Olentangy Schools Board of Education, 9.8.22

001all right good evening today is thursday september 8th it is 6 30 p.m this is a meeting of the olympia board of education it's a regular meeting i will call the meeting to order ms hatfield please call the roll dr dabraco present mr lester here mr o'brien here dr wallach here and dr weiss here thank you please stand and join me in the pledge of allegiance pledge allegiance to the heart of the united states of america and to the republic for which it stands one nation under god indivisible with liberty and justice for all all right and i'll uh entertain a motion to approve the agenda as written give a second please second any discussion on the agenda nope all right please call the real ms halfhill mr lester yes dr weiss yes dr daberko

002yes dr wallach yes and mr o'brien yes thank you all right so the board presence report um so tonight we have three presentation items one on a student well-being update the second on transportation the third on staffing so a full uh little group of presentations with that i believe mr um lester would like to comment on the student well-being in the first meeting of that committee yeah thank you so much so uh as we spoke at our last school board meeting we finally populated our ad hoc committee on student mental health and well-being we had about 20 people from across the community including students parents staff members district administrators and board members we had our first meeting last night and it was it was truly an amazing experience to hear um how much mental health

003has impacted members of the community how important of an issue this is and the different perspectives hearing from the students about how it's affected um them and their you know their their friends and colleagues in their experiences and teachers how they're trying to incorporate this into their classroom um it was we spent a lot of time getting to know each other and hearing those experiences and then really trying to build up what the committee will do because it's such a large topic um to tackle uh we we brainstormed a lot we we put together some ideas that we're going to be working toward over the course of the year and then making rolling recommendations as well as a final report at the end of the year so it's a great start we're really looking forward

004to it uh dr daverco has joined me on the the committee um and we're just both so excited to work with the community on it great anything else from the board members yeah i mean it was it was hard it was it was emotionally i mean i was it was hard um i think the biggest thing to emphasize is our kids come to us with a variety of needs and the myth that you can teach kids without taking care of their basic needs was something we debunked pretty early on so we need to make sure that um we're meeting kids basic needs whether they're they they need food or whether they need you know late breakfast or something else is going on so in collaboration with parents it's a big deal that we're aware of

005that really thankful that that that committee is is moving forward right anything else from the other board members on committee updates really no nothing all right let's roll right into the presentation items first up is dr alicia behrens the director of student wellbeing welcome good evening so just to review because you know we do have some new board members at the non-academic barriers before students can actually learn so making sure you know they have their basic needs met are they fed uh do they have clothing um and then do they feel safe and do they feel like they belong in school um and in their classroom and then giving them that self sense of self-esteem and self-confidence and then they can actually achieve full learning at that point if any of those other areas are

006are low or missing then a student's not fully going to be learning anything that the teacher is talking about because they're going to really be focusing on those other needs and so in our student well-being umbrella we cover a variety of topics mental health being a big focus and then also we have students who suffer from substance use issues and then i also oversee the nurses and the physical health aspect so the last two years kovid had kind of overtook my job i'm very thankful knock on wood that hopefully we're moving out of that i'm just going to keep putting it in the universe safety and security i work with mr swazi a lot on our safety efforts and then behavioral support for our students who have some behavioral concerns within the classroom as well

007so i have some just general facts i'm not going to read all these stats to you um but most of this is from just u.s data and then i do have some olympia data in here as well but 49.5 of adolescents will have a mental health disorder at some point in their lives um so again half of us will most likely have some kind of mental health issue uh and that most likely starts in adolescence and then most commonly diagnosed in our three to 17 year olds is adhd anxiety behavior problems and depression so looking at the u.s version of youth risk behavior survey which we also do at the county level i have some stats on depression and suicide so from the u.s stats 15.1 percent had a major depressive episode and 36.7 had

008persistent feelings of sadness or hopelessness which is one major criteria to diagnose depression for olin tangy 43 of our students in 2019 reported feeling sad or helpless for two weeks which again is an indicator of depression again u.s data 18.8 percent seriously considered attempting suicide in 2819 and in olin tangi 20 of our students seriously considered attempting suicide and u.s data 15.7 percent made a suicide plan and then 8.9 actually attempted suicide and in olympia that number was 7 so you can see our numbers are matching the national statistic statistics pretty closely and then 2.5 percent made a suicide attempt requiring medical treatment and in olympia that was two percent two percent doesn't sound like a lot but that's um over 400 students that we could have lost in 2019. um and both nationally and

009in olympia that's just middle school and high school so that doesn't include any stats on any of our elementary students as well so just to show you kind of the effects that covet have had on mental health this is a chart of separated from boys and girls of weekly emergency room visits for suspected suicide attempts so for boys you can actually see that 2020 was the worst year for them and it did kind of decrease there in 2021 and they only had data for right now through mid-2021 but if you look at girls 2021 is much much higher i do also want to point out for the boys chart that actually only goes up to number of weekly edi visits only goes up to 300 whereas the girls it goes up to 1200. so that's

