0015:30 p.m. I call the Thursday, August 7th meeting to order. Madam clerk, please call roll. >> Dr. Williams, >> present. >> Mr. P >> here. >> Miss Walker, >> present. >> Mr. Terry, >> here. >> Mr. >> here. >> Mr. G >> here. Next, I'll move to item 1.3, approval of the agenda. I motion that we accept the agenda with the exception of moving item 9.1 personnel recommendations to tonight's work session. >> I second. Motion made by Miss Avery, second by Dr. Williams. Any discussion? Any discussion? Hearing none. Madam clerk, please call for a vote. >> Miss Cunningham? >> Yes. >> Mr. >> Yes. >> M. >> Yes. >> Dr. Williams? >> Yes. >> Mr. Terry? >> Yes. >> Miss Walker? >> Yes. >> Mr. >> Yes. At this time, we'll have a moment of
002silence and pledge from Dr. Cory Williams. You can please stand and join for a moment of silence. >> Join me for the pledge. I pledge allegiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> Thank you. Next, we'll move to item 2.1, approval of minutes. These are the minutes from our July 17th regular meeting and our July 24th uh special called meeting. I'll make a motion that we approve our minutes. >> Second. >> Motion made by Miss Walker, second by Miss A. Any discussion on a motion? Any discussion? Hearing none, madam clerk, please call for a vote. Miss >> Dr. Williams, >> yes. >> Walker, >> yes. >> Mr. >> Yes. Next, we'll move to
003recognitions 3.1 attendance recognition. And at this time, I'll turn it over to Miss Harris and Miss Walker. Chairman Graves, board members, Superintendent Haristen, I want to take a moment to celebrate the incredible achievement of our schools that have reached level one in attendance. This milestone reflects the dedication of our staff, students, families, student support services, social workers, and our special education department. The collaboration between the student support services, special education department, and our schools to build relationships, remove barriers, and support students every step of the way has made a meaningful difference. So, congratulations to all the schools and to also the um attendance secretaries for a job well done. Teamwork truly has contributed to the success of all. And then Miss Walker's going to come and she's going to give us um some data. Good
004evening. In June 2021, 1,21 students were identified as chronically absent. As of June 2025, that number has decreased to approximately 648 students. A powerful testament to the progress we've all made together. While the work continues tonight, we pause and honor the commitment and dedication has taken to reach this point. Please join us in celebrating each represented school tonight, not only for showing up, but for setting the standard of what's possible when we all come together and we all support our students. So we have a banner for each school. So we would like to call the school um up to get their banner and we have a certificate for our um attendance clerks. So first we have Park Avenue. Thank you so much. Get in there. new camera lady. >> Board members will remain where they
005are. We have you got them. We have got Thank you so much. Just give them a hand. Congratulations. >> Next we have Galileo, Miss DJ Jouette, and Miss Ramsey. Principal Ramsey. All right. Thank you. Let's give them a hand. Next, we have um Miss Ford and Bonner joined by Miss Grassy. Can we see? Can we see everything? >> Hey, yeah, I don't think we can see Miss Con. >> You contribute to this one, Miss. No, you bottom. That's fine. Thank you. We Thank you. We have uh activate principal Scott and Sherry Farmer. Thank you. Thank you. Thank you. Thank you. And then we have Forest Hills, Sharon Ree, and Rep. >> Oh, okay. How are you? >> Here you go. Here you go. >> I think it's not bad. Right there. Yeah. Round of applause.
