001Good evening everyone. I call this meeting to order at 6 pm on February 19th, 2026. We have a quorum present. Let's proceed. Can we all stand for the pledge of allegiance? >> Ice to the flag of the United States of America and to the republic for it stands. One nation under God, indivisible, with liberty and justice for all. >> Miss Wisac, roll call. >> Good evening, everybody. >> Good evening. >> Miss Boon >> here. >> Miss Bailey, >> present. >> Mr. Als >> here. >> Mr. Grant >> here. >> Dr. Harrison >> here. >> Mr. Hold >> here. >> Miss Parker >> Dr. Dr. Carter >> here. The approval of the agenda. Madame chair, I approve we I move we approve the agenda as presented. >> We have a motion. Do we have a second?
002>> Second. >> Proceeding with the votes. Mr. Osbrook. >> Nay. >> Kent. Um Grant. >> Staying. >> Parker. >> Hi. >> Bailey. Nay. Hi >> Reed. >> Yes. >> Boom. Yes. >> Next we have the super superintendence report. >> Dr. Miner. >> Good evening, Madam Chair, school board members, Dr. Carter, citizens. Thank you. This evening's presentation provides an overview of our division's grievance and complaint procedures, specifically how concerns are received, reviewed, documented, and resolved within Franklin City Public Schools. The purpose of this presentation is to ensure clarity. Clear procedures protect employees, administrators, the superintendent, and the school board. They also ensure consistency, due process, and compliance with the law. It is important to distinguish between Go back. It is important to distinguish between policy and law. Our grievance and complaint procedures are governed by schoolboard
003policy, Virginia code, and federal law. In addition, whistleblower protections are established under state statute. Whistleblower protections is not a discretionary local policy choice. It is a legal requirement already defined in law. Because whistleblower protections are codefed in statute, the division is required to comply with that law regardless of whether a separate local policy is created. In other words, we do not we do not create policy to restate what the law already mandates. We implement and follow the law as written. So, this presentation is going to give us an overview of our personnel policy G, the related grievance procedures, a summary of the resources available to Franklin City Public School staff, a overview of the 2025 2026 HR training highlights, and a regional comparison for um that we did in our TASPA meeting on February 10th.
004Next slide, please. >> Before we go to the next slide. >> Yes, ma'am. So, if I'm understanding correctly, you're saying that the whistleblower is a pol. It's a law. It's not a policy. It's a law. >> It's a law. >> So, with it being a law, just briefly, unless it's inside of what you're showing us, it's a law. How do we implement that law? Is it by these surveys that are being given out? What is it? So if someone actually files a grievance or file a complaint against anyone in the division, we are prohibited from from retaliating or harassing or creating a hostile work environment. We follow that law. So, by following that law, I'm just speaking as if um what I've been told or asked in the past >> that there are teachers that
005refuse to say anything out of the ordinary because they are scared of retaliation. So, how are we implementing to them that there's no retaliation if this is a law? So in our trainings we did go over the grievance process and the complaint process and we talked about retaliation. We talked about hostile work environment. We have to trust that those that they complain about let HR do their investigation. Everyone has a right to due process. So we do the investigation. Um the person that files the complaint they give us their witnesses, their dates, their times, all the information about the complaint. We actually do invest we actually do interviews on anyone that is listed as a witness. Sometimes we get other witnesses within that investigation. So we try to interview everyone that has been involved in
006the actual complaint that has been registered with HR. With that being said, we also we let that person know if any corrective action has happened. We can't tell them exactly what has happened. Um but if any corrective action has happened, we'll let them know that. We also explain that there is to be no retaliation or harassment or abuse in that work environment based on that complaint and if they feel that it is then they come to HR and then we take um we go to the next step. >> Okay. Okay. >> I'm sorry for interrupting you. >> Next slide please. >> So in our policy framework you will see that there are some policies listed. So you go to our our um our website and you're going to look at the G the personnel policy.
007So policy GBA, it explains prohibition against harassment and retaliation. Policy GBB prohibition of abusive work environments. GBLB internal complaints. GBM professional staff grievances. GBMA support staff grievances. GBMG complaints and grievances against the superintendent. All policies are structured. I mean um all polies include structural complaint and investigation procedures. Next slide please. What we added this year in our handbook, we added chain of command and communication proto protocol so that all of our staff understand who they need to report any complaints or concerns to. We also added civility in the workplace and and that includes employee expectations, examples of univil behavior, reporting procedures and accountability standards. So on our web page, if you go to the teacher link, there's a link for the h employee handbook on page 38. That is when it talks about civility in
008the workplace. Next slide, please. So when you're thinking about civility in the workplace, these are the focus areas. Professional conduct expectations. Everyone is expected to treat each to treat each other professionally. Respectful communication. Yes. Staff members may disagree, but you are to disagree in a professional manner. There should be no choice words or anything like that. Reporting inappropriate behavior. If there is inappropriate behavior, any staff member, any student, any parent, they can they can report that inappropriate behavior. And there are accountability measures as we talked about because we are committed to a safe work environment here at Franklin City Public Schools. >> I have another comment. >> Yes, ma'am. Because now that you just said that they can tell someone, this is in a teacher's handbook. This is not in a parent's handbook. So if
009a parent or a child or someone has something that needs to be said, who do they go to? If it's with that initial principal or if it's with that teacher, who do they go to? When you say chain of command, the teachers >> know who the chain of command is. I'm just saying I'm not a teacher. So the teachers may know who the chain of command is, but I'm pretty sure because I'm also a parent. And if I wasn't sitting in this seat, >> I know nothing about a chain of command. I just know that there is a principal, there is an assistant principal. Now this year we have a dean of students and everything else. So who do we go to when we have something initiative and it may be against the teacher or
010let's just start with the teacher. Who do we go to? If it's against the teacher, you're going to go to their immediate supervisor. That could be their assistant principal or the principal of that building. >> Okay. >> And if they can't resolve it at at the building level, then they come to HR and then HR will take over. >> Okay. Okay. >> Okay. Next slide, please. The chain of command. So for employees, there are two paths to a chain of command. For teachers and schoolbased staff, they're going to first report to report to their immediate supervisor, then their principal. If they, like I said, if they can't get any resolve at the building level, then they come to HR. HR will do the investigations and anything that needs to happen. If they if they don't
011feel it's resolved at the HR level, at my level, then it goes to the assistant superintendent over HR. And if it's still not resolved, then it goes to the superintendent. So that's teachers and schoolbased staff. For support staff, it's going to go to their immediate supervisor. If they don't get it resolved, then then they'll go to the central office administrator over that department. If not, then human resources, then the HR assistant superintendent, and again the superintendent. So that's a chain of command for our staff. Okay, next slide, please. How to report concerns? So employees may comp may report concerns through their immediate supervisor through using a chain of command HR or an internal complaint form. Investigations are conducted by HR in accordance with division policy using a clearly defined process. Next slide please. So on
012the Franklin City resources page, that was one of the first things I did like when I first got here. I put procedure with policy. So, I created an internal complaints form that is located on the you go on to the teacher, then go to Franklin City Resources, and then you get to that page. There's an internal complaints form. That form asked everything that I need to know to start an investigation. It asks who, what, when, where, if there are any witnesses, and it also asks how would you like to see this resolved? So, that is in that internal complaints form, and all of all of those complaints come to HR. Next slide, please. So when it comes to complaints um concerns and grievances of course there's board staff communications there's a process for registering a
013complaint and we equal opport equal employment opportunity harassment complaints there is prohibition against harassment then there's grievance procedures that's outlined in the policy and for third party complaints if a parent needs to contact me a parent will contact me and I have had that and I have done investigations because a parent contacted me >> okay >> next slide Please. And again for reporting and resources, we do have a secure electronic form. It's accessible only by human resources and it collects all the information necessary for the investigation. We also do HR newsletters. They're they're very heavy in the beginning of the school year and then it goes down to monthly. And then there is a monthly HR school visit which is what we implemented after the last survey because they wanted to see more of HR
014in the building. Next slide, please. So, the question could be, how do staff members know about these procedures? We did training um during the summer in our administrative retreats. We had our training at SP Morton on August the 5th, JPK on the 5th, Clear Choice on the 6th, and the high school on the 6th. We also went over everything at new teacher orientation on August the 11th, and we also went over again at the staff meetings um on August 18th. I'm going to turn over to Dr. >> Tindle. Thank you. Good evening everyone. >> Good evening. >> So, I went last week on February the 10th to our TASPA meeting uh which is the Tidewater area um school personnel administrators, so HR from the Tidewater area. And there were six uh divisions that were represented
015there that day. Um, so I had the opportunity while we were there, we do a relatively open forum. What's going on in your divisions? What do you need help with kind of thing? Um, and so I brought this up and asked what kind of policies everyone else has and had kind of looked at websites before that anyway, but um, and found that none of the divisions that were represented uh, or the ones that I had looked at uh, including Southampton and Sussex uh, that weren't there have a standalone whistleblower policy. uh they all said, you know, no, we refer back to the law, but we do have all of the same um policies that are in our policy manual in that section G. Uh that include things like the grievance policy for staff and um
016support staff. Um the prohibition of an abusive work environment, all of those u we have all of the same policies. Uh they also shared that all of their investigations are handled by HR. They have similar chain of command. um that we do um and that there is actually no other division that uses an electronic reporting form like we have. So the internal complaint form that Dr. Miner was speaking of where people can go um right to our homepage and and fill out that form. None of the other divisions have something like that. Um theirs is all email or you know go to your supervisor, supervisor calls, emails, that kind of thing. Um, none of the divisions that were there permit anonymous complaints. Um, that was something that I asked about as well. You know, do
017does anybody how do you handle something like an anonymous complaint? Um, and they all said this the same thing in order to have the information that we need to investigate a complaint. We have to know where it's coming from so that we have all the information. If we don't, we can always go back to that person and say, "I need a little more information about this." and then somebody that we can ask what kind of outcome do you want to see and can go back and talk to them about the conclusion of the investigation. Um I have a question about that but isn't that along the lines of facing your accuser? So isn't that along the lines of where even though HR says that there is no retaliation that retaliation can happen because if I'm