010a significant difference if we're to actually overlay those two charts and have them be separated there'd be a big gap in between the boys and girls er visits for suicide attempts so this is why protective factors are so important we have to make sure we're building those indicators for positive mental health because though if they're present in most children it's going to lead to better outcomes even if they do struggle with some symptoms of mental health they're less likely to develop a full disorder so again i'm not going to read over all of these but i did want to point out a lot of the positive indicators were aspects that we have in our portrait of a learner curiosity um positivity resilience persistence things like that um so again the things that we're building up

011in our portrait of a learner are really those positive indicators for mental health other protective factors that we want to make sure we're building up in our students are academic achievement and intellectual development which we do very well at obviously we want to help teach them emotional regulation because if you can't regulate your emotions then you can't really understand how you're feeling and get your place to uh get yourself to a place of calm good coping skills and problem solving skills engagement and connections and two or more of the following contacts school with peers athletics employment religion or culture a presence of mentors and support for development of skills and interests this is why our teachers and staff in school are so important to become mentors and have those positive relationships with our students and

012then physical and psychological safety so again that feeling safe and supported and school is a comfortable place for them to be so just to show you again this is u.s data where students are accessing mental health services obviously a specialty mental health setting such as a community mental health agency is the most common place where mental health services are being provided but then second to that is in the educational setting there's a lot of barriers that we can take away by providing those services in school kids don't have to miss as much school because their parents don't have to pick them up drive them to their appointment have their appointment drive them back they can be during the school day so we don't have to worry about evening appointments and are there people with evening

013appointments available and things like that so that educational setting is the second most likely place where students are accessing mental health services so what can we do in schools um the u.s surgeon general put out an advisory for protecting youth mental health in 2021 and it specifically spoke to things that schools can be doing to support students mental health one being create positive safe and affirming school environments again making sure our students feel like they belong and they feel safe when they come to school expanding social emotional learning programs and other evidence-based approaches that promote healthy development learn how to recognize signs and of changes in mental health and physical health among students including trauma and behavioral changes and making sure that when we see that our staff meaning teachers custodians food service whomever it

014might be knows what to do can recognize that in a student and be able to get them to the help that they need provide a continuum of supports to meet students mental health needs including evidence-based prevention practices and trauma-informed mental health care expand school-based mental health workforce and support the mental health of all school personnel so again making sure that our teachers are healthy as well because they can't take care of our kids if they're also not feeling mentally healthy themselves so here in olin tangy we do have a tier model for our services for mental health services and general student well-being so that tier one we're looking at universal intervention so again every student has access to these things it doesn't necessarily mean they utilize it on a regular basis but we have seven

015school resource officers throughout the district 27 clinic aid nurses and 48 school counselors and then for tier two those are going to be more brief targeted interventions for a smaller group of students and usually it's through a referral process we have 13 school social workers 32 school psychologists and 11 and a half school nurses and then for tier 3 that's going to be for the small small group of students usually one to five percent of students will require tier three services and for that we have 12 mental health specialists split between centero for k8 and osu for the high schools and five behavior specialists so looking at the recommended ratios for these groups of people all of the top ratios are recommended through each group's national association so for school counselors the recommended ratio is

016one to 250. for school social workers it's one to 250 as well for general education but 1 to 50 for students with intensive needs so think of a student who might be in a specialized unit for behaviors and things like that for school psychologists it's one in 500 and school nurses is one in 750. looking at ohio no one's meeting those recommended ratios it's really difficult to actually get to that point you're going to have a lot of staff especially with us with how many students we have right so for school counselors in ohio it's at about 1 in 484 school social workers is one for every 4 854 students school psychologist is one for every 1084 students and school nurses is one for 1048 students so uh i took data from last year because

017we're still early in the school year i didn't want to give premature data for how many students were supporting this school year so looking at last year our current number is 2023 243 but we've been able to support all tier levels at every building so we have tier one tier two tier three available at every school here in the district for nursing services we have 234 students who are on individualized health plans meaning they have some kind of health condition that requires some kind of special attention we have 110 students who are on medical 504 so again that medical condition requires some sort of accommodations 369 food allergy action plans 225 asthma action plans and 90 seizure action plans um about 100 students or so received behavior support services that can look anywhere from again

018an individual student needing that support or sometimes even doing classroom interventions if maybe a classroom has several students who are struggling then the behavior specialist might go in and work on kind of a more classroom level and helping all those students find more regulation and things like that for school social workers they supported about 800 students centero supported 610 students at the elementary level 358 middle school 185. uh we also have a centero clinician at oasis who serviced 42 students and then we do have access to a crisis clinician at the centeroffice and they helped with some high school students and that was the number was 25. for osu they serviced 286 high school students and then we also um i actually forgot to update my number because i just got a new one we

019actually had 15 referrals to the osu nurse psychiatric nurse practitioner that was something we added in last year we know access to a psychiatrist is very difficult specifically adolescent psychiatrists for medication management and so with our contract with osu we're able to again with parent permission and consent ask the parent do you want to have access to this we have appointments available and can take away that wait list for students they still do have to go to harding and fill out all the paperwork and do that but we at least can get them seen a lot quicker than some of the other psychiatry offices so for staff support we have a few different things going on we have our employee assistance program that's through the mutual of omaha centero has a county funded program called