006Next, we'll move to item 3.2, special recognition. At this time, I'll ask Mr. Scott Bisby and Chris Graham if you will please come forward. Just want to read something real briefly. Y'all can join us. On behalf of the Danville Public School Board, we extend our deepest gratitude to Scott Bisby and Bisby Honda for their unwavering commitment to the students and staff of Danville public schools. Your generous support has gone far beyond donations. It has been a true investment in the future of our community. Through your contributions, you have demonstrated a sincere belief in the power of educations and the importance of uplifting those who serve and those who are learning. Whether it's providing resources, opportunities, or encouragement, you've helped create a stronger foundation for success for our students and staff alike. Your partnership reminds us
007that when local businesses and schools work hand in hand, we create a lasting impact that reaches far beyond the classroom. Thank you for being a shining example of community leadership. Let's give them a round of applause. >> Thank you so much. >> And to Scott and Chris, thank you for everything that y'all are doing. I know a lot of the stuff that y'all do is definitely behind the scenes, but we do appreciate you for everything y'all do. Let's give him a round. Next, we'll move to item 4.1, public hearing, of proposed policy updates. At this time, I'll open the public hearing. We have any signed up? >> All right. At this time, I'll close public hearing. Next, we'll move to item 5.1, public may address the board. Do we have any signed up? Does this
008All right. Next, we'll move to item 6.1, local plan for education of the gifted. At this time, I'll turn it over to Dr. Jordan. Good evening, Chairman Graves, board members, and superintendent Harrison. >> I am Dr. D. Jordan. I have the pleasure of serving as the advanced learning coordinator of school advanced learning coordinator of school choice and advanced learning. Oo, tongue tied with me today. I also have the wonderful Lee Gunther who is our advanced learning specialist and she also serves as the division um school counselor. Together we are the advanced learning department. Each year or every five years the Virginia Department of Education has a technical review of gifted plans. The last review occurred during the 2024 2025 school year and my purpose today is to highlight the accommodations we received as well as
009recommendations. The gifted plan also aligns to our strategic plan to address student achievement for those students who are already performing at or above grade level to make sure that they are taking ownership of their learning. The first commendation that we received was that our plan highlights the Damville public schools commitment to offering advanced course offerings. In the graphic here you will see that for the 2025 2026 we have students who are taking advantage of the opportunities that we have ranging from in middle grades they can do honors and gifted enrollment or take advantage of advanced placement which is also called AP international balor IB dual enrollment or honors classes. This the numbers here do not represent students but also it represents student enrollment so that we can better track the number of offerings our students
010are taking advantage of. So for example, you could have one student who has taken multiple advanced course offerings. The highlight of our advanced course offerings is something that is very unique to only Danville public schools and that is our early college where students have the opportunity high school students have the opportunity to participate in dual enrollment and earn their liberal arts associates degree. Since the inception of the early college program, we have had 133 students participate in early college. The first graduating class had 17 graduates. Last year, the class of 2025 had 37 graduates, and we anticipate that the class of 2026 will have 32 graduates. Another accommodation that we received is that in Dville public schools, we have measures in place to identify students who have superior aptitudes. This is evident by our current
011numbers for 2025 2026 of students identified as having a gentle general intellectual aptitude or what we refer to as GIA that is recognized in Virginia in grades K through 12. The numbers represented here are for elementary, middle, and high and together we have 412 students meeting that criteria. Another accommodation that we received is that our plan clearly outlines the services that we have and the opportunities that we have for students who are performing at or above grade level to have time with their intellectual peers and receive appropriate differentiation. Our service models for our gifted plan include the following. At elementary, we have a strong talent development program. Talent development is for students who have not yet met our identification criteria but are performing well above their peers in their school-based setting. We believe that every
012school has top performing students and we need to be making sure that we're nurturing those needs. In addition to talent development in our elementary schools, we also have pull out enrichment that is provided by the gifted resource teacher. We currently have four gifted research teacher resource teachers and they are assigned to our elementary schools and provide pull out enrichment for our students. In the middle grades, we have the opportunity for students to participate in honors or gifted courses as well enrollment in high school courses. And at the high school, we have students who can self-enroll them self- select for enrollment in IB, dual enrollment, IB or AP classes, as well as participate in early college, AET or the governor school. So again, this was something that was strongly highlighted in our plan of the opportunities