018hearing it correctly is what you're saying is if someone is coming to you >> they have to give name dates places and everything because otherwise than that the investigation cannot go any further. Am I understanding that? So, is it along the lines of facing their accusers? How do how do we >> it it would more be um the right to due process? So, if someone's accusing you of something, you have the right to have it investigated and tell your side of the story just like they do. Um and the information that we gather is >> so that we can complete the investigation. you know, if if someone says this person spoke to me in this manner or did something like that, the more information that we have, the the more we can investigate and then
019be able to provide a reasonable response or like Dr. Miner said, if there's some kind of action taken against someone, we can have all of that documentation because we have the information to have done the investig. So what you're asking for is when someone comes to you then they need to know the who, what, when, where, and why. >> Correct. >> Is exactly what you're saying with that having their fingers crossed and I'm going to say it that way that no retaliation is placed against them when the who, what, when, where, or why is brought. I'm trying to get to the bottom of the retaliation, right? Because there are teachers that are in our districts that are saying things are going on and they do not want to speak up or they'll speak up to
020someone and then say but don't say I didn't say it right >> and then it's where I call the code of conduct friendship to where yes I am madam chair but yes I do know a lot of these teachers my children have been in this system for over 20 years and these are my children now my grandchildren are in this system So seeing them outside of SP Morton, JP King, CTE High School, I know these individuals. So yes, teachers have caught me. My driveway has been a U-turn driveway where they come in, drop off, say something. But the thing is is that I've never said what teacher I've got it from because I'm kind of with them because I'm stuck on this. I don't want them to get retaliation because we have some good teachers
021that are leaving because they're scared of retaliation. We have some teachers saying that things are going on in school. Even though Dr. Carter, you have the survey, they're still saying things are going on. So, I really want it to be somewhere along the lines of these open lines of communications to where they can go to work, they can have a good day or a bad day. It depends. Everyone has them. and then go home but want to come back. That's my That's why I'm asking about this and I'm asking questions about this because I'm also asking from a parents point of view because if I wasn't sitting here, I wouldn't know any of this. >> And with everyone online, everyone here watching us, the Tidewater News, hello, it going in the newspaper, at least they
022get to read the chain of command or however it is. Because when you say it's going on the teachers website, I'm not a teacher. I don't get to read that website. It's not a parents website. I don't get to read any of that. So, thank you. >> Had a quick question. If human resources handles all the complaints and investigations, what if the complaint is on someone in HR, the department itself, how can you investigate yourself and remain neutral? >> Well, if there's a complaint against me, then it goes to my supervisor. >> That brings me to my next point here. Dr. Miner, if I'm correct, your supervisor is Dr. Ricks and Dr. Ricks's supervisor is Dr. Carter. What if the complaint is about one of them? How can you fairly do an investigation when they
023are the people you answer to? >> Well, what I will say to that is we've if there's a grievance against me, it goes to my supervisor. If there's a grievance against my supervisor, it will come to me and I discuss that with Dr. Carter. If at any time we need to get an outside person to help with an investigation, we can do that. But we haven't had that. >> So I understand the divisions you surveyed may not necessarily have a whistleblower policy, but we have a situation in Franklin where many of our complaints are about the central office administration, especially the HR department, the assistant superintendent and the superintendent. And the problem is these are the people who are doing the investigations and HR could be investigating their superiors. This tips to scale in favor
024of the people who may be the problem. >> Well, you have to trust that we can do our job and we can do and we can be professional with our job. You have to trust that. >> It's not me that needs to trust it. It's your teachers. >> It truly is. We have we have an anonymous survey and it is anonymous. We have an anonymous suggestion box and it is anonymous. People come to me all the time. They call me all the time. If something is happening out there and I don't know about it, I cannot investigate it. If people are going to Miss Boon or Miss Bailey or Mr. Als Brook and saying, "Well, this is happening." No one is telling us. We are doing everything anonymously. We are following the law and we
025are following Franklin City Public Schools policy. >> Uh Dr. Go ahead. >> With all the Thank you, Dr. Carter. With all >> Can I address something real quick? Yes. >> I I just want to address, Madam Chair, the decorum. Um, I've not once been rude. Um, and I think that needs to be addressed. Um, that speakers need to definitely make sure that when you're addressing board members that we're not being rude because I've been nothing but professional and nice. >> Okay. Thank you. >> Yes. >> Okay. >> With all the concerns from the teachers, trusting in a policy is not the answer. We do need to do something more and something different. They have valid concerns. So I'm in agreement with Mr. Alsbrook that you may have a breakdown maybe in central office. Don't know
026where, but there is a breakdown and we need to do something different because there are many concerns. Some may come to you, some may not come to you. Either way, the concerns are really piling up and we need to do something different for these wonderful professional educators before we continue to lose more. And if if I might, I asked Dr. Miner, could could I say something as well? Because we want the same thing like Miss Boon said, you know, we want teachers that want to come back tomorrow. We want teachers that feel like they can come to us and I think also to Mr. Osbbor's point, trust is something that has to be built. So, a way that the teachers can learn that this process will work if they follow it is to follow it.
027Because if they if they follow the grievance process and everything works and they're we're able to investigate, we come back to them with the response and everything is fine. They've learned that the process works. If for some reason, god forbid, there's retaliation and they come to us, we deal with that. That builds the trust even more. No, it is very difficult to stand up here and say, "Well, you just have to believe us." We know that. But we also need the staff to to try it. You It's You can't sit and say it doesn't work, but I've never done it. We need the opportunity to prove that the policies we have in place and the procedures that have been set forth will work if we have the opportunity. Some have tried and it has not
028worked. And that's a big if on someone's livelihood, salary, job, career. A very very big if. And some persons have tried it and it has not worked. So now it is time to do something a bit different. First of all, let me say we have no record of that. We have no record of what she's stating. Every litigation has gone through has been tried even to a third party and we have won every one of those. Why? Because they say we have followed due process. We do more than the other divisions. So I will say to you also that central office is never popular because we have the unfortunate task of having to administer the discipline. So if you would go to any school system, central office is not popular because central office unfortunately has
029to conduct the discipline. No one likes the parent that does the discipline. No one likes the person who has to administer the discipline. And I'll say it again for the record. We have lost no litigation complaints under my tenure. Third party, internal, external, because we do it the right way. That was kind of putting words in my mouth because I never stated that we have lost litigation. Those are my words. >> You You just interrupted me. You just said I was wrong and I said and again you just interrupted me. Mr. Ols just called and asked for respect while people are talking. You continuously interrupt me every meeting. It's okay to let me finish speaking. I have no problem with you speaking. What you say does not um I'm not eager to interrupt you. You
030shouldn't be eager to interrupt me, Dr. Carter. Now, no one said that this board has lost any litigations. I said the policy and the way things are done, it's not always effective. That is what I said. I never stated that you have lost any litigation. So, please quote me right when you say whatever I said didn't occur or however you put it. But that is not what I said that you have lost litigations. I said the policy that Dr. Miner and Dr. Tinder stated that is supposed to go does not always occur like that and there is sometime retaliation and it does not always work out in best of the teachers. How it is recorded I cannot say but I never said that you lost any litigation. >> We can go we're done. >> Okay.
031>> Yes. I am done. I would like to make a recommendation to the board that uh please keep the policy as is because we have demonstrated that we do more than any other district and thus far again fairness based on our track record has been shown that anybody who's who has come before us has had their fair due process. So, I'm saying to the board, would you please leave the policy as is in place with no modifications? >> Uh, can I ask one more question? What is the monthly HR visits? Can you elaborate on that some? >> So, yes. So, during our when we did our December climate survey, um there were some expressions that they don't really see HR. So, because of course, like Dr. Carter said, normally when you come into HR, it's
032because of disciplinary issues. So, we come out there on our um professional development days and we stay at stay at the buildings for about three hours. Anyone can come and ask us any questions that they want to ask. >> So, I'm assuming that's in like a private conference room or >> we sit in the media center. >> Okay. >> Yes. Any other questions? So again, we recommend keeping the policy as is. >> So that is the motion correct. So we need a second. No, they placed it as he asked for it. Dr. Carter, repeat what it is. >> Yes. I'm asking the board to keep the current policy as is with no modifications. which policy? >> The grievance policies and not add on a whistleblower policy because that's already a law. So to keep our
033grievance policies as is. I'm lost. I'm lost. I'm lost. I'm lost. Hold on. Mhm. Can I put forth the motion that we table this and we have a discussion? >> We're discussing it now >> and then to discuss this in more depth as a as a committee or as a board. Second say that now. No, no, no, no. Reed Reed made a motion to table it. >> Okay, so Yes, we have to make the motion. Okay. So, I I I need to restate my motion. So >> if the if I use the right correct words, I hope I I express a motion that we continue to discuss this issue as described, particularly that of keeping the policy as is, but that we do that in a future meeting. >> Does that work? >> I second.
034>> No, that's what he just did. So for clarification, you're asking that we keep >> as the current policy >> policy >> further in depth. >> I have no through and read the policies individually. that we understand it and thereby understand what we're discussing. >> Well, first and foremost, wouldn't uh Mr. Als Brook's policy need to be uh I mean his uh motion for us to even change this? >> Shouldn't that be addressed first before we actually move on to another motion? The only motion that I've seen that we have is to table it for further discussion. >> No, no, no, no, no. >> We You can't make a motion to table it. We have to make a motion for it to be discussed in possibility of changes and that has to be from one
035of us seven and then it has to be a second and then we go into uh >> No, no, Reed didn't say it correctly. I would like to make a motion to discuss the policies and possibly change the policies. >> That's the motion. We need a second. >> A second. >> Now that we have the motion and we have a second, we need to go into the vote. Mr. Als, >> yes, >> I think. Hold on a second. >> Yes. >> We don't know when that discussion will take place. Does that mean tonight or does that mean at a future date? Our next meeting is the 5th and that's also with Carter. Um, so that's going to be a long night. That's why we need a date that we're going to do this. Exactly. So
036the next meeting after that is 19th. The 19th have that discussion go further on the 19th. >> So amend the motion that'll be on the 19th of March. Is that correct? That we'll have the discussion. So I need for you to repeat your motion and state that the further discussion would have on the 19th of March. I would like to make a motion that we go ahead and discuss the whistleblower policy and the grievance policy on March the 19th >> and any possible changes to that. >> I second it. >> With a motion and a second, we now have the votes. Mr. Brook we disc any discussion now vote Mr. Osbbor >> yes >> Mr. Grant >> yes >> Miss Parker >> yes >> Miss Bailey >> yes >> Mr. Hull >> yes >> Mr.