020backing our front line that's available to all front line workers including teachers and school staff where they can get four to six free sessions we are trialing the osu best program which is a peer support model for staff in which we'll have about 20 to 25 staff at liberty high school get trained in this best peer support model for mental health first aid basically and then they will be identified to other staff members so if a staff member's struggling they know that they can go to one of the best trained staff to get that support we do have staff who will come to the school social worker or the mental health specialists in the building and do consultation even for themselves or a family member and then we do go out in the buildings and

021do presentations on self-care and support for our staff so we do want to make sure we're providing balance support so not only are we supporting the students but we're also supporting our staff and our parents through training and education so we've been rolling out trauma-informed care across the district so that all of our staff understand what trauma is and why it's important to take a trauma informed care approach mental health first aid so again everybody has those basic skills to be able to recognize and then get students or staff to the support that they need cognito is a suicide prevention interactive module that all staff have access to that they can do an elementary middle school or high school student where they actually walk through and get corrective feedback on why they should or shouldn't

022have said a certain thing to a student once they get that information we use the social emotional learning standards through ode we are looking at both prevention and intervention we have active minds clubs at all of our high schools which is a student-led club focused on reducing stigma and starting the conversation about mental health we have our parent academy that tries to house all of the different parent events in education that we're doing throughout the district so um just because a parent might not have a student in special education they can still be aware and know of the self-regulation course that the behavior specialists are providing through special ed but they might have a student who's not special ed but thinks that that would be a beneficial course for them to learn about for their

023student and then last year we partnered with neighborhood bridges um which is a community agency in which our it links our community members who want to donate items to our community members who need those items it took a big load off of our social workers so they didn't have to send lots of emails hey does anybody have an extra coat to give a student does anybody have any extra boots so we're able to through our neighborhood bridges website submit a need for a family and those needs get picked up very quickly so anything from again basic needs of you know snacks for the clinic or leggings for the clinton we had to ask for a lot of leggings for the clinic um or uh you know school supplies um even furniture so couches washing machines

024uh bedroom furniture we had a family who needed basically a whole apartment furnished and again people were able to donate that and the neighborhood bridges also facilitates then the moving of all that so again we don't have to borrow our olin tangy vans to then go have the social workers haul a washing machine up some flight of stairs so that's been a very very beneficial partnership and then um to mr lester's point we did have our first well-being committee last night we i made a general kind of purpose of the meeting and then through the next couple meetings we'll we'll really refine what this purpose statement is going to be but ultimately we want to facilitate maximum learning for every student by supporting student well-being and mental health and again we collected many many ideas

025of areas of interest and things that people might want to explore we're going to compile those into a list which we have a lot and then we're going to send those out to the committee members so that we can kind of find at least a few for an area of focus to start with and then again as we kind of work through that come up with different ideas as we meet the needs of each one so looking ahead we want to continue to support students with the transition back to normalcy this is kind of our first year that our students haven't had some kind of disruption with we had masks at the beginning of last year so this was the first kind of normal year so far we're going to be moving ahead with our

026ad hoc board committee recommendations throughout the year we're continuing to review and refine our social emotional learning prevention programs we want to look at student well-being and mental health staffing our parent presentations that we're giving and more staff professional development any questions that you have for me any questions for dr bill so i've got a comment first of all so um our student well-being team is dr behrens and dr branson two people who are doing yeoman's work um in this area and you can see the enormity of the task that's ahead and i've heard from so many people as we're going through this just about how concerned they are about you know where we are just as a country where we are as a state where we are as a school district on dealing with

027mental health issues and how important it is um so first of all thank you and thank you dr branson and everybody else that's putting in all of this work the numbers and the the statistics and things that that you shared should scare all of us right it should scare all of us about what we are what we are facing in the the enormity of this task um what we talked about a little bit last night and what i want to reinforce here is that we are on a team we are all on a team here right parents and students teachers and and the board and everybody this is something that we have to work on together and it highlights just how um how important it is that we work collaboratively and that we listen to

028any idea that comes through and and really try to to make the best of it so as we continue to refine this we're going to be talking about both responsive things like you know how we're staffing appropriately for social workers and how we're doing all this this sort of stuff but we also want to think about proactive strategies how we can continue to continue to build up the ways that we as a district are supporting our students and we we put those things into place so those senses of belonging and other stuff help to insulate about from the crises that we're going to face right and that's where we don't want to be at um we have you know we have a lot of good resources that are available there but if we can stop

029from ever getting there all the better so thank you deeply for all the work and for everybody who's here and everybody who's listening we're all going to be depending on you um to help support us in this and to help try to make um you know the conditions better for our students for our families for our community so i hope we'll have your support and we're doing that we're excited about the work that we're doing and look forward to that as we're moving forward okay anything else if i may um dr behrens thank you for this presentation and appreciate all the hard work that you put in your care and concern for our students every day you you showed a recommended ratio slide followed with the ohio ratios i don't want to put you on