013for service that we have for our students. We were very proud of the recommendations that we received and we also appreciate some of the recommendations that were made because it gives us an opportunity to continue to strive for excellence. The recommendations are highlighted here on this slide. The first recommendation that we received is that we need to make sure that we have a curriculum that is showing how we are making key differentiation for our gifted learners. Our response is that for the fall of 2025, and I do apologize for that typo, for this fall, right now, we are rolling out high quality instructional materials for gifted students. They also recommended that in our offerings for teachers that we do more than just list PD opportunities, but to clearly describe those. We also um made they
014also wanted a recommendation of not so much PD for parents but offer seminars and things for parents to be very transparent of what's in our plan. In the next few slides I will highlight those two items. And then the fourth recommendation that we received is to make sure that we have a way of evaluating our program and our response to that is that we're going to better use data to track the success of our students that we serve. So for the high quality instructional materials, we decided to um focus our attention at all levels, elementary, middle, and high. So for elementary, we will be using the primary education thinking skills that will primarily be used in our talent development program for our early learners. So K2, we want an opportunity that before we even assess
015these students that we're given the opportunity in whole group instruction to focus on critical and creative thinking. The pets curriculum is nationally uh recognized to be one of the best curriculums to do that for gifted students. Um the use of think law actually shows Danville public schools ability to always be ahead of the curve. Uh think law is a curriculum that was designed by Colin Seals and focuses on critical thinking in all content areas. The reason that I say Danville is shown to be ahead of the curve is because a lot of divisions in Virginia are just now beginning to use think law. Um but we saw it, we knew the benefit of it for our students and have already had plans to implement it. In the fall, Colin Sills will be coming to the
016Virginia um consortium to speak to gifted education administrators um as the keynote. So again, we were already ahead of the curve in recognizing a curriculum that would meet our students needs. And then at the secondary level, we will be using the AP classroom. We have um students, we have students who are taking AP um classes. AP classroom is a resource that when the teachers combine the resources in AP AP classroom with the textbook that has been approved by college board, our students will have the opportunity to make sure that they have test prep that's going to help them provide um be prepared for the assessments. I want to loop back to think law and to highlight that it will be used as pull out enrichment for grades three through five as well as opportunities for
017our middle school teachers to have access to the database and the um lessons that are in Think Law to meet the needs of students in their classes as well. And so for supporting teachers and supporting families, we're going to be intentional with the professional development that we're offering. The professional development listed here shows our teacher professional development. We're going to be working on things from characteristics of gifted learners to classroom practices to meet the needs of gifted learners as well as other students who are performing at or above grade level. We're going to be intentional with working with our teachers on what the kagat is because that is the test that we typically use first to assess a students for ability for identification. We're going to do that in grades two and five. But we
018want to make sure that our classroom teachers understand the purpose of the test. Not only that, our gifted resource teachers will be doing classroom lessons with our second graders so that they understand the components of the test and how to successfully answer questions on that test. For our families, we're going to be transparent with the services that we offer. And we want to make sure that we're meeting the needs of our parents at key um opportunities such as the transition from elementary to high or elementary to middle and then the transition from middle to high. And then for uh monitoring what we're have in our plan, we want to make sure that we are creating a database that we can have access to to better monitor the students who are going from talent development to
019identification. For any student that meets our criteria and is identified as gifted, that information is entered into power school. However, our gifted resource teachers and our and in the middle school, we have students who are not yet identified who are participating in advanced coursework. We're not h able to track those students in power school. So, we want to have a database to better help us do that. We also want to make sure that we're clarifying the purpose of a universal screener. And a universal screener is the opportunity for a student to be assessed for gifted identification without the need of referral. We will do opportunities in second and fifth grade using the COGAT, but then we also have opportunities to use academic data such as the PSAT and the SO. We want to make sure