037Harrison. >> Yes, >> Miss Boon. Yes. >> Yes. March 19th. >> Dr. Ricks. >> Good evening all. Good evening. >> All right. So, tonight I'm tasked with in the beginning is sharing with the board public and also our parents, our staff and community stakeholders that that are represented tonight the superintendent standards and accomplishments since his tenure here in Franklin City Public Schools. Next slide. All right. So, Dr. Connor was the interim superintendent October 2022 through March 2023. He was a superintendent appointed by the board April 2023 through February 2026 and currently still in that seat today and all the accomplishments you would we going to review today is going to be in alignment with his standards and through that time period. Next slide. All right. So strategic leadership and I'm not going to read every
038statement but I will highlight the key um the key information from every bullet that's here. So the superintendent is evaluated by the VDOE. This the VOE standard strategic leadership and that's and under Dr. Carter's leadership he successfully led the division through an interimm to permanent transition through that time frame that I just mentioned. He provided direct direction through the development of an updated strategic plan accelerated Franklin 2028. And that plan on did not just involve the central office but it has central office staff, schoolboard staff, community staff, stakeholders and also students from the high school. He also built and retained central office leadership team focuses on student outcome and supporting students at every level. He restructured school leadership administration across all campuses FHS, SP Morton, Clear Choice and also our JP King Academy. Also, he
039restored organizational stability during a period of change. He also came in when we had wellness days where students were not receiving enrichment and remediation at the time. He established an opportunity for students to still be able to come in on those wellness days to receive remediation and enrichment. Next slide. >> Uh just a quick question. I really need you to define successful. >> The questions um at the end for Dr. Carter. I'm just reading the standards and his accomplishments. So it's a question at the end session that goes directly to to Dr. Carter, if anyone would like to go back to any um standard, that's how that's how we structured this tonight. So, number two is planning and assessments. Dr. Carter conducted divisionwide staffing and instructional identifying areas to implement target professional development that align
040to the division's academic goals. All professional development in this division are tied to what we see in our improvement plans and what need to need to take place across the division. He restored the federal and state grant compliance through structured oversight committees achieving 100% compliance based based on 2024 VOE monitoring feedback directly to the vision. He implemented a structured lure pipeline through the through strategic partnerships with I teach. This has helped a host of our teachers obtain their license and certification, increasing the number and percentage of teachers obtaining a valid Virginia teacher license in critical shortage areas across the division. He established a board approved pre-contracting center program to support long-term sub substitutes that are recruited in high need content areas. He strengthened the physical accountability through the implementation of a secure cashless payment system
041involving internal controls and trans and transition um transparency. Next slide. Instructional leadership. He transformed JP King Middle School to the JP King Career and Technical Academy, expanding workforce aligned pathways. He opened a Pearson center increasing credentials and certification access for local not just our students but also our parents in the community and stakeholders who need certain credentials who have a who may be seeking a GED as well. Secured more than 230,000 in grants to upgrade the playground at SP Morton Elementary School. He developed division leadership clinics in partnership with the Wallace Foundation across our division for all departments. He secured a 670,617 allin grant for afterchool tutoring for students in grades 3 through 8. He successfully opened a greenhouse at FHS in partnership with Virginia State University small farm program to educate students about plants,
042agriculture, and nutrition. Next slide. Organizational leadership and resource management division staff sustainability 88% overall staff retention divisionwide and maintaining 74% teachers retention within a title one turnaround school environment strengthening workforce continuously during a period of transition. He increased the number and percentage of fully licensed Virginia teachers divisionwide through intentional recruitment and lure pathway development. He provided retention incentives to returning teachers and staff. In September 2024, he added 20 classrooms to SP Morning Elementary School at no cost to the city. He added three new electrical buses to the fleet at no cost to the city. He secured a 2.838. He put a 2.8 83 million grant to re renovate the Charles Street gym. Next slide. He partnered with the Wallace Foundation which we received $50,000 in grant to create a rural school leadership academy and they
043have extended our grant and gave us another 55,000 for next year. He partnered with George Mason University to create a pipeline to a leadership pathway. He secured a Department of Criminal Justice service grant to fund and make sure security officers are are at each one of our schools. Two at the high school, one at the Cleo Choice program, and one at the JP King Center. He ensured vape detectors, weapon scanners, and security cameras were installed in all schools and the alternative programs. He secured over a $250,000 grant for special education. Next slide. Community communication and community relations. He partnered with camp foundation to make sure that every senior that qualify would receive a degree have the opportunity to go to camp community college free with the full scholarship. He continued the partnership with camp community
044college and at this time he's currently working with another camp community college to install to to bring an automotive program next year to our juniors through the through the partnership of Blake Jeep and Chevrolet. He strengthened family engagement through the superintendent's parent advisory board and the student advisory board. He implemented safe driver 360 for families to be able to track their children's school bus route. He provide monthly newsletters from each department highlighting all these things I'm talking about to the school board and other stakeholders regarding key events and information. Culturally responsive and equitable division leadership. He significantly increased the number of students with disabilities earning a standard diploma senior cohort 2025. He developed clear choice alternative program decreasing in vaping out of school suspensions to include improving overall academic achievement among among atrisisk students. He
045partnered with the community-based organizations to expand support services for atrisisk student populations during and after school hours. He added Western Tidewater Community Service, United Interventions, Tidewater Youth Services, and the Youth Intensive Outpatient Program for Students. They they and they provide services through all buildings. Develop a workforce summer program for students ages 16 to 22. They can apply for jobs in the spring. Next slide. He worked with Old Deerian University to make sure mobile health facilities that provide free health health care in the building. He developed a family engagement resource room include grant funds to provide two family engagement specialists for elementary and secondary. He hired a division so social worker to be a liaison between the school system and social service which helps with our chronic absenteeism. implemented jobs for Virginia graduates targeting at risk
046students in grades 9 through 12 providing them with employment now and monitoring them two years after they graduate. Next slide. Professionalism is seventh standard and I'm almost to the eighth standard. Work collaboratively with the school board. He to showing to ensure transparency and compliance. He implemented structured feedback including those suggestion bots that are that are listed at each school to promote open communication and continuous improvement. He he institutionalized divisionwide culture and climate surveys which we just talked about and those surveys are released in the fall and the spring. He partnered with the school board to develop and implement a formal a formal superintendent grievance grievance policy. Establish a clear internal complaint process through the HR department. So one through seven is how we get to eight division student academic progress. sustain organizational stability with 95.7
047of staff returning for the 202425 school year and 88% of staff returning for the 2526 school year. Achieved a 92.6 credentialized graduation rate for the class of 2025 earning ensuring graduates were prepared for employment, post-secary enrollment or military enlistment. And yes, some students got more than one category. de demonstrated measurable progress in reducing chronic absenteeism with approximately 75% of students at SP Morton and 78 at FHS cont consistently attending school on a regular basis reflecting reflecting strengthen engagement and improve attendance outcomes across both campuses. Establish a tutors to teachers program for the past three years for SP Morton students through a partnership with George Mason University. Next slide. Successfully closed three corrective action plans from the department of of education, demonstrating scrim compliance and instructional improvement with special education. The number of special education students
048graduating with advanced or standard diploma has increased under his leadership with the number of students receiving an applied studies diploma has decreased. Preliminary fall day of 2025 with one retake compared to last year has demonstrated trends of growth in math, reading, writing, and history. And the link is right there. It's linked here and it's linked on the website if anyone want to go in and dive into the standards and the overall job performance and what is expected of the superintendent. Next slide. Questions off of Dr. Carter. uh like I was stating earlier when I actually said define successful uh as it relates to student progress uh with the focus being on so scores. Uh that's the question. Can you define success in that area? >> Oh absolutely. It takes one through seven to get to
049eight. It's just like planting an apple tree, a peach tree. You have to start off getting the roots and if if things are not right through standards 1 through seven because I that's why I educate the public so they know what the superintendent does in every school division. You have to do all of those things to begin academic achievement. Now, I said to you that when I took over Franklin City Public Schools, we're at the bottom 5%. And it takes three to five years to change any organization at maximum speed. So therefore, you will see the gains in the test scores already at FHS this this school year with all students tested in their classes. There was no cherry-picking. There was that all students were tested. So the gains are the gains and they will
050continue to grow as we get better and better and modify. So yes, the question was that's how you define success. Success is not just standard eight, it's one through eight. >> Um Dr. Carr, what is the current accreditation status for all the schools in the district right now? Like I said, Mr. Alsbrook, it was in the bottom 5% before I started. And so it takes time. You try to work with the staff that you have. Some staff are on the bus, some staff are off the bus, but we are finally got the I believe in some places the right people on the right seats on the bus. So it takes time to grow. SP Morton is fully accreditated and and it's off track and it does need intensive improvement in regards to the federal indicator.
051The SP Morton is not I mean FHS is still off track and also it is not accredited. It's conditionally accredited because it is deficient in one standard. So we will figure what that is. But I'll tell you what, I am proud of the leadership at the at the buildings. I'm proud of the staff for the gains that they've made and I will I will not minimize what has happened this year. >> Uh let me just with that statement that you just made, it kind of seems like it was an oxymoron. At one point you criticized and said you needed to kind of root out the the the teachers that were not on board, but at the end you're saying, "Hey, you know, I love my teachers and I appreciate everything that they do." which I
052believe we all do on the board. Um, but at the end of the day, um, you have a high retention rate. So, it wasn't a lot of people that you were trying to, I guess, get out of the buildings and stuff, but yet over the last few years, up until this fall, I believe, we've actually gone down in our test scores. Is that correct? >> No, sir. Next. >> Are we concluded? >> Yeah. Next. >> We're done. >> Okay. Uh, next one. I just want to go to the go to 2.8. 2.8. >> I want to make sure that you Thank you, Dr. Ricks. I want to invite uh please everyone to come out February 25th at the JP King Career and Technical Academy where we will have further discussions and we will have breakout
053section sessions in academics, student services, human resources, operations and then there's a one session ask the superintendent all can come. We'll probably pass out index cards so we'll have make sure that everybody has a chance to speak. I will answer every question that we can answer and we will make sure that we engage in a fruitful dialogue because I always want to make sure that you uh any questions that you might want to ask me or ask my central office staff, we want to make sure that we are available to make sure that all your questions are answered. So, please come out. uh is from 6:00 to 7:30. I think Dr. Ricks, are we having the culinary arts department do a little something? So, the culinary arts uh children will uh prepare uh light refreshments.