030the spot if you don't have these numbers readily available but and if not just in the future i would like to get my hands on these i see the ohio ratios i'm very interested in the olin tangi ratios and where we fall yes and i yeah i can't do math that quickly well again from a school guidance counselor's standpoint we have uh contractual language that we have an integral multiple 450 at the elementary so we have since we don't have an elementary school that's 900 students every elementary has one counselor high school middle school ratios are 350 students per counselor so 350 kids we get one counselor seven our kids two and so on so high schools all have five counselors currently and the middle schools have two or three two high schools have four

031two high schools have five what she said that works yeah our social worker ratio is better than it was we we doubled our team for this year which has helped tremendously i mean even in just the first few weeks of school especially that full-time social worker at the high school the counselors are just like thank you so much we're able to just do so much more because we have somebody who's here so if we have a student in our office i can take them right to that social worker office and get the support that they need versus oh sorry she's not here today because she's at her other building so that's been helpful school nurses were also pretty close to the race recommended ratio as well and i think psychologists too uh so the ones

032where we're a little off would be the counselors which is in the contractual language and then the social workers thank you yeah i have a question was that graph the one that you showed with the visits versus excuse me suspected suicide attempts that was national that was national yes can delaware public health or whoever the government can they give us local data potentially i can reach out to my uh contacts at the health department and see if they're they would probably be able to maybe give us just grady's numbers um i don't know if they'd be able to have access to other [Music] other hospitals that aren't in delaware county i can also find out the delaware suicide prevention coalition might have some stats for delaware county as well all right thank you very much

033thank you good job okay the next item is item b the transportation update uh lori carter evans welcome well good evening it's a pleasure to be here to meet everyone in person and congratulate those board members who are in new roles and welcome new board members so congratulations and welcome i'm lori carter evans director of transportation and i appreciate the opportunity to talk about the department of transportation which is my passion so i'm especially proud of the commitment to students that the men and women in the department of transportation have the work that they do is so vital to our schools and our students most everyone knows that across the nation transportation operations are facing monumental challenges and it takes a special person to drive a school bus and meet the needs of students passengers

034at the same time that they're driving and sometimes of course the job may be a short-term job or a temporary career as there are many competing jobs out there so and this is not to paint a bleak picture because the department of transportation here at olin tangi has faced challenges before and through creative thinking of staff and drivers and our efficiencies that we build in and their commitment and pulling together to do what it takes has put us in a better position than better position than most so we're a cross-functional team we have many talents that we can tap into and uh of course i'm not saying that we're at our optimal level but we have the potential to do so and we're moving forward in that direction so when we started off our summer

035our summer kickoff we were excited all the drivers were excited to come back and our theme was get reset and get ready to go so we're excited to do that and so this evening i'm going to talk about i'm going to briefly give you a department overview talk about actions to address vacancies and absences routing and ridership going to touch on that and talk about a couple of initiatives that we have and creating how we're creating conditions of support and that's related to how we're retaining our current drivers so of course most people identify the department of transportation with our yellow school buses traveling around the district so more than 180 old and tangie drivers substitutes office staff they do a phenomenal job caring for and delivering our students and they've kept us going during

036the pandemic and as we come out of the the pandemic when we look at last year although there were many struggles and there was a major shortage we managed to remain open so and continue transporting our students so there may have been delays but we did not shut down or have another type of adverse situation upon the district so we're proud of that and we continue to keep things rolling as a lot of people like to say for transportation so a few people as i talk about dispatching few people get the opportunity to hear our dispatchers they're our link between our drivers our schools and our staff our dispatchers like last year we were down a dispatcher and we have a new dispatcher this year and she's hit the ground running so the drivers depend

037immensely on our dispatcher and we do too and i'll get into more about our radio system later that's one of our new initiatives but our dispatcher is also a vital member of the transportation team so our routing and trips routing is is more of the behind the scenes work keeps the routing person keeps our map updated designs the routes for the drivers sets the bus stops reviews requests for changes in bus stops and just make sure that everybody knows where they're going also if we do have to change routes split routes do something else the the routing and our trips person people they do the job they do a wonderful job doing that so and even this year we have a new program an after school program at the delaware area career center typically we're

038finished with our routing and by with our buses that are out on the road by about a little before five but this program actually starts at the end of high school at their the end of the high school dismissal and then it ends at five o'clock so our buses are starting to pick up at the delaware area career center at five o'clock so our creative routing has helped us to make that a seamless process so in trips you know as you know they're set up to enhance students curriculum and support our athletics and we run actually more than 3 500 trips a year so and that's always climbing so by working closely i'm sorry our next item i wanted to talk about is our budget so i have the budget listed here because we don't

039typically talk about our budget but it's important that we focus on our fiscal responsibility and transportation has always been focused on fiscal responsibility however the increases in the cost of parts the escalating diesel fuel prices have impacted us so at the end of last school year we paid five dollars and 41 cents a gallon for diesel compared to the year before at 2.34 cents per gallon so fortunately that's coming down a little bit at four dollars and 12 cents but we're not where we were so there's another item i wanted to point out you may know about house bill 110 that there was an unfunded mandate that increased the payment in lieu of transportation which is for impractical transportation from 250 to 538 and 55 cents so that nearly doubled over more than double what