020that we're clarifying how a student can be identified in other areas other than GIA. The other areas that we're going to focus on for our next plan will be the specific aptitude um academic aptitude SAA, visual and performing arts and career and technical aptitude. And as you know most y'all were all at the um grand opening of GW and you saw the wonderful facilities that we have. That also gives us a awesome opportunity to work with Dr. stone to figure out how we can take what those students are learning in those programs and match it to an identification criteria so that they can be identified as gifted as well. So it is our hope that when we combine high quality instructional materials and that we are intentional in developing our students at an early age,
021we will increase our identification and we will continue to be ahead of the curve. I'll be glad to answer any questions you may have. >> Any questions? Any questions? Awesome. Thank you. >> Thank you. >> Next, we'll move to item 7.1, benefits update. At this time, I'll turn it over to human resources. >> Good evening, Chairman Graves, Vice Chair A, Dr. Harrison, and members of the board. As a part of our con continued commitment to being an employer of choice, we are proud to present the latest updates to of our employee benefit program in partnership with One Digital. These updates are designed to enhance the well-being, satisfaction, and support of our valued staff across the district. Tonight's presentation will be led by Mr. Paul Leprad, our dedicated representative from One Digital. Mr. Proud will walk
022us through the enhancements and new offerings that reflect our strategic focus on employee care and retention. One of the most exciting additions is the concier service, a personal personalized support system that empowers our employees to navigate their benefits with confidence and ease. Whether it's understanding health options, resolving claims, or planning for the future, this service ensures that every employee has access to experts in this and guidance in their needs. These improvements are more than just updates. They are reflection of our values. By investing in a comprehensive, accessible, and responsive benefits, we reinforce our commitment to attracting and retaining top talent and to fostering a workplace culture where every employee feels valued and supported. Thank you for your continued support as we strive to make our district not only a great place to learn, but a
023great place to work. And now, without further ado, I introduce Mr. Paula Bernett. >> Thank you, Miss Wimberly. Good evening, everyone. >> Good evening. As Miss Wimberly mentioned, my name is Paul Lrad and I have the distinct honor and privilege of being you all's benefit consultant through one digital. So fancy words just to say that I tried to do my best to make sure that the benefits for the employees are not only up to par, but exceeding expectations and getting the care that all the employees deserve. As Mimbley mentioned, we're going to go through a few updates that we have for the coming year and then going forward. Um, and also some ideas that we have going forward beyond 2025 2026. Um, so also, you know, we want to talk about some of the benefit
024changes that you may hear your employees say that we hope are positive changes from not only from a benefit enhancement but also a premium. So that means less money coming out of their paycheck for enhanced benefits. Okay. And then we are going to be talking about the uh concierge services that MissW really just touched base on that hopefully your employees have had access to or not they will take advantage of for the one-on-one education and assistance throughout the year that will be available both in person and virtually. So the first thing I want to talk about is just some successes that we've had over the last 6 to 12 months that may not be as available as we would like them to be. So first thing first success that we have is that we offer
025quarterly meetings with the leadership team to talk about benefits and get their feedback on how the benefits are working. You know if an employee is unhappy about benefits we still take that feedback personally and say what can we do to make that better. So not addition in addition to receiving that feedback we also offer projections for rates for the coming year. So we try to be as proactive as possible for not only medical dental vision but any type of voluntary work site products so that we don't see a huge hike in um employees premiums if we can avoid it. So we try to be as proactive as we possibly can. The second bullet is we actually just implemented with the help of the team a leave of absence program that it's going to assist the
026human resources team about doing or assisting in the um excuse me employees leave whether it is short-term disability long-term disability FMLA whatever that leave may be assisting with the employees with that function of their lives because that is a stressful process as they go through it. So having that assistance there for not only assistance with doctor's visits, with paperwork and anything that needs to be done to return to work, we have that availability so that the employees can feel at ease. The third thing is what we do annually. We evaluate your market partners, which is essentially just a fancy way of saying carriers. So is Anthem the best fit? Is Sigma the best fit? Is All State AFLAC the best fit? We do that every single year because we do not want to be complacent