054So, we always like to show off what we do at the CTE Center. Okay, it is time for student recognitions. >> All right. So, our first group that we be recognizing, Mr. Cow was going to set up. He just sent up pictures. And the first group we're going to recognize tonight, and I'm going to read a statement about them, is the JJV Middle School cheer squad. it. Yes, it is with great pride and admiration that we extend our heartfelt congratulations to the JJV Middle School cheerleading for their outstanding achievement in securing first place in the Rhythm and Cheer Virginia Stump and Shake State cheerleading championship. This remarkable accomplishment is a testament to their hard work, dedication, and unwavering team spirit. Their commitment to excellence and passion for their craft has not been has not been
055ignored. Congratulations once again to our JJV Middle School cheerleaders on their well-deserved success. And we're going to ask Coach Glenn to come forward. Let's give her a hand as she comes. Even to my cheerleaders, I love y'all my love so much. I seen all the hard work and shows all >> get mama baby. >> Yes. Eva Wilson, >> Trinity Ford. Evans. Asia Brown. Good smile. >> Also like to call and coach Brown to the front as well. Yeah. >> And now I would ask first of all, school board members, if you'd be so kind as to stand up where you are. support of these cheerleaders. Young ladies, if you would be center yourself a little bit more here in this area so I can get everyone together. Uh coach just a few moments more and
056if you would get on the opposite side as a house with this one. That's okay. Good. Look this way. Very fine. Good. And yes. Thank you all. Miss Glenn and young ladies. Um I want to tell y'all congratulations again and I'm very proud of you all. Um, I saw you all doing some of your practices and I'm pretty sure when you were running those laps around the gym at SP Morton, um, with your chair captain and Miss Glenn, telling y'all to keep running, I I I felt I felt for you. My legs hurt for you. Um, but you all see where all of the hard work that you all put in paid off, right? And remember, you're always going to be winners. So, you keep working extra hard and you keep accomplishing great things. Y'all
057understand that? very very proud of y'all. Hopefully it's gonna make y'all want to relax more relax for a little while and kind of relax a little bit. >> And ju and just to piggyback off of uh what Miss Parker was saying, um listen, it's great to participate. You know, you want to participate, you want to be a part of something, you want to do that. But I'm not from the era of just participating. I'm I'm from the era of winning. And I'm so happy that you guys won. and be happy that you won and celebrate the fact that you came in first place because that means something and I hope you continue to want to be in first place in everything that you do. >> All right, our next group we will be recognizing is
058our JJV girls basketball team. Okay. And I will be reading a short brief statement about our girls, but please note girls that their shirt was delayed due to the weather, but we do have a image and we will share that on the screen once we begin to call you all up at the end. All right. So, the JJV Middle School girls basketball team has made a has has made tremendous growth over the years. Demonstrating determination and growth. The team concluded the 2025-26 season with a respectable score 7 to9 record. Their hard work and dedication accumulated an impressive fourth place finish in the district tournament. This achievement highlighting the team's resilience and commitment to excellence, setting a strong foundation for future success. So again, let's give our girls a hand. We're going to ask Coach Taylor
059to come forward. >> No, I'm coach. I got it. >> Um, I started this season with 11 girls. Well, 10 and I had one come on. My girls never played basketball before. There was one girl who ever played and every single day I pushed them, they want to quit and they didn't quit. So, I'm so pr These girls to this day they ask me when we going to go back on that court. So for a bunch of girls who never touch the court to aggravate me as much as they do about getting back on the court, I am so proud of them because they have the heart. So congratulations to them for being such amazing girls. Callie Jones is not here. She is our point guard. The best POINT GUARD IN ALL of the district.
060JONES >> to my love. >> Okay. Ayana Dickens. Thank you, >> Miss Jayla Branch. Just wait. Thank you. Miss Kennedy Perry, >> KENNEDY THE Chloe Branch. Leah is not here. Morgan Tally, >> Sedora, Tulos. Serenity Blunt is also not here tonight. Not saying the last name because I didn't say it. So, Skyler Oh, that's me. >> Oh, my coaches are not um my coaches are coach Ashley Boyce, who works as a security offer at Franklin High School, and coach Nicole Pitman, who now works um she used to work at Franklin High School as well. So, I have those two wonderful ladies as well. Okay, same ladies and gentlemen to arise and girls if you will be so kind as you shift yourself a little more to the center. >> Yes. First we'll do this over
061Uh, Miss Taylor, Miss Miss Taylor, I have a question for you for for you and the ladies. And if they could just answer it, I would love to know. Um, you said that none of your ladies had had played basketball before you. Maybe one >> one my point guard has played. your point guard. So for the ladies, right, how do you feel stepping out and doing something that you've never done but accomplish something so great? Like how does that make you feel right now? I start please don't start me and I said somebody has to start after their first game and they won their very first game they screamed they shot and after all this is easy we can do this now so first game they cried after that they were All right. Our next
062group we will be recognizing tonight is the Blackwater Robotics um team. And let's give them a hand. All right. So, on behalf of Dr. Carter, we are proud to present each of you for your great accomplishments tonight. We want to present you with the blue and gold award which was established in February um by your exceptional work, your competition, your your ex your outstanding contri contributions and your success through the Blackwater robotics program. So at this time I'm going to ask that coach Johnson come forward. Oh, Mr. Kira. Okay, Mr. Kuros is going to give more information about the challenge. >> Good evening. Good evening everybody. >> Um I so proud of these kids. Um it it's my first I mean coach um Johnson couldn't make it today. Uh but I want to thanks uh
063coach um uh Kyle, coach uh Claire, and coach Hank. I would like him to come please forward to come to the front. They are so um it it is my first time doing robotics and I was so scared you know competing with uh teams from Virginia, Maryland and Washington all together and this this team came 42 I mean out of those states you know so I couldn't be more proud of them. So at this time I would like to call them to the front. So Amaya Johnson, she was one of my human players. Um, uh, Sia Alexander, Rico, Alexander, Osiris, Taylor, Kamari Wiggins, >> Ace, Justice, my son Christian and here we been. >> I want to uh spec I'm going to give one special thanks to uh Cameron. He couldn't make it today. is
064is one of our seniors and um Miss Phillips she is stem but I mean our to our side she helped us she helped me she was so patient I didn't know anything about robotics like how to handle robotics but she was willing to help me so I want to say thanks to Miss Phillips as well and and thank you thank you thank you uh for Everything stand. Good smile, >> Mr. All right. And I did want to announce that our robotics team, well was a delay in their order as well, but they will be receiving a jacket and on the one side of their jacket will be the Franklin um logo and the other side will be the black regional. So they will be receiving lab coats that will be coming soon. I know it's
065missing one. Scholastics bowl. All right, our Scholastic Bowl is being recognized tonight for their great achievements, and we're going to ask that their head coach come forward for the Scholastic Bowl and talk about their accomplishments for this year. >> Yeah, that's good. Thank you. Good evening everyone. So, I coach school basketball along with Trina Stout. She couldn't make it tonight. Oh, no. uh she couldn't make it tonight, but um I just want to say so we are basically a competitive academic group where we compete based off of knowledge throughout you know all of our district. We had a great season. We went 73 for our total. We had several students that were all district regional players based off of their performance where they were acknowledged by throughout the district for the other coaches with how
066great they did. And we also won our district championship in a tiebreaker round against our rival Southampton. Thank you. Uh so yeah, the kids, they really did a great job. everything, you know, that they have accomplished. It it was all them with their work, their dedication, you know, their drive through, you know, maybe uh a competitive event that, you know, isn't necessarily quite always, you know, as popular, maybe people don't know about. So, uh, thank you guys for everything that you did and thank you for all the parents that came out. Thank you to Ace and his mom for making us their really nice name tags and just anybody that supported us. Thank you. Um, and without further ado, I'd like to have Zia Alexander. Yes. >> Enrio Alexander. >> Congratulations. >> Sahila Hassan could
067not be with us tonight, but she's another one of our players. Shamaya Joiner also couldn't be with us. She is also part of our team. Ace Justice And last but not least, Christian Owens. Come together. Thank you. And that incl concludes our recognitions for our students. Let's give them all a great hand. Thank you all and keep up the good work. Tonight is a celebration. We're here to recognize educators who go above and beyond, not for recognition, but because they believe deeply in the potential of every student they serve. Teacher of the year represents heart, skill, resilience, and the ability to inspire. These educators create classrooms where students feel supported, challenged, and valued. They mentor colleagues, uplift their school communities, and model what excellence in teaching truly looks like. In a world that often moves
068quickly, tonight we pause to say thank you. Thank you for the long hours. Thank you for the encouragement. Thank you for the patience and the belief in our students. It is truly an honor to introduce our teachers of the year. If I can have Dr. Hill come forward, please. The SP Morton SP Morton Elementary teacher of the year, Miss Lauren Goodrich. Miss Goodri, Miss Goodrich creates a classroom where high expectations and strong relationships go hand in hand. She challenges her students academically while ensuring each child feels supported, value, and confident. Fifth grade is a critical transition year and she leads her students with structure, care, and excellence. Please join me again in congratulation congratulating Miss Lauren Goodrich. If I can have Dr. Hunter join me, please. Dr. Hunter, our building administrator, is going to support