040we had to pay so we've worked closely with our treasurer's office and we're able to make accounting adjustments and meet our financial obligations so thank you emily so hiring and training we're still attracting drivers and have a steady flow of applicants so we're glad to say that that they're attracted to come to olin tangy schools and we want to continue that uh that you know attracting them so although we have a shortage we're still selective though because we're not only looking for great driving skills but we're looking for people who not only represent the department of transportation but represent olin tangi as a whole so and i'll talk a little bit more about recruiting and staffing as we get on through the presentation but i want to also point out fleet maintenance we have a

041great team of mechanics and a fleet foreman and they've consistently kept our buses on the road so i just want to give a shout out to them because they do a great job and not only do they maintain our bus fleet they also maintain our cmf vehicles and our vans and they do a wonderful job so i will move on to our actions to address vacancies and absences so we look at our route coverage we look at our communication with parents and our recruitment and retention so for route route coverage that's where we have to get creative because you know we have vacancies there are some absences so our route coverage is where we need to really shine and have people that really know what they're doing and we all pitch in to do that

042so schools have their regular schedules but built into those schedules are different tiers as you know and those are designed for bus travel times and in some cases this year we've included extra time in those routes so when we routed over the summer we kept that in mind of what happened last year and we thought well let's make sure that the drivers are already compensated for that extra time and if a route usually takes maybe 30 minutes we'll give 45 minutes that way it's like a building built-in substitute almost so if we did have another route that we needed to split then that driver is still available and can take on some extra students with minimal impact so we also have most of our staff who have commercial driver's licenses and so they readily maybe

043right now readily pitch in so after a while you know they may not readily pitch in or they'll pitch in but not readily but so but we have our office staff that have cdls and that that helps us immensely so and although most more of a last resort like i mentioned we do split routes and what that means we distribute a section of a route to another driver and that's when the drivers pitch in sometimes that does cause delays and but that is why it is the last resort and there are times that we may send a bus back which we call a double back and that's also a last resort because of the delay so for communication we have increased our communication with parents and drivers this year we have a person that's dedicated

044to send out the instant connect messages if we need to when there are delays we have google docs spreadsheets that we share with the schools so they know when a bus is different we also send out the instant connects we copy the schools and like last year we sent over 2 000 instant connect messages to parents and to our schools for recruitment and retention it's the exciting part because we've partnered with communications we across functional transportation directors advisory committee that includes members of the community members of our staff drivers our transportation supervisors and this is basically to equip the community with knowledge about transportation and equip us with knowledge of the impact we have on our community so we want to partner with our parents and and community leaders so on the next slides i'm

045going to show you some pictures of some of our activities that we have that support our drivers and then lastly i'm going to share with you how we made a student's day it was his like his senior wish and i'll talk about that when when i show you the picture well those conditions of support i'll go through so you're going to see some pictures from the rodeo appreciation day end of the year celebration and how we made a student's day at the end of the year so for our rodeo as you saw in the video kevin ball who's the state champion regional school bus rodeo he's always winning the regional rodeo so he placed in the top five stephanie bennett she works in the office actually she is one of the routing secretaries and she

046was the rookie of the year so and she also placed in the top five she's also our transportation employee of the year so we're proud of these two for continuously representing olin tangi at the rodeo and then our appreciation day every day every year in may we do something different it's either cooking breakfast or providing lunch and just celebrating our drivers and letting everyone in the district know that we are appreciating our drivers and then we had a hawaiian luau at orange park where we had drivers bring their family members office staff brought their family members so it was a family event and everybody was very happy with that so and here's where we made a student's day his wish was to drive his driver or at least not drive her but sit in the

047behind the wheel so we invited him to come to the transportation center get in the bus behind the wheel his driver would sit in his wheelchair and he would pretend to drive the bus so this is uh that event so we were very very happy with that so and that concludes my presentation and as i said we are continuing to move forward so if you have any questions i'll take those so i think it kind of goes without saying you know what a tremendous job i think the transportation department does you know there's been some very well publicized challenges in other districts across central ohio that we have not had to deal with because of you and your leadership team and the drivers really you're doing a great job so i think it's fantastic so

048my question is so i was on lewis center road yesterday at a stoplight next to me i see the first rivian electric truck where are we with like e-busses is that even so we've looked at our the electric vehicles um in the past a couple of years and again this year um because of the infrastructure and some of the costs associated with that it has not worked in our favor to start to implement that but as the cost of the batteries needed to run those buses as that comes down then it might be something that we're able to embark on so we're continuously monitoring where the technology is for ev and we expect that at some point if it continues to decrease and make sense for us that we would pursue that in my sense

049due to our size it doesn't make sense for us to be a leader in that space but or a fast follower should it actually become feasible yep absolutely just out of curiosity how many miles a gallon do the school buses get oh about seven seven miles per gallon some of them may get eight but here's a don't need an in-depth analysis or answer here but a brief overview if you can provide one um no experience necessary training provided we got a lot of parents here tonight i put my two very little ones on the bus every day and we send them off into the world can you speak a little bit to the training that is provided to our bus drivers sure we ask um when a new applicant comes on board if they don't