027and say, "Okay, well you've been with this person for so long, you're going to be the best fit." because as we know with our costs ever growing, we want to make sure what we can do to keep those costs as low as possible for your employees is what we're going to do. So, as an outcome of that um market evaluation this year, we were actually able to find alternatives that, as I mentioned, enhance benefits and lower the premiums for the employees. So, I'll touch on those in just a few minutes. Part of the concierge services offering one-on-one meetings for not only during the open enrollment period, which is current currently happening, but also throughout the year. So, if an employee goes to the doctor in October um or November and they have some problems or
028balance bills or anything of that nature, they have one-on-one concier service that can help them through that because we do not want them to be the middle person between a doctor or a hospital bill and then trying to see if they need to pay that or an electric bill, right? So, we want to take them out of there. So, have that one-on-one touch that their employees will hopefully have a great benefit for. The uh next option is what is called a benefit hub. So, we actually implemented a benefit hub that is actually a discount program on services not related to benefits and insurance. So, there is a benefit hub for Danville public schools that can offer them discounts on rental cars, travel, um amusement parks, um homeowners insurance, you know, it's a it's a large
029plethora of options that they have access to that, you know, even though it's not insurance related, we do try and save them as much money as possible on things outside of our control. The second to last thing we we like to talk about is our it is our job as your consultant to make sure that you are in compliance with any type of legislation that is currently going through federal, state or local levels. So we actually have our own compliance team that sends out updates on uh you know most recently tariffs or you know the big beautiful bill as just naming two um that have kind of affected you know medical care for the entire country. But any type of legislation that is going on state, federal, local level, we make sure we update the
030leadership team on so that if there is if Danville is affected, we make sure we take those proper uh precautions to make sure that they're in compliance with the local state laws. And then, oh, I'm sorry. Heavy fingered, I suppose. Um, and then the last thing is that we do provide monthly newsletters that the employees do receive. Um, we do call these wellness newsletters. So they could range anything from physical, mental, emotional health to if they have any type of estate planning, will planning, um financial stress, student loan stress, anything of that nature. It covers a broad aspect because we know health is just not one small thing that we have to tackle. It's a broad spectrum. So these new letters go out every single month year round um that we hope are that your
031employees find beneficial. So the next couple slides are going to be talking about that conciered services that was mentioned. So, here are a couple, you know, uh, different examples of how that conciered service could be a benefit to the employees, such as in-person one-on-one education on what the benefits are. Me being an insurance nerd, the insurance world is ever changing. Okay? So, even it's confusing for me sometimes. So, we want to make sure that your employees know exactly what the policies are, how to benefit and see how they can supplement either their income for uh property and casualty insurance or making sure that you know their health insurance is taking care of them, you know, when they either at their lowest or they need care, right? You know, we do have the virtual support both
032by phone or Zoom or Teams or whatever the preferred Google meet, whatever the preferred method of the employee is that we offer one-on-one at the employees discretion of the time because we all know that especially with the school year starting that time is not something that they have at this current moment. So, we want to make sure we're available for them. We do have marketing material creation that we can do either at a personalized level or a whole generic level, whether it's email or text uh text message marketing. We try and get in front of the employees as much as possible just to remind them of what benefits they do have and what and how to best utilize them. We do have a personalized website for product information as well as scheduling those one-on-one conversations.
033So hopefully the ease of access to those concier services is streamlined. And then um education support for all lines of coverage to try and be an extension of the human resources department just to at least attempt to walk through the process, walk through the education for the employees to make sure they are well versed in making decisions that ultimately they will need down going down the line. This slide is just talking about the support model you kind of ongoing in addition to what we've kind of already talked about. We'll talk about the fourth and fifth point is, you know, we are able to when it comes to these carriers, these AFLAC Anthems, they bill, right? They cost a lot of money. So, what we do offer is a reconciliation or assistance with those bills to