069me in congratulating Miss Shakira Barnes as Franklin High School teacher of the year. Miss Barnes is a gifted educator who brings literature and writing to life. She sets high expectations while creating a classroom where students feel valued, supported, and inspired to find their voice. Colleagues describe her as a teacher who lights up her classroom each day with passion and purpose. Through engaging in creative lessons, she makes learning meaningful and memorable. Once again, congratulations, Miss Shakia Barnes. I would like to join the build ask the building administrator for CTE Mr. Creek Moore to join me and Mr. Creek Moore is going to present because she is our JPK teacher of the year and our Franklin City public schools teacher of the year Miss Tony Bowers. Mr. Prima, did you want to say some words? >> Good
070evening, everyone. I wanted to say words because and I'm going to go off the script. You can read what those are my words on the screen there. But I just want to talk passionately about Miss Bowers and all the hard work that she has put in this year. And so I'm speaking from my heart now. Um I've known Miss Bowers ever since I've gotten into this position. And Miss Bowers is a teacher that teaches from her heart. The CTE program involves two components. It's a little bit different than traditional education because you have a work-based learning component and you also have a classroombased component. And so she has done a flawless job of teaching students in the classroom, making the lessons engaging for students, making them relative for students. She has done activities that have
071reached not only the JPK community but the Franklin City community. She's done community service projects where they have gone out into neighboring communities and done public safety uh postings. They have cleaned up communities. She has partnered with the Franklin City Police Department to um not only have the students visit, but have them come in. They've done forensics demonstrations. They have done demonstrations on deescalation. and she has also um taken students to actual court to see court proceedings. I've been in her classroom and she has done such activities as a mock trial in which she had all students engaged and all students playing everything from judge to jury to um defense attorney to prosecuting attorneys. She has done um short films with her students that have gone into um the aspects of bullying and intimidation amongst
072other students. And she has also even created um a song. Her students did a song in the classroom. And so these are things in a very short period of time, which is one semester, things that I have personally witnessed above and beyond the call of duty. She eats lunch with her students. She walks students to the bus. She's greets students off the bus and she has an impeccable attendance record and punctuality record. She comes to work every day dedicated to the students of Franklin City. And so I am extremely proud that one of my teachers is the division teacher of the year is very welld deserved. Let's give a round of applause to Miss Tony Bowers. Stay there. >> Miss Bowers, if you would like to speak. I am truly honored and very surprised to
073be standing here receiving this teacher of the year award. I never expected this and but I am incredibly grateful. For me, teaching has never felt like a job or a task. Every single day, I have the privilege of working with amazing young people who inspire me just as much as I hope that I inspire them. I want to thank my colleagues, administrators, families, um, superintendent, school board. I want to thank everybody for their support, encouragement, and teamwork. None of us do this work alone and I'm proud to be a part of a community that cares so deeply about our students. Most of all, I want to thank my students, past and present. You are the reason I come to work with joy and you are the reason I will continue to give my best every
074day. I do this for the kids. I don't do this for anything else. I I love you. Thank you. And one final recognition tonight. Last but not least, we would like to recognize our acting school board clerk, Mrs. Ba. Why? >> Oh, she's not at our school board clerk. I missed one meeting. Our school board clerk, Miss Beda Wisek, thank you for all of your hard work. Thank you. You're up, Dr. Walus. >> Thank you, sir. It's warm. >> Good evening, Madam Chair, members of the board, Dr. Carter. um pleased to stand here this evening and share some information regarding um work that we have begun on our school calendar uh looking ahead to the next school year. Um I'll start by sharing just a little bit of background uh information. Uh Virginia code requires
075that school divisions are either uh in school for 180 days or they meet a minimum requirement of 990 hours. Um, for high school credits, it's required that students have at least 140 hours uh of instructional time in order to earn that uh Cariegi credit. Um, our current calendar exceeds those minimum expectations. At SP Morton, our current calendar has 1,7 hours of instruction. Um, and at Franklin High School, we have at least 148 and a half hours of instruction. Um the way that the calendar was constructed this year, first semester uh has the 148 and a half slightly more for second semester. Um but based on this current uh calendar, we do have bank time and and we've needed that this year. So um in terms of inclement weather when it's not safe for our students
076or our staff to be here, um we can close or delay opening um and still meet this minimum expectation. Um so those are some of the the guidelines that are considered when developing calendars. Um and so we did issue uh a proposed school calendar survey um that was available to um family, students uh I'm sorry, staff and uh community members uh for a little over a week. We did receive almost 300 respondents which is more uh respondents than we had uh with this survey last year. And you can see the breakdown. Um approximately 56 57% uh of respondents were employees uh and nearly 40% of respondents were uh family members. So the first question um after asking how they related to the survey whether they were a staff member um a a parent or a
077community member was for them to gauge their uh their feeling on our current model. So from one being uh very displeased to four being very pleased. Um you can see that approximately 86% were either pleased or very pleased with the structure of our current calendar. Um so we wanted to tease out exactly what parts of our calendar um that people uh appreciated which parts uh might require a little more support. Um and so we asked folks to explain what their rationale was. And just to to summarize some of the thoughts uh that were shared, uh comments that were associated when when folks either um indicated a one or a two uh on that question uh either supported the start of school after Labor Day, which is a change to our current calendar. Um some confusion
078regarding which Friday students are actually attending school in person, virtual, is it a wellness day? Um, at the elementary school, um, there were still some concerns about the length of the school day for some of our youngest learners, uh, or they were in support of a more traditional Monday through Friday, uh, model. Um, for comments uh, from individuals who scored either a three or four on that question, um, they generally supported the wellness Fridays. Um they supported the professional development days for uh teachers and staff. Um and they supported the existing holiday breaks uh as they were designed. So we'll take a look at um how individuals responded to specific characteristics. When asked about supporting the current practice of wellness Fridays uh for students and staff, nearly 90% responded favorably to the wellness Fridays. Regarding
079the professional development days for teachers, um once a month, uh about 91% uh were in favor of that practice. Considering um our Thanksgiving holiday, um 84% were in favor of uh having the entire week and nearly 94% of respondents were in favor of two consecutive weeks for uh winter break. Um, I've shared with you a copy of the uh proposed school calendar in your board book uh because that'll be a little easier for you to see. I've also attached it to uh board docs. Um, but I' I'd just like to highlight a few of the uh proposed pieces. Um, we are proposing to continue our practice of starting before Labor Day uh one week before Labor Day uh as we did this year. Uh based on some of the feedback that we have received, uh
080we are proposing to reduce the number of wellness days from two per month to one per month. Um we are removing the virtual days for Franklin High School. Um so they will be removed completely. Um students at the high school and students at the elementary school will be in session on those Fridays, what would have been a virtual day. Uh we are proposing to maintain the professional development days for our teachers. Um we have found that that has been particularly beneficial. That in itself is a recruitment and retention factor um when when we're able to work with our teachers, build their capacity. So we're really uh utilizing that time uh to do just that. Um two other things that I'll I'll draw to your attention. There was a lot of feedback from teachers um requesting
081a teacher workday following um winter break. Um and so that is proposed on here uh that would give them some time to get back into the classroom and prepare uh for time with students uh following winter break. The other piece that is different than our current calendar um is the addition of President's Day as an observed holiday. Um we noted uh particular particularly high absenteeism at the elementary school on Monday. Uh so this practice will align us with neighboring divisions. Um and uh and we we believe that overall that will um provide for some smooth instruction. Um, so you'll you'll note the the start of the school year would be August 31st and uh the uh last day of school uh and and FHS's graduation would be um June 4th. There was one question um
082that we did ask in the survey that would not impact our calendar for this school year. Um but there was some conversation about adjusting our calendar so that we ended first semester prior to winter break. Um it's a practice that some divisions do so that when students return to school in January instead of having a period uh of some remediation uh and reteing before so testing, they're jumping right into the start of of their second semester courses. Um and so when we looked at that um we saw that there were approximately um 71% of respondents that were in favor of that practice uh and 29% uh were not. Again, that's a pretty significant change in our our practice. Um and so for this evening, u we're not making a recommendation one way or the other.
