorry august 4th that night we're developing the questions for your first session and you're seeing the entire slate of candidates with our recommendations you'll decide who you want to bring back for interviews and then i know miss taurus and i have talked you had the task of putting together a community committee confidential and that will happen on august 13th is the current plan and i asked that if you could name that committee by let's say mid july or end of july uh monday and i could have a zoom meeting with them to prep them for how that will go and get them ready for the confidentiality issue with that so the meeting that confidential
082meeting we don't have a date for that yet or for the community is august 13th okay so yeah what i would like to do is ask board members if you have um two or three people but could you before you do that could you have friends speak up before you do that madam chair could you please have brad explain to the listeners and it will be a recorded exactly verbatim punctuated what you mean by confidential committee member the board will be seeing a first round of candidates and if those are satisfactory they plan to send some candidates and we don't know the number until that day of decision is here to community panel because we will have a lot of sitting superintendents who will want to try for this position because it's a challenge to
083them but will not want to reveal to their existing community that they're trying for charlottesville until they see how far they get that this committee will have to create a aura of confidence and confidentiality around it and we will actually have you sign statements that will be very specific for instance you cannot reveal other members of the committee you cannot reveal who you met with and this is not just during august 13th this is in perpetuity because let's pretend there's a candidate b candidate and c candidate a candidate gets it we do not want a community member panel three weeks after you have your new superintendent name talking about the b and c candidates because that absolutely violates all the confidentiality of protecting who else applied for the position so they will be signing a
084statement and we've had very good luck with this because we do really emphasize you will hurt the students of charlottesville if you scare away some of these great applicants because you can't keep confidentiality this applies to the board it applies to this community committee and ann and i will be emphasizing this over and over but yes if you're volunteering for this community you need two criteria one you can be present probably it's probably gonna be a physically present on august 13th for most of the day it will take us an entire day to do this process and two you have no problems with confidentiality and that includes social media i just had a member who i had to caution and send them their signed statement the confidentiality because they said they can't wait to see
085who the actual superintendent is because they served on the committee now they didn't name another member they didn't name who they had interviewed but they certainly violated the thing they had just signed and i had to say you just went over the line and put on social media that you were a member of the search committee so don't do that and again so miss furrier did i meet your expectation you met my expectations now the question is as a former administrator if everyone was listening to your direction so it's all about repetition right yes any other questions before i proceed so regarding this this confidential community committee that we're going to put together i would like to ask each board member if you're interested to submit two or three names um we'll figure out how
086we're going to do this we're looking at your recommendation was about 14. so i would hope that we can reach out to a variety of people in different settings throughout the community that okay so staff i mean is there any group that we should steer away from yeah school board member on the yeah i'm out we'll have our shopping yeah you'll have your own time no this should be as ecumenical as you can make it uh one group should not predominate i mean a community member should not show up and see 13 staff members nor should staff member be the only one with 13 community members you know try and even it out make sure think of all the people who would say they want to have a voice in this and then figure out
087the best representative who would bring that part to the table the danger in you each nominee that they no it's a huge this is a huge issue this is absolutely huge the issue is if mr wade brings two people ms mckeever miss purrier you know and you all are picking people who represent the same groups you need to go back to the drawing board because you need a broader swather so yeah you're going to need some this is actually a little bit of a struggle it is a it's a hard challenging board assignment good luck thank you i'll take that on and i'll reach out to you all individually and we can kind of talk about interests and groups that we might be reaching out to now it'll be a large group structured interview all
08814 will be sitting in the room and they'll spend about an hour and a half with each candidate asking probably about 13 questions of them and then as each candidate leaves i go around the room and say mr wade what was the strength mr keeper what was the strength and i i sat and i'm going to go back mr wade what was the concern it's mckeever what was the concern and we're going to provide the board with those issues so that as you go into your final interview let's pretend you like canada today you're going to look at the issues and make sure all your subsequent questions and conversations are going to be clearing up issues that the community has brought forward okay this will have to be repeated again and again um you select
089the superintendent you that is the work of the school board and the sole responsibility of the school board we do not and this committee will not this committee will advise you and it will advise you in a very structured and clear way that is the same for each candidate but we will not have a consensus from that group they will not vote that's not appropriate they are there to advise you so that you can make this decision you're going to have information that they don't have first of all you've had a you've seen all of their background they'll also see their resumes and that kind of thing you're also going to be calling references and then you're going to spend a day with each candidate you're going to have different experiences and more information so
090i will say again they do not no one picks the superintendent except for the seven people on the school board thank thank you any other questions we appreciate you both thank you be safe safe travels yes okay um we are moving on to um board response to written reports any questions concerns about this good job thank you for the report yes and we will have an update um i believe in august more comprehensive update on that um and we are now moving to our second opportunity for comments from members of the community again anybody here in the in the audience is welcome to to step up and make comment if you would like and or if there's anybody registered on the zoom meeting or the zoom platform please state your name and you're limited to
091three minutes and i don't know if you don't does not appear that we have anybody in the zoom room we'll give it just a couple more seconds all right we are going to close comments from members of the community was there a question i don't i can't hear you are we going to do the kim powell new safety model okay okay okay if you have any questions about it that we just finished that so if you have any questions or concerns like that would you want to do you have any thoughts about it no i was just wondering if we usually do something thank you so i at this point in time i had just i had felt comfortable with her providing is just a quick written report and update and have asked that they
092come back in august with a more comprehensive presentation to the board all right thank you and we are moving on to comments from the board and i will start with dr kraft so i do not forget you appreciate you zooming in yeah well um i am just struck with you know the solemn task before us in um really finding the right person to lead our division and i you know i really appreciate the work that's gone into this and we have a lot more work at work ahead um but it's really probably the most important thing that our board is tasked to do and yeah so i'm um very aware of that at the moment and uh look forward to uh getting you know getting getting that process underway um in terms of candidates and