050have a cdl that they need a permit like your driver's permit if you were just driving a car so you need a permit for a cdl and we give them a book or the printout from the bmv to study once they get that permit in hand then we can start their training which involves an on-board instructor is what we call them obi's they are our drivers they are certified obis and they teach them everything from a pre-trip inspection of all the components on the bus they need to learn those components and check them before they take the bus out on the road and then they're tested on that before they can get their cdl and then we teach them different maneuvers in the bus um ex actually that becomes the easier part for a number

051of people we go through the pickup the drop off how you operate the lights and a number of things and it takes approximately i would say between four and six weeks if somebody is continuously uh continuously training then they should get that completed pretty quickly follow-up question to that too the gentleman who's been driving bus for over 20 years and i believe he said he's driving a bus for special needs students um is there additional training then put in place for for anyone who's going to be driving a bus so actually the drivers receive training in all aspects so you when you when drivers come out of training they're ready to drive a lift bus or a regular bus um and and when we train them in the summer and we go over all of

052the skills during the in-service we make sure that they get all of that training as well whether they have students who have special needs or they don't thank you i was pointing to you first might be sure instant connect do parents need to sign up for that or is that an automatic so that's our that's automatic we set that up um internally based on students that are in power school so it's actually through powerschool so if students are already registered and they're using powerschool that will go it's set up by bus so every year that i.t and communications and transportation we work together to make sure that the bus information is is correct so we can take bus 42 for orange if it's at orange and send out a notice that says your bus will

053be delayed by 10 minutes yeah just a quick i think you kind of answered it with dr wallach's question but first thank you for picking up my son every day and getting thank you for seeing him on the bus it's a big deal because you know we talk about big stuff but really we're talking about our kids and um sometimes scary things happen and it's never been um you have a better success rate than i do of getting him into school on time so it's greatly appreciated i only have to go four minutes so thank you for what you do it is appreciated and it's probably very rarely noticed and you only hear about the problems and where's my bus i was thrilled the first week of school getting updates the last bus is back

054and every day you're shaving minutes off the and it's really impressive so thank you you are appreciated um just to clarify our transportation professionals are getting updated training through the school year so if teachers are doing continuing ed our our drivers are doing continuing yet is that how it works so when we have professional development for the school district we also have professional development for our drivers so um yes we have uh training for four dates in the year that we have training for our drivers and we also have post accident training if something happens if other you know other things that we give targeted training as well perfect thank you uh last one is actually maybe more for emily but together have you ever explored hedging our fuel costs i'm sorry hedging to fuel

055costs um no we haven't really explored that um i think gosh within the last two years the fuel costs have really jumped to the point where it might be beneficial but it is part of a program that i believe it's rfp if that's the right term that i'm using lori where you talk to different vendors about can we get a cheaper price can we get it you know in bulk things like that okay or join with other school districts as well to get a bulk price so thank you all right well thank you thank you for your kind comments and i appreciate you guys as well next up todd myer chief operations officer give us a staffing update okay good evening thank you for having me and allowing me to present a staffing update before

056i get started so one thing that i often say to our administrators one of the most important decisions we make as an administrator is who we select to bring through the doors to uh work with our children and i honestly believe that so one of the best decisions i ever made was selecting uh lori as our transportation director how long has it been now six years five five in february but uh honestly uh miss carter evans is probably one of the best transportation directors in the industry she does an amazing job she's always upbeat and she's always there to solve problems and work out solutions and again you guys had said it but looking back last year just amazing with the challenges that all school districts were faced with that we got through the school

057year and especially with the size of our school district so unbelievable okay so staffing update okay so i wanted to uh first start here um and i probably once or twice a week throughout the summer received some kind of news feed about the teacher shortage educator shortages across the country and in the state um so i definitely wanted to highlight that uh so teacher shortages in the united states and really in reading a lot of these articles it's on average about 300 000 educators are leaving education on a yearly basis and then coupled with that substantial decrease in the number of students entering education field so in the last decade about 35 percent decrease in the education field so not only are we losing teachers but also the pipeline is becoming shorter of teachers are

058of individuals entering the teaching field and then in also in ohio there's been a steep decline of about 17 000 in the last few years since 2019 we've had we have had a reduction in student enrollment about two percent but six percent in uh teachers so obviously there's a gap there and and the reason i say that is because um you know one thing i admire about olin tangy this is a special place i mean the fourth largest district but we really do a good job as far as being intentional in our planning and being proactive in our recruitment efforts and obviously retention efforts so with that uh we started the year 100 with our certified positions filled we do have about 12 classified vacancies to start the year but again with our classified openings

059they're dynamic so it happens all year and 100 of our teachers in licensed area i've read articles where again school districts will bring adults into the building but they're teaching out of the the license area and this is again with the growth that we continue to have as a district so i went back to and we've brought in over 400 teachers since 2019 in the district as we continue to grow and then you you on top of that add administrators and classified staff so we're well over 600 since 2019. um and again like i said that doesn't happen by accident we do a really good job in our district i think as like i said as far as being intentional with our planning and recruitment efforts so i want to start so last year we