083Um, but we we did want to get some feedback from our teachers, uh, from family members. Um, and so that is some data for us to consider. If we're going to make a change that's that significant, we want to make sure that we're giving everybody enough time uh to to adjust to that type of change. Um, so this evening, this is shared as a first draft. U, I welcome any questions or comments that you have on what I've shared this evening. two questions. You said so June 4th that would be the day would that be the last day of school for the division period or just the graduates graduating that day? >> Yes, ma'am. That would be the last day um of school for everybody and we would observe uh FHS graduation that evening. >>
084Okay. Um and based off of what you have seen like just based off of talking to the teachers or what Do most of the teachers seem to be in favor of only having the one wellness day? I'm not at the high school, but I am at the elementary school. >> Sure. >> And having just that one wellness day a month, do they seem to favor that a lot more than what we are currently doing with >> I I think that that's that's a really good question. Um and and it is a really important recruitment and retention tool. Um, and we also need to balance that with the needs of our children. And so what we've done is we've we've done our best to um continue with that practice of of uh proposing wellness Fridays uh
085but also ensuring that our students have um far beyond the minimum amount of instructional time in class. So we we've tried to hit the middle as best we can. with enrichment. Thank you ma'am. with enrichment Friday. Um, do we have a large turnout for enrichment Fridays >> that would offset? So, this year we've we've changed kind of our our structure of enrichment Fridays where uh we are extremely targeted um with the students who are um invited to participate in enrichment Friday. um and and we're continuing to monitor the impact of that practice. Um so based on that model, the model itself uh suggests that there are slightly fewer students who meet those specific criteria. Um however, like I said, we're we're continuing to monitor the impact of that practice. Um and we do see value
086in providing um this more individualized instruction in a smaller setting uh on those enrichment Fridays. So that that is a practice that we do propose to continue. >> So the the structure of enrichment Friday um we've been very very intentional with um who's been invited to participate in enrichment Fridays. >> Okay. Right. >> So I think Miss Parker to to your question the the the structure and and I'd be happy to defer to Miss Tommpkins. >> Yes. So enrichment Fridays it is But no students turned away. We also have a gifted component. So there is a remediation component of enrichment Friday and then there is the enrichment for students who are going there who are gifted. So that's the structure and we do have the attendance you know that's what it's been here at the
087elementary level where we do strle at the middle school. The second one is that we're not having January 4th But that's why I'm not favor. I have children that go to school and I get more phone calls from the that she's not acting or she got placed in another class which means she's missing work but she's not getting home. So at home school I'm saying that my comment don't get me wrong for the teachers but I'm also the students So if we don't have wellness and we don't have days because wellness day school is Monday that's fine but guess what they got to do And that's what I'm talking about. She goes to Saturday um class right now. Google answers and a lot of our children that are doing the virtual not come back. I'm
088asking if you're a teacher in the homework, >> Miss Miss Boon, what we'll do is we'll have a discussion with the principal because that's where it starts. And then and then the principal has a discussion with the teachers >> and we'll sick my granddaughter. So when it came home I'm going to send her some work. I'm going to do your work. >> No, no, no. Wait a minute. I got a response to that because I'm a parent. I didn't know that. I didn't know that. So I'm not scared to talk about I didn't know about I knew about. So once again, no I'm not because I've also been told that children do virtual homework and they do split screens and they have chat on the split screen on the other but at the same That's
089why we're keep >> I'll say this. I'm all for wellness days and I'm all for making sure the staff get what they need, but I certainly am looking forward to seeing more instructional time because more instructional time means better test scores and that's what this division needs right now. >> Any other questions this evening? >> This was a first read. Um and and we'll come back together uh in an upcoming board meeting um either with any modifications to what's been shared this evening uh or requesting a vote on based on the calendar that was presented tonight. >> So more discussion will be had. >> Yes, ma'am. >> Okay. >> Thank you, >> Miss Morrison. >> Madame Chair, school board, Dr. Carter, and those assembled here. Good evening. Um the first thing I would like to
090do is go um for our second read on the fiscal year 27 next year school budget and um Okay, we can stay right there for a moment. Um, this budget is going to answer three questions. What do our students and our staff need? How much will it cost? And what are some of the tradeoffs we might be looking at? Okay, th this budget um, as we stated last time is only here to maintain operations. It doesn't have any new additional costs added to it. Um, obviously when enrollment declines, state funding declines. However, most of our expenditures do not decline proportionately as ADM declines. So, for example, the loss of the 56 students in the state funding formula can be a revenue loss of $667,000 for the year. And on the expenditure side, um 77% of
091our budget is um our investment in our people. So a 3% increase for the division uh across the board would cost roughly $360,000 and the state only pays for a portion of that which would leave the rest of it a local responsibility. So, some of the fixed costs we have that do not uh decline would be contractual salary steps, general liability insurance, health insurance increases, statemandated costs, transportation, fuel, utilities, and those don't decline uh when we uh have a slight dip in enrollment. Um, we must remain competitive in our teacher pay and you'll see that as we go through this budget. Um, if we do have to have a reduced budget, of course, we will work within it, but I want to be transparent about some of the things that we might have to look
092at trading off. We might be looking at class size increases, delaying our maintenance of our facilities, program reductions, and use of our minimal fund balance that we still have. Um, so as you go through, we'll see we are additional asking for additional uh city funding and that um is because our fixed costs are staying the same and rising while our enrollment is declining. Um this the first slide just depicts the fact that any um projection is based on the information we know at the time. And so our current projected budget is what we know now. And throughout from now and through June 30th, we're going to be getting additional information that will refine that projection. And so um later we'll be asking for budget amendments uh accordingly. Um this is um a one-page summary of
093the budget. Um it outlines sources of funding and spending plans. Money coming in, money going out. Money coming in um looking at state funding would be 13 million roughly um for an ADM of $9.99 which is a conservative estimate of where we are now. Um federal grants came in more this year than we anticipated. So that estimate is higher this year. Um the VDOE has calculated the um required local match for the city to be 4.818 million for next year and that's based on also 999 for ADM. We are requesting $750,000 for capital expenditures. We all know we have aging infrastructure and we would like to uh improve the buildings to um improve um the overall education. In addition to that, we're asking for 525,000 to assist not only with teacher raises that we're going
094to get this year, but also step increases um for the teachers um to remain competitive in the current market because we don't want to lose our teachers to to neighboring divisions. Okay, next slide. I had a request from a board member to um get a further breakdown of our expenditures. And so, as you can see here, um instruction is the first functional category. I've broken that down into salaries, benefits, um the step increase we're asking for, and then we've got purchase services, professional development, materials and supplies, and our joint operations, which is CEP. Um so that is how our 14.7 million for instruction breaks down. Admin attendance and health we have a similar breakdown. People transportation is broken down as well into salaries benefits versus purchase services and materials and supplies. Excellent. This is operations
095and maintenance. Yes ma'am. While you're on that screen, we're still partnering with CEST. >> Yes, ma'am. >> Why? I would have to defer to >> Yes. >> to make some additional changes, but we have students who need to be there who I don't want to fine. >> So, let me assume then clear choice program. Is there a way that we can transition them from CEUP to the CH um clear choice program. >> There are certain students with disabilities who need the services that are not necessarily provided. Okay. >> Okay. I'm actually chairman of the CEP regional board and just for everyone's information, there are seven school districts in Eastern Virginia that have pulled their money and their resources to provide specialized services for kids that we can't afford on our own. So that's how that
096works. So here we have operations and maintenance, parent engagement, the textbooks provided by the state which is declined with our um membership. Um I've listed the capital improvements separately that we're requesting and then of course technology um salaries, benefits, purchase services, professional development um and some capital purchases which brings us to the 21.6 6 million we're asking for for our operating fund. Are there any questions on that? Okay, you can go to the next slide. Um, this is our self- sustaining funds. The cafeteria fund, uh, where we've broken out salaries separate from materials and supplies and food, and the textbook fund, um, which has declined with our, um, expected decline in enrollment. >> Okay. >> Quick question. >> Yes. Um, speaking of the textbook fund, every month we get a report on the operating fund,
097the textbook fund, and the nutrition fund. Why do we never see a report on the person center? How much does it cost on us? And are we making a profit or is it a deficit? Uh, where is the cent's income and expenses tracked and how can we see it? >> Um, if the board is interested in that, I could prepare that analysis. Um, the salaries are embedded in instructional salaries and the revenues are embedded in our general fund revenues. >> I'd like to see that. I can't speak for anybody else, but I definitely like to see it. >> So, will it be provided at the next meeting or the next meeting after that because I know we have a heavy agenda next meeting. >> I will say on the 19th if that meets the board's
098approval. >> Yes. >> Okay. And just a quick question, is the um city covering the the deficit of I think it's about a little short of a million dollars. And how does that work? And is the treasurer and the city staff okay with that? >> Um >> and I think I'm trying to get the exact numbers. A little short of a million though. >> Yeah. um we'll go over that when I go over the um January financials. But in general terms, we that financial statement deficit is being covered by our reserve from our um annual audit report, but the cash flow deficit is being absorbed by the city treasury. >> Okay. >> I'll elaborate more on that when we get to the next. >> One more question. What budget adjustments are we making to balance
099out the budget due to the reduction of enrollment? >> We are awaiting the March ADM count. Um and shortly following that, Virginia Department of Education will put out another calculation based on that revised ADM and um we're monitoring the budget and holding our expenses as much as we can pending the results of that. And I would say after that ADM is known, um, I would probably recommend a budget amendment downward. >> Okay. But you're monitoring it. All right. >> Yes. >> Okay. And this is just a a one page synopsis. Opet operating fund, cafeteria fund, textbook fund. in total. This compares um the current year's initial budget that was um approved by in the city council's ordinance to the initial budget we're requesting this year. So even though our state revenue has gone down by
100about 5% as I mentioned costs do not decline and not only that but we have to remain competitive in teacher salaries and we and we have maintenance needs in the buildings. So this would be a current increase of 7% from what we requested last year at this time. Questions? >> Yes, our operating fund is uh this proposed budget would increase it by 7%. Because even though we have certain fixed costs and the need to be competitive in our salaries, we also are facing the reality of an enrollment decline and we're asking the city to assist us with that. Okay. Is there another slide? Okay. Um so the timeline um after I this presentation, I will turn the floor back to Madam Chair so that we can have any further questions or andor our public hearing
101on the budget. And then shortly following that, no later than March 13th, we will send the initial proposed budget to the city manager. And then um in the April May time frame, city manager and city council consider their budget as a whole, which includes us, and votes to adopt. And then after they adopt their budget, then probably June, um, the school board board would consider and vote to adopt. That concludes my presentation on the second reading of the proposed budget. And if we would like to have the public hearing now. Okay. To my understandings, there's a financial report, then there's a public hearing. And in the public hearing, I am to ask the public, correct me if I'm wrong, because I've never done this before. I am to ask the public their opinion. >> If
102anyone wants to speak, >> if they would like to speak about the school budget, if is that correct? >> Correct. Members of the public can come up and speak about the financial budget presented. Do we have any public members that would like to community members that would like to come up and have any comments about the financial report? The finance report. I have to ask three times. Do we have any community members that are here that are concerned about the financial reports that have been shown or stated currently? Last and final call for any community members that would like to come up and give any comments or questions or concerns that they may have. They don't understand any of it that was just said just now. You have the opportunity to ask a question to