034make sure that you all are not overpaying for these services where you do not need to be, right? So, who was getting covered is who's getting paid for, right? Because, you know, we just keeping everybody honest. And then the last thing, employee claim support. I touched very quickly on this where someone is in the middle of a doctor's dispute, right? A hospital bill issue, call us, call the team. We will get the employee out of the middle of it and we will handle that for them because that is stressful enough and they have more important things to worry about such as the kids, their jobs, everything than to be worried about what, you know, Dr. John Smith build me for. Okay. Now, benefit enhancements. And I'm sorry that it cuts off a little down at
035the bottom. I wanted to kind of touch base on three of the biggest benefit enhancements we have this um this year as a part of that market evaluation. The first is the uh accident plan which an accident plan high level is if god forbid somebody gets in an accident you know at home whether it is in the car and the car insurance doesn't cover it. You have an accident policy that can help cover those out-of- pocket costs or if it supplement your income if you're ever out of work. Okay. What we did there is we are actually moving away from Allstar to All State to Affleck um for four main reasons um among others. One, the chiropractic visit. If you are in an accident and need to go to the chiropractor, there is a benefit
036in there that will give you or pay you $30 per chiropractic visit now up to six visits. The current policy only allows four. So, it's an enhanced benefit there. hospital confinement benefit and that is just strictly fancy words for saying if you are in the hospital and you are admitted you are now inatient. There is a this policy will actually pay you money each day you're in the hospital. Okay. The current policy through all state only allows one claim per year. This is now one claim per incident. So god forbid, not wishing any but knock on wood my own head, right? If you're in the hospital multiple times, you get paid multiple times. Okay? Because no matter if you're in the hospital once or three times, those bills are keep rolling, right? And then you
037can see here with the enhanced benefits, we actually lowered the rates for the two different plan offerings. The low plan and the high plan. The low plan got lowered by 12% and the high plan actually got lowered by 34%. We're very happy about that. Critical illness, if you, you know, been diagnosed with a stroke or heart attack or anything of that nature, you now have a policy that can help pay you for, you know, those visits. Um, you also moving away from all stat to all state to AFLAC. The guaranteed issue without questions, without having to answer a bunch of evidence of insurability questions has now been increased from 20,000 to 30,000. So an employee can get a minimum 30,000 or maximum $30,000 benefit with no additional questions. Okay. Increase the spouse benefit to 100%.
038And so now spouses, if you would, if someone has a spouse on the plan, they can increase their benefit from 30,000 when the current benefit is only 15. And then saving an average of about 12.5% on the premium for the employees for that plan. And then the hospital identity plan, um, you know, also moving away from all state allstate to AFLAC, you know, we're offering two plans. And the big thing is there's no pre-existing or no pregnancy limitations. So if we have anybody that you know has to go to the hospital for any type of injections or regular care, there is no pre-existing there. So that is the big thing that we wanted to highlight there. Um what's cut off and I apologize again is the hospital admission plan here as I kind of mentioned
039if you are in the hospital and you have this plan um on the high plan I believe the benefit is now up from $150 to $200 per day that you're in the hospital. So that could help supplement a little bit of if there's any income loss with someone being out of work. And with that being said, I will stop my benefit spiel and I'll be happy to answer any questions anyone has. >> Any questions, Miss Walker? >> Maybe Miss Wly, the question is um that was an amazing presentation. I thank you for what you're doing for our district. Is this the first time we have utilized a consultant out? >> No, we actually had um one digital for some time. we are just using them in a different way. We've asked for um we want
040all the things. That's basically what I said. I said I want everything that you have to offer and then we sat down had a meeting and we just and we came up with the plan that we have now. >> Okay. Thank you, >> Mr. Payne. >> Thank you for the this great presentation. Can you elaborate a little bit on pre-existing health issues? >> So, can you hear me? Okay. >> Let me let me repeat it. Can you elaborate a little bit on pre-existing health issues? >> Yeah. So if you have been some of the plans currently with all state if you have if you are you know a type 2 diabetic or have hypertension hyper lipidmia or if you had a heart attack or a stroke it can be very difficult to find a policy
041that can cover those type of circumstances with a us moving to AFLAC and saying hey we need better benefits for Danville public schools the hospital and dimmnity plan and critical illness plans they do not offer any type of you know pre-existing clause so that way if you if someone that has those type of pre-existing chronic conditions, they can actually get this insurance without having to go to the doctor, having to fill out, you know, 10 10 different pieces of paperwork, things of that nature. And your rate is not affected by that. So that's the big that's the big thing. >> So once again, you're saying pre-existing issues >> Mhm. >> will not affect the rate. >> Correct. >> Okay. Do will they have to do a physical or anything? >> To my knowledge, no, sir.