060i always do this resignations and retirements so administrators that we had 9.5 percent of our administrators resign and a 1.5 percent uh retire so i put that equal signs because that was equal to the year before so we also look at trend data of of over the years of our attrition rates um and then the next one is uh certified uh resignation is 3.4 percent so that was an increase of 3.1 percent from the previous year so a little uptick in the resignations uh and then the retirements stayed flat equal at one percent um and i want to highlight that again across the country the turnover rate is about eight to sixteen percent so if you say eight eight percent of um teachers just leaving the education field another eight percent then leaving their current

061district to go teach somewhere else so for us in olin tangy we're still in good shape with our attrition there and then also classified is 10.3 percent uh resignations and then um retirement uh 2.1 uh percent and again slightly up uh less than a percent from the previous year um and like 0.1 uh in their retirements is there if you look at turnover kind of on the on the scale of kind of first year to 30th year there's got to be like a tipping point right where at some point based upon where you are on the on the pay scale that mobility between districts becomes very challenging yeah so i would say um like we're one of the few districts that still like for example when somebody comes here if they have 20 years we

062give them 10 years a lot of districts don't they're much lower than that so obviously yeah when you're getting to five six seven years then it's a little harder to jump it's almost like if you did the journey of a teacher and kind of get them through that fifth sixth year that you've kind of got the research which is you get them through year five and then obviously coupled with a lot of other things you do within a district the retention rates improve so recruiting and hiring again i talked about our intentionality here number one starts with our brand identity we do a phenomenal job of promoting uh old tangy schools really across the state and across the country and i'd be remiss if i didn't say this because uh on a daily basis with

063the number of buildings that we have so many good things happen in this district underneath the roofs and between the walls of our schools it's unbelievable this is this is truly a special place and i wanted to highlight even with the data that i just showed as far as people leaving the education professing profession we've had in the last year a 15 percent increase in active applicants so we went from 4 000 to 4 700 and again i'm going to attribute that attribute that to strong brand identity and our recruitment and retention efforts which starts with we typically attend over 20 20 plus job fairs outside of bull and tangy and from our perspective we do need to cast a wider net we're trying to attract the best talent out there across the country so

064that's a strategy that we use attending and last year we attended 29 outside certified career fairs and most of them were back face to face the year before we were virtual um through the pandemic um you know one thing that's uh really good here at olin tangi and and we do this year after year is our certified interview day so on that day and you can see a picture we set up tables uh in one of the high school gyms and it was at liberty high school last year interviewed over 175 applicants and that really helps us to build sort of our we call a candidate list pool that we then give to all of our principals so they can use that list as their screening applicants and then last year uh for the first

065time ever we did a specific first annual intervention specialist interview day and the reason that's important is because we started seeing the trend over the year the highest percentage of licensed teachers that we've hired have been an intervention um here at olin tangi and it's not just on tangy it's it's across the state and really across the country so um we interviewed on that day 74 uh intervention specialists and and we did this back in we i think it was jan or february we started way early that's another good thing again going back to planning and on tangy we start early with our recruiting efforts and interviewing because we continue to grow and we anticipate our openings but from that day we interviewed 74 and then higher ended up hiring 16 from that day and

066so just to put things into perspective last year we hired 31 25 interspen intervention specialists and six ell teachers which is 28 of who we hired last year and the year before it was 26 percent so again that was the first year we did it uh we had some uh for sure success and um learn some things so we're definitely gonna go back to that and then um nine classified career fairs and we increased career fairs classified because again like i said that's we're hiring all year classified so we just really have to stay on that so we increased um uh our efforts uh with career fairs and across all of our social media platforms as far as recruitment so just down there and i and i want to emphasize this too because a lot

067of times you'll interview an olympian you don't get a job the first time and maybe not even the second year but then the third time yes so we really rely on our certified our substitute pool and so you can see 25 percent of our new hires last year came from our substitute pool and then again 59 percent came from our certified a candidate list and again that list uh is generated from all of our career fairs and interview days that uh we have um 13 new hires on tangent graduates and that's always a good stat that i present to the uh to the board because not only do we have a teacher academy here in the district which promotes teaching but um we have a lot of our graduates who do go into teaching and

068and come back and want to teach in uh and down there at the bottom and from um leading the hr department this is this stats really good because again we're in our um we attract and then in our onboarding we're really intentional when we bring staff in because owen tangy's so big so we do a really good job of making owen tangy feel small from the get-go and it's extremely important um for uh not only attracting but retaining our staff so um we really work collaboratively with the curriculum department the technology department and then hr department and then um we went i think it was three years ago now to elect digital onboarding so we collect that data back on that experience because really when we select and hire that person that employee experience starts

069right then and we want that experience to be positive and as obviously as they continue through their journey here we want to provide a positive experience for our staff so that we we collect that data on our onboarding um and you can see 97 satisfaction rate but then we do many orientations um throughout the summer and i think we did six or seven this year so we bring smaller groups in like groups of 30 or less and we give them their computer get their id badge and we answer a lot of questions and go over for sure their technology because when you come in new to the district you're a little anxious first of all they're always extremely excited because they were selected to work at all in tangie but as you can imagine um