093the community committee i think is really important the confidentiality i also agree is super super important for that so that's really all i have right now i think that uh we're working on so many things at this point in time that are really big and really important for our division both now and in the future and uh um you know i think it's it's just a uniquely important um time for us all so i'm looking forward to having a little bit of a break and i imagine other people are too and then just diving right back into it thank you tonight i will start i believe from my left so lashandra do you have any comments um i do not have any comments all right thank you mr bryant very brief as i said earlier
094um this document has set the tone as we move forward and seeking a new superintendent um i spent all day yesterday reading this and very interesting the comments from various members of our community and they will get a chance tomorrow to see it based on the website so i would encourage everybody to read this document in detail thank you yes leopardia miss lisa torres um i too read the document probably took me a little longer than most people because i was dividing my time and making sure that i gave it the attention that it needed before i got on the school board i had friends in other localities that are and or were school board members and they shared with me exactly what miss mundy said your job is to hire a superintendent if ever
095that happens uh address budget and policy issues like i said the most important thing was the hiring of a superintendent if you're ever put in that position so we are put in that position i think that we are poised to select someone that will be able to take our school division to the next level i think an advantage that we have is none of us have ever done this before and i think we're going to do more than our due diligence to make sure that we get it right and um that's it thank you miss mcgiver i have no comments mr wade no comments oh my goodness is there a baseball game going on or something [Music] um um thank you everybody um for for all that you do um i i was actually sitting
096here um listening appreciating all of your comments um and reflecting back to um when dr atkins approached us and shared that she was moving on and just that first few days of what that felt like and as miss purrier said you know that realization that none of us had done this um and gone through this process and so as we you know i don't know what you all were doing but as i was scrambling um within you know my head and um within you know and amongst other people to kind of get a grasp of what this was going to feel like it was very overwhelming um there for a few days and and we kind of eased into it and i think got into a flow and i really was a little surprised that
097i i felt a sense of peace tonight listening to them and knowing the work you know as they laid out what they would do and how they would engage with the community and bringing to us you know all of the comments um in the form that they did and making it available i mean it's just like things are falling into place and um yes there is still some tough work ahead of us um but i feel like we're in good hands and and we are moving forward so that that was a nice feeling to have sitting here tonight um also um [Music] wanted to acknowledge and thank you know parents again who sent emails um and ask questions um i i think there were some some good questions and an email that came in this
098week um just regarding you know a change in our practices as as they look to enroll their young student into our schools and and wanting to have a better understanding of what what's that going to look like you know what will the classroom look like what will masking policies look like what will you know distancing interaction instruction all of that and we're really great questions and um so you know i just wanted to remind everybody that that we as a board are following a policy that was in response to the state of emergency that was enacted by the governor last year and as everybody knows i mean and there was a policy that we enacted and put in place that spells out very clearly masking expectations and how we kind of survived and got through
099this year so thank you to everybody who was part of that to the covid committee who worked really hard to kind of help form that and our practices and then we've adapted that as as guidance has changed but we're really working under um again guidance or you know because that state of emergency was there and then guidance from vdoe and the cdc well that state of emergency is set to expire at the end of this month and um after that happens you know we need to wait and see a little bit about any legislation that might affect masks and also wait to hear and see if there's guidance that comes down from from the governor and the state board of education vdoe and cdc and we as a board and and mr henderson and staff
100and everybody will receive all of that information and come together and um you know and have discussions and and make policies based on where we are as we get closer to the return to school so i know that's not maybe concrete answers but there's still some question marks out there so i do want to just remind everybody you know to be safe and and be healthy and be well and and i do want to put in a plug if i may for blue ridge health district um i am a health care provider and i just found out this week and i deal with people who are homebound which means it's really taxing for them to get out and and although some can get out for medical appointments there are some who just it is near
101impossible for them to leave their home and so i reached out to the health district and made a phone call and they are able and they are actually working with the fire department and local ems who will go to people's homes and provide vaccines and i did not know that so i and and we did i sat right there i opened up my phone we called she got a phone call um that evening and has their first vaccine and um i just felt like that was great to know and it's great to share out for those if anybody has anybody that still needs you know and can't get to one of the locations to receive a vaccine so with that being said i will wrap up my comments and hand it over to mr henderson
102and ask if you have any comments just an update um several days ago we received information from vdoe in terms of our buildings and um what can be eliminated regarding procedures that have been put in place previously and that is mask wearing our buildings who are that are not serving students employees do not need to wear a mask nor do they need to follow the space restrictions if a employee is not vaccinated he or she must wear a mass at all times and if our employees are in buildings that are serving children they must wear masks and follow the space restrictions so right now we'll have a few elementary schools that are not serving summer school and we'll have only a few employees in those buildings because it's a lot of construction going on those
103employees will not need to follow mask and distance [Music] specifications as well as the building division office as well as the nx unless they're we're beginning to receive preschool children and then they will have to wear a mask so um that just changed four or five days coming from the bboe and recommendation from the cdc we're still waiting uh once the um we hear from the governor after june 30th i'm sure there will be additional information coming to us as we prepare for the opening school other than that i have no other comments thank you um and now we're on to a work session wrap up um if dr baptist is still with us yes ma'am uh we only had one item and that was to make sure that in the application for the return
104to learn that um there was a question that if anyone needed additional help with their virtual learning to let us know that was the one item if we can target that to our k-2 families that would be great okay please yes ma'am thank you all right and we are on to upcoming meetings which i think pushes out to august [Music] august 5th 5 p.m and we will be back in the media center so we will be back to our um normally schedule time and location so with that being said i am i am going to adjourn this meeting thank you everybody