042>> Okay. But and then that's why we have you know if you I'd be happy to give the concierge number for anyone that needs that have that question and they can actually walk through that process and actually tell you what your rate is for whatever coverage level you choose and they can actually tell you what the rate is. >> Thank you sir. >> You're very welcome. >> Awesome. Any other questions? Any other Thank you, Mr. Lra. >> Thank you Miss Woodley. >> Next we'll move to item 8.1 updated 2526 academic calendar approval. At this time, I'll turn it over to Miss McCro. >> Good evening, Chairman Graves, Vice Chair AIT, members of the board, and Dr. Haristen. My name is Olivia McCra, and I'm the director of assessment and state reporting. And tonight, I have
043the uh 2526 academic calendar for your approval. Some notable updates. Uh on the bottom right, and this is a clickable link, uh you should also have a copy of this in your folder. Uh we've added summer graduation for next school year. We've also added winter graduation for January. Uh we've removed one half day exam days um due to attendance during that time. So the full school day um students are present. Half days they feel like they don't have to be. Um, we've updated the last day of school to May 21st for Galileo and GW so that Galileo can graduate that evening and then GW the next morning and May 22nd, that graduation day will also be the last day of school for our other schools. Um, RISE will graduate on May 27th, the following week.
044And we've added those times for those um, end of year graduations as well to this calendar. So again if you click on the photo you can see the full calendar link um and more on the rationale for these updates. So uh the one half exam days like I mentioned were removed due to attendance on half days. It is significantly lower um during that period. Um summer and winter graduation added to reflect our full year of graduation events not just the end ofear graduation. And then we updated the last days of school based on community feedback and scheduling conflicts with a midweek graduation, which is what we originally had planned. And then next steps from here, I will hopefully be bringing to you guys the um calendars for the school years 26 27 and um hopefully
045in the month of September. >> Any questions? Any questions? >> Mr. P, excuse me. Thank you for the calendar for January of 2026. It does do not have a return color for the the students. >> Yes, sir. The students will return on January 7th and uh you can see that the 6th is highlighted as a teacher professional day and that the start of term for Q3 starts on January 7th. You can see that on the right side of the calendar. >> Thank you. >> Yes, sir. We are trying to limit the number of colors on the calendar. Keep it simple. >> It looks good. This is an action item. >> Oh, I'm sorry. Did you have one? >> It's Dr. Williams? >> Yeah, we're good. >> You sure? >> Yeah, we're good. >> All right.
046>> This is an action item. >> So, move. >> Second. >> Motion made by Dr. Williams, second by Miss A. Any discussion? Any discussion >> hearing? None. Madam Clerk, please call for a vote. >> Dr. Williams, >> yes. >> Miss Cunningham, >> yes. >> Mr. Payne, >> yes. >> Miss Walker, >> yes. >> Mr. Perry, >> yes. M A. >> Yes. >> Mr. B. >> Yes. Thank you. Next, we'll move to item 10.1, RFP 2526-532, school nutrition individual programs. I'll turn it over to Miss Gillis. >> Good evening, Chairman Graves, Vice Chair A, Superintendent Harrison, and members of the board. I stand before you asking for approval for RFP number 2526-532 that was released on June 24th of 2025 and opened on June July 10th of 2025 for several products utilized by the school nutrition
047program. These products include paper and manual chemical supplies, milk and dairy, ice cream, fresh produce, fresh bread, and water and beverages. The recommended vendors are listed by lot number. >> Any questions? This is an action item. >> I move that we approve the RFP from the finance department as presented. >> Second. >> Motion made by Dr. Williams, second by Mr. Terry. Any discussion hearing? None. Madam clerk, please call a vote. >> Mr. Payne, >> yes. >> M. A. >> Yes. >> Dr. Williams? >> Yes. >> Mr. Terry? >> Yes. >> M? >> Yes. >> Mr. Walker? >> Yes. Mr. >> Yes. Thank you. Next, we'll move to item 11.1, board requests, future agenda items. Any board requests? All right, hearing none. Any further business? Any further business? All right. Meeting adjourned. Thank you.