103have it broken down as much as they can currently. So I am closing the public hearing for any individuals, community members to ask anything about the financial reports. Thank you, Miss Morrison. >> Thank you, Madam Chair. Um, next I would like to go over the January financials. >> Oh, no, no. I'm sorry. >> Oh, there questions. Yes. You were basically stating, it's kind of like a two-part question. You were kind of stating saying that uh we're trying to stay competitive with our teachers salary. Are we currently uh equal to what's being paid around our area or are we a little lower? >> Has anyone done a compensation study that I could reference? >> You want to tackle that one, Dr. Miner, or you want me to answer it? Okay, I'll tackle it. Uh, I believe
104we are second to last. I think I think Southampton is just a little lower than we are. And then they actually surpass us by year five. >> But everyone else has beat. >> Who's everyone else? What what's what? >> Everyone else in region two. Region two. That would be Suffukk, Olive White, uh, Hampton, Noruk. Chesapeake. That's region two. >> Not Emporia. Sorry. Or >> no, that's a that's a different region. >> Okay. >> Uh the second part to that question was uh does C our central office do they meet that same criteria? Are they a little lower or are they equal or higher than >> Yes, they are much lower. >> They are way lower. I guarantee. >> Oh, absolutely. I'll show you. I'll show you. We'll bring that in. I'll be happy to show
105you that one. >> Any other questions? >> Okay. So, the um January financial report. No, that's the vouchers. I need the um regular meeting financial report. Yes, that one. Okay. So, this is just a snapshot of where we are as of the end of January. Um, the amounts I'm going to present match exactly to our accounting system and the cash numbers we're going to talk about um have been reconciled with the treasurer's office. Um, our we monitor our cash position daily to ensure that our payroll and our instructional expenditures can continue uninterrupted. and um the expendit expenditures that we have are aligned with our operating budget. The first page is similar to last month. I've left fiscal year 24 audited and fiscical year 25 unudited there for comparison. So, for example, um going back to
106Miss Bailey's question earlier, at the end of fiscal year 24, we had an ending fund balance of 1,547,341. And once the audit is complete, if this 935,000 changes due to audit adjustments, then um that will go against that $ 1.5 million fund balance that we've accumulated. And so then fiscal year 26 which is also unawudited at this point um is currently showing a negative as well. Again once it's audited that amount would go against our fund existing fund balance. Um 58% of the year has gone by. Um uh our state revenues have gone down a bit and we've only collected 57% of our estimated revenues and we have spent 61% of our budgeted expenditures. Um we have not been able to record our budgeted grant uh expenditures as yet. We are waiting for the completion
107of the fiscal year 2025 audit. All right, that was our operating fund. Here's nutrition. Um, in January, we are showing a slight decline in our uh anticipated ending fund balance, and that is by design because Virginia Department of Education only requires or only allows um nutrition funds to have a certain fund balance. Um, I want to say it's three months of um expenditures. If you have more than that in your available uh bank account or fund balance, you have to have a corrective action plan to reduce those expenditures uh down to acceptable levels. So, we're we're u purposefully doing that. Next slide. This is a textbook fund. Um, we've spent $46,000 so far this year on textbooks and we will be bringing forward the 169,000 from last year um into this year's budget once the
108audit is complete. And this is what where our overall total lands. We've collected 56% of our revenues and 60 spent 60% of our expenditures. And our total ending fund balance at the end of year 24 is 2.1 million counting grants, operations, cafeteria, and textbook. Any questions? This is where we want to talk about our cash position. And we do monitor this every day. In January, we had inflows of 1.6 million 9 1.692 million. we had outflows of 1.628 million. So for the month of January alone, we had a surplus of $63,000 and comparing that to our um existing deficit that would leave our deficit at 969,17550. Now we were expecting the January surplus to be much larger. I have been saying that uh next slide please. I have been saying that we expected um some
109of the components of the state aid only begin paying in January, especially the lottery funded pieces. And so that increase did occur as expected. We did um increase um based on those addition additional components starting to pay starting in January. Um and projections are made based on the information known at the time. So what we did not forecast um the Virginia Department of Education has already started adjusting our payments downward because they see they perceive our enrollment is declining. So that also began in January. So the net result is the January increase that we saw was mostly offset by the decrease in their ongoing payments related to our enrollment decrease. And so we're now going to um adjust our projections accordingly. Questions? Next slide. Okay, there are no questions on that. What I'd like to
110do is the January vouchers. The first screen is the cafeteria vouchers from our self-sustaining cafeteria fund uh for food and materials and supplies. Next slide. This begins our general fund expenditures. Um you'll see Fred's construction. Um, we had an initial payment for the awning between SPM and ModC. We've paid Governor School tuition. Um, we've paid our shredding services. Um, next slide. >> Um, quick question. >> Y, >> what is uh I'm not sure how to say it correctly. Le of Wilson. What is that for? >> That would be water delivery. >> That's just the name of the company. Um, back up one, please. Oh, no. Okay, keep go ahead. This is all of our credit card expenditures for the month. >> Pen and foster educational >> I'm sorry. Pen and Foster educational intervention. What is
111that? >> Like to defer to Dr. Ricks on that one. So we pay as >> what happens when they don't have enough money to continue paying the parents? they don't continue program but it's a it's a way to kind of get them to continue high school because we have a family and they're 18y old and they say social service we have this time they say I'm not going back to school anymore it's nothing we can do but We can offer this as an intervention to say we can't help you pay one month and then you have to continue to pay the rest. It's a intervention. It's the last we >> so there um that's considered a private school someone. >> Yes. >> So if they don't graduate it's not even calculated in our figures if
112they don't graduate. It's not figures, but they are still counting. >> They're still counting in our city as you know. They still count as a trial. They're not counted in our school. >> The video isn't counted. >> But we still opt. So they're in high school and we ask them do they want how does that program how does it work? >> Well the program we have we pretty much went through every intervention we offer clear choice we we offer um modified modified instructional plans is pretty much the last and they tell us I don't care what you say I'm not going back to school when I turn 18 and a lot of them social service meet us with us because that may be their their guard their guardianship. So they tell us my birthday June
113June and it's only it's not a lot of kids just it's not but if they tell us they're not going back we say well we offer you and we compensate for a month what you say in it's only it's about $40 a month initial fee is $62 a month so we pay that $62 some students are the students that we have put in the program just in the program >> so it doesn't h it doesn't hurt our dropout out rate because they're immediately taken out and >> put into to a private schooler and that's that's the last result. So they doing anything. So that's the last thing we can offer if they tell us they don't want to come to school when they turn 18. >> Okay. >> And we still monitor still have to
114monitor >> and we only pay one month. We only pay. >> Any other questions on this page? >> Um, yes, ma'am. We paid $570.26 in finance charges to Truis in the month of January. Are we not paying our credit card bills on time? And why not? because um earlier this school year um the Treasury halted our payments for a a big period of time and so we are just now catching up on our credit card payments. So we we are now caught up as of February. >> All right. Uh the truest equipment finance is the uh energy management lease payment. What equipment? The truest equipment finance. You just mentioned energy management. What equipment is that? >> That is um dates back to 2013 when the existing um >> the contract I asked for. >> Yes.
115>> Okay. Okay. So, it's it's energy saving monitoring equipment. >> Um, and we haven't found the loophole or something to get rid of. Is anyone coming out and even checking this equipment or anything? >> I have notes from my predecessor indicating that um they did consult legal regarding this and um it was determined not to be feasible to pursue it. So, I mean, have they even come and dust off whatever the equipment is? Because I, let's be realistic, our schools are falling apart. So, I'm sure if this is from 2013, there's a screw that needs to be tightened on that also. >> Anyone come and tighten that screw on there? >> Handle that, Dr. Walders? >> Yes. >> So, some of the work that was completed back in 2013 included things like the installation of
116the PTA units. the age like you would see in a typical hotel. So I think there was some the reasoning in installing some of those pieces um did not live longer than the lease for that equipment. And so that's part of what we're having to deal with now. A PC unit is maybe Seven years, >> five, seven years, >> eight to 10 if you're living >> if they're well maintained. Correct. The maintenance on them. >> So, a lot of the work that was done uh related to practices such as that. And so, in terms of of what was done, um I it's my understanding that that's why when considered legal action that the attorney said there really wasn't a whole lot that could be done. When was the last time we contacted legal? When was
117that done? When was that consultation had between us and legal? >> 2022. >> Um the legal >> the one that I saw in my predecessor's notes was 2022. >> Do we know anything about the legal people we consulted with were they aggressive? Were they specializing in that area? Do we want to consider re >> I can um send you all of the uh files that related to it and um the sequencing of um so ABM company which was the original company went out of business >> and so that's when they transferred us to Sunrust Leasing Services as a serer and now it's truest um equipment services. So I do have documentation from my predecessor on exactly what legal actions were taken and when. I'll be glad to send that out to the board. >> Okay.
118And have you reviewed that yourself, Dr. Waters? The what legal said, did you review the files that Tracy's talking about? Because you'll be more familiar with it than us. >> Yes, ma'am. So, again, I've taken a look at what information was available to me and I can see that the division did pursue consultation with legal resources. Um and and again based on the notes that I'm seeing in files I've had access to they weren't able to move forward with any additional action. >> Dr. Walters, isn't some of that equipment monitor remotely? >> Yes, sir. >> Okay. I thought so. >> So then it's still working. >> Some of the equipment is still uh in use installed but There are several pieces for instance like the Vax I was referencing earlier right >> we we have
119purchased several to replace units of the hospital >> in your opinion or recommendation do you think it's wise to have another legal team give a second opinion someone who might be more experts in this areas because you know lawyers have different fields of expertise >> sure I would Dr. So you don't know I'm asking do you have an opinion on it based on what you read? >> Um it appeared that the school attorney did consider action that could be viable and decided based on information at that time that it was not a viable case. So, >> so, so you don't have an opinion on whether or not we should have a second attorney, get a second opinion on with that attorney? >> Based on the information that I have available, I I don't believe that
120pursuing additional legal resources would change the decision. >> Okay. >> Any other questions? Yes, because I beg to differ on that because this account has changed over three different times from Sunrust from someone that went out of business to Sunrust to somebody else and now the trul isn't it? I mean to me it's like a collection agency. So we're paying for something that half works that doesn't half work. Why are we continue to paying for it? >> So the best way that I can explain this is it's similar to a mortgage. over time things break down in your home, you don't stop paying your mortgage just because that's broken down. >> Um, now it may it may encourage you to make different decisions moving forward whether you're going to hire that same contractor, right? But
121in terms of the agreement that was established back in 2013, there's it doesn't appear from my opinion there is a different avenue for us to pursue other than being mindful if we were to enter into moving forward. >> Okay. So, one more question on this and I understand you said 2013, but a lot of the things and I'm going to bring the roof into this. We get warranties, do we not? >> Correct. >> So, because the first place went out of business, doesn't the second adopt the warranty that was from the initial user or they don't? they would as long as there still life. >> Um they initially promised certain electricity savings and I believe the staff in 2022 um did not believe that we had realized the savings that were promised. >> Was those
122savings in writing? >> Yes. >> So then we need to review it again. If they didn't deliver on their part of the contract which was in writing, we may have a loophole. Um, you know, I wouldn't be opposed to retaining a council to look at it. Um, you know, I don't know if there's any statute of limitations that might apply. >> I mean, if it's in writing. >> Yeah, we could do that. >> Okay. >> Up to you, Mr. Tracy. Uh, the questions >> um for this page, can you go back real quick? We spent um $8,200 for the under locking phone pouches. >> Um how much have we spent on phone pouches over the last year and is it currently working? >> Want to have that one to Dr. Mus? >> Yes, sir. I
123can give a total from last year right off hand but I believe that it was approximately 20,000 last year approximately so this purchase of $8,200 was to replenish what was either broken or unusable loss And then my other question is we spent nearly $8,000 in the month of January on legal services. Um I know you can't necessarily go into what it was for, but can you elaborate on that any could they possibly provide us services for our school board meetings? The Williams Mullen? >> I'm not sure I have an answer. >> That was that you guys would have to decide on as far as services. But of course, you know, anytime you have any type of disputes, um, then of course you call them in to to handle and it could it could be anything.
124Back to something you said, Dr. Walters, about that figure for last year's for the lock locking foam pouches. Please get that because I would like to Is it effective? Is it worth to continue to do? >> We we really need to look at that as a board as well. Thank you. >> Thank you for all the good questions. Um the last thing I have tonight, the last thing I have tonight is a proposed budget amendment. >> Can I stop you real quick? >> Oh, wait a minute. That was the >> question for you. Yeah, that was the >> um you know, I think it's great that we spend a lot of money on um lodging and travel reimbursement, food reimbursement. Um but it seems to be for central office, which is fine if that's what's
125necessary. But do our building teachers and our building administrators get to go to conferences, conventions, and trainings more than just a couple of times a year? >> All the time, sir. All the time. >> The school activity fund uh probably covers some of that. I'd like to get more information on that. >> Oh, absolutely. Okay. So, this is a proposed budget amendment for the current fiscal year. We received a mathematics innovation grant from the Virginia Department of Education, 152 357. And it is designed to um purchase high quality instructional materials and related professional learning along with creation of micro credentials and um we were selected based on our current school data and criteria um as was listed in the grant application. So the funds um technically have to be spent by June 30th of this
126year. However, there is a fairly detailed um process to request um extensions to that amount and they it appears to me that they do expect districts to request exceptions to that. I recommend that this budget amendment be approved as presented. It's not asking for any money. We've already received this cash in our bank. Madame Chair, I move that we approve budget amendment BA26-00006. >> We have a motion. Do we have a second? >> I second. >> With having that second with the vote, Mr. Als, is there any discussion? Now we proceed to the vote. Mr. Als, >> yay. >> Mr. Grant, >> yay. Parker, >> Billy, >> yes. >> Halt, >> yes. >> Boon, yes. >> If there are no questions, that is it from me. Thank you very much. >> And that's it for
127me, Madam Chair. >> That's it for me, Madam Chair. >> Okay. Thank you, Dr. Carter. 3.1 school board regular meeting minutes for January 15th, the second reading. We do need a motion. Madam chair, I move that we approve the meeting minutes for January 15, 2026. >> We have a motion. >> Thank you. Any discussion? >> Yes. >> On the 15th, Mr. Grant. With that being said, one, two, we don't have a quorum for that vote. So, that actually has to go on the next agenda. And the reason why we don't have a quorum for that vote that um this second reading is because on January 15th, three of our school board members were not here and we only have six. So, that would make it a tie and we cannot have a tie. So, we
128need to move that to our next meeting. >> No, we don't have a quum because three wouldn't be able to vote. Exactly. >> Yeah. Yes. Is being moved to the next meeting number four 4.1. We are going to enter into close session. Can I have someone read? In accordance with 2.2-3711 of the code of Virginia, I move that the Franklin City School Board enter into a close session to discuss and evaluate matters related to supplemental employment and resignations pursuant to Virginia Code section 2.2 3711 alpha 1 circa. Any discussion? Mr. Osbrook. >> Yes. >> Grant. >> Yes. >> Parker. >> Hi. >> Bailey. >> Yay. >> Yes. >> I forgot his name. Hope and Boone. Yes. We're not in close session. My jack I got this. It's okay. I felt like I should have stayed
129and not came home. Yes. Let's get this over with financial report. Do I hit this gabble? I don't remember. The so the closed session has concluded. We are now returning to open session. I would like to enter a motion to come out of closed session. >> I move we come out of close session. >> We have a motion. Do we have a second? >> Second. >> Do we have any discussions? We can go ahead with the vote. Mr. Als Brook. >> A. >> Mr. Grant? >> Yes. >> Miss Parker? >> Hi. >> Miss Bailey. Hi, >> Mr. Holt. >> Yes, >> Miss Boon. Yes. Certification by the school board. Where is the Franklin City School Board has convened a closed meeting on this date pursuant to an affirmative recorded vote and in accordance with the
130provisions of the Virginia Freedom of Information Act and where section 2.2-3712 delta of the code of Virginia requires notification by this school board that such closed meeting was conducted in conformity with Virginia law and now therefore be it resolved that the Franklin City School Board hereby certifies that to the best of each member's knowledge one only public business matters lawfully exempted by Virginia law were discussed in the closed meeting to which this certification applies and two only such public business matters as were identified in the motion convening the closed meeting were heard discussed or considered Do we have a second? >> Second. >> Any discussion >> for the vote? Mr. Als Brook? >> Yes. >> Mr. Grant? >> I. >> Miss Parker. >> Hi. >> Miss Bailey. >> I. >> Mr. Holt. >> I. >>
131Miss Boon. I. >> Madam Chair, I move that we accept the personnel agenda as presented. >> We have a motion. Do we have a second? >> A second. Do we have any discussions? >> Proceeding with the votes. Mr. Albrook, >> yes. >> Mr. Grant, >> I. >> Miss Parker. >> Miss Bailey. >> I. >> Mr. Holt, >> I. >> Miss Boon, I. >> Citizens time. To my understandings, we have two here tonight for citizens time. Is that correct, Miss B? And our first one is, if I can, April Edwards. Yes, Miss Edwards. >> Good evening. Good evening. >> Good evening. >> That'll be fine. That'll be fine. I'm her mother and I'm reading it for her. >> Yes, ma'am. >> Mhm. Okay. Like I said, good evening. Uh what I'm about to is not a
132theory. This is real life. This is abuse. This is what happens when power is misused against a family trying to protect a special needs child. My son Elijah is a six-year-old special needs child. After I spoke up and advocated for him, retaliation happened. A school board member took it upon himself to become my son's foster parent. This is a direct conflict of interest. When they realized I had uncovered this, my son was suddenly removed from that foster placement and placed into a sponsored residential facility instead. Not because it was in his best interest, but because I found out. The superintendent was aware, the school board was aware, and instead of stopping it, they allowed it. Fraudulent truency charges continued in court. fault statements were signed off on and a six-year-old special needs child was taken
133away from his family. This is not some mistake on paper. This is not an accident. This is not a misunderstanding. This is a cover up. This is the continued abuse of power and position that has been happening for years and it is destroying real families and hurting special needs children. People are afraid to speak up because they see what happens to the ones who do. I am living that nightmare right now. The very bully we claim to protect children from still holds the power to destroy a six-year-old vulnerable child, a special needs, autistic, nonverbal, deaf child, and to abuse his family into silence. This is no, there is nowhere to turn and it continues. It is not hidden. It's happening in plain sight and no one does anything. They ignore state and federal laws. They
134ignore disability protections under the ADA and section 504. They claim to provide special education services, but in reality, children are placed anywhere just to capture the grant money that comes with them. The funding follows the child, but the care does not. Instead, these children and their families are abused by the very system that is supposed to protect them. I understand budgets are tight. I understand there are funding gaps. But our special needs children supposed to suffer and be punished because the system can't manage its resources. There are grants meant to support special needs children. When that money is misplaced, misused, or treated as a number instead of a lifeline, the children suffer and families are blamed. So, let me ask this plainly. Is this what Frank Franklin City does to parents who speak up? Is
135this what happens when a mother advocates for her special needs child? You take her child away. This is the board we are supposed to trust. a superintendent who no statements were false and still signed them. Still stands at the head of the system. He stands here with authority protected by position acting as if the very bully we claim to protect our children from. This power being used to harm, not to protect. This is abuse of authority and the consequences are being carried by a six-year-old special needs child. This is the reality. This is the damage and this is what this system has allowed to happen and what is still allowing to happen today. Because of this, I am demanding immediate corrective action and independent investigation and the immediate return of my son to his family.
136No child child should be punished for parents who speak up and no system should be allowed to hide abuse behind paperwork and titles. If this board stands for children, then today is the day you prove it. Not with words, but with action. Investigate this. Stop the retaliation and fix what you have allowed to continue. Everything I have stated here today is now on record. This board has notice of it. What happens next is a choice. Thank you. followers. Do you >> She just got one. This is okay. That's my home approval. >> Home school approval. Dr. Harrisment of what? >> We are we are not allowed to speak during citizens time because it's your time. I just want to know are these for us to keep or give back to you? >> I'm sorry. >>
137No, no, we are not allowed to speak. Am I correct? We are not allowed to speak >> to speak. You need a copy of this. >> I'm actually copies of >> you can already enrolled. Can I speak please? >> Yes ma'am. >> Could I'd like to say could we open have an investigation open and retaliation of this? Oh, this just this. >> We'll make copies of it. We'll make copies of it so we can all have it. Thank you. Did she give us this? >> This is your copy. >> Okay. Okay. >> No. No. Can I'm sorry, Miss Edwards. You will get a response back from us. And I do appreciate this and I'm going to say this. Um I can't say much but I appreciate the information that you have passed on to us.
138There is no answer for that yet. >> Okay. Okay. Definitely. But I thank you. I thank you for this for bringing this aware to us. Thank you. >> Our second individual was Brandon Lily. and he is currently not here. Next on our agenda, school board presentation, announcements, comments. Do we have any? Do any school members like to say anything. >> I just sent you last week that was information. I'm sorry. >> Bob, do you have anything extra, Miss Bailey? No. Mr. K, >> Mr. Hall, but our kids are actually really robotics. >> Yes. >> If you haven't had a chance to ever look at a robotics competition thing that's going on, that's there. I strongly encourage you to go check it out. I actually got to see something last year. This I'm not that kind
139of individual. I'm not techsavvy like that, but they do some really great things. I'm actually happy to see the things that the students are participating in and doing. Um, even for the girls for basketball, I can only shoot shots and I still can't make it. So, I'm very proud of what our kids are doing. And we don't even if you don't have a child that is currently in the system, right? You have nieces, you have nephews, you have friends, you have family friends, there's you're still a part of the network, right? So, give them a hug. Give them some encouragement. That may be all that they have that that may be the only person that gives it to them. So, not saying that people don't do it, but encourage the kids that are around you.
140You don't know how you influence them. You don't know what they see when they're looking at you, right? Give them something to look up to. That's our life. That's just us in the community. Did you have anything? >> I move to adjourn the meeting. >> Do we have any discussion? Mr. Osbbor, >> yes. >> Mr. Kent, Mr. Grant, >> I. >> Miss Parker. >> Miss Wadia, Miss Bailey. >> I Boone. I meetings adjourned.