070there's a lot of anxiety coming in to olin tangy because we're all in tangie and you know we have high expectations and um there's it's just so big so again trying to make it feel small the technology in itself is daunting of all of the things that uh teachers have to um have access to with technology so we do a really good job of uh going over that and then obviously the expectations from the hr side with making sure that their paperwork and onboarding and obviously that experience has gone over before they get started and then they we have the new teacher network where we really immerse them in the uh on tangy culture um just a quick question on the graduates um have we tracked that number over time and sort of see is

071it going up especially with the teacher academy and things like that you know how is that trending um i i would say that's probably consistent um i i don't know exactly for sure but we're we consistently higher on tangible so 13 i was if if i could if i remember over the last few years it's probably like nine to fifteen percent okay um and then i'm just real quick uh again going back to you know one thing that i admire about olin tangi is when we forecast when we we forecast our staffing and then we we work with our growth and then we almost to the position uh have that in our forecast and obviously we work backwards from there working through posting our jobs and then filling them and then at the end of

072the day our goal is to have we have a june 1st of july 1st and then that first board meeting in august deadline for certified staff of a hundred percent and and since i've been here we've been able to reach that so new staff members employed so again busy season i i say that every year i sit you know as far as a busy hiring season but in olympia it's always a busy hiring season we hired 27 minute administrators 111 teachers 87 classified staff and and this is a really good stat underneath here because we looked at the data and our student population continues to increase uh diversity wise uh this year or as of today it's a little over 34 uh student population diverse so it is extremely important for us to attract top

073diverse talent in the district um so this year of the administrators 22.2 diverse and then certified 12.6 percent and then classified 14.9 and all of those percentages are higher than last year administratively plus 9.2 certified plus 3.1 and then plus 1.1 classified so again those efforts that we employ out there as far as trying to recruit diverse applicants stolen tangie you know from my perspective the last couple years have been paying off and i know that right there at the bottom this is extremely important because when we talk about talent management and providing opportunities for our staff 14 of our administrators were promoted from within and that's something that mr rafe has been um as for sure a goal of his ever since he became the superintendent we identify talent we helped develop we helped

074grow them and obviously um uh we're able to promote them um within the district and then again there's there are the percent percentages of from our a candidate list of um who we hired new this year one metric that we always use again this is in our budget so we look at overall staff and then we always our budget metric is a master step three so this year it's one 57 five so we really try our hardest when we're going through hiring all of these certified staff uh members to stay within the budget so again this year we were just a little bit under our metric and to put that into perspective so if you multiply that by the number of teachers that we hired it pretty much saves us one fte it's about 76

075thousand dollars because if you take the master step three and then add benefits to it it saves about one fte so uh that's again going through the recruiting and working through with all of our administrators we try to our hardest to stay within that so staffing totals so at the end of the day this is olentangy 146 administrators 1563 certified staff 904 classified or esc i put in there too because they're part of voluntangi's 245 esc staff members in the district for a total now over 2 800 which again one of the largest employers for sure in delaware county and in the region i want to highlight the certified substitutes because that 1137 as of today is a 45 percent increase from last year we're at 630 last year that's huge for us uh you

076know on tangi again because we're so big and we rely on our substitute pool um to uh fill in and provide um service in our schools not only when staff members are out but because of we do so much professional development in-house it's extremely important for us and then [Music] classified subs uh i started doing this a couple years ago because again over time we want to see how our staff's maturing experience wise so again we're i think it's 74 percent of our staff um if i added 77 77 are within you know 1 to 20 years still so some may say that's fairly young uh but um you know we're starting to uh move over those bands for sure and then our total average years uh in the district 14.5 then lastly we don't

077do this every year but nolan tangi we are known to open a few schools here and there new school buildings so we are fortunate again that the our community and our voters passed the bond issue to build berlin uh middle school so the berlin bruins as you know berlin middle school opened in the fall of 23. so again as part of our process we're very intentional on staffing that building because not only does it have implications staffing berlin middle school but also there's ripple effects throughout the district based on who gets selected to go there and transfers um so as you know we are we've already hired the principal and then we're going to post here right around the corner in october our intern we're going to start our internal process with uh internal applicants

078applying for and being interviewed and selected to go to berlin and then what we'll do is we'll post our external certified positions in january so right after the first of the year and then we'll finish up with our classified positions in april and then if if we have to go any external which we will may of 23 just to make sure that we're fully staffed when school opens in august what's the total bump when we get a new middle school of total new positions needed to support that um so i'm trying to think like we i want to say we're going to be 50 to 60 because we're probably enrollment's probably going to be 700 800 at the new middle school yeah questions mr meyer not a question but a quick comment that i have

079seen the certified interview day first hand and it's kind of got this speed dating vibe to it it's uh it's incredibly efficient it's such a well-oiled machine and i just think it's a it's a tremendous use of our resources um and a great way to vet that giant candidate pool yes so that you create that short list that's you know otherwise yet you derive the benefit of the of the collective eyes and ears on on everybody you know getting a sense of who's you know the skill set that everyone brings um opposed to what one administrator would be capable of doing for that one position in their building so i just say kudos it's a it's a very innovative approach to interviewing and kudos to my team in the office because they do a tremendous

080job of organizing getting all of the candidates there and really we screen from my office all of those candidates and we'll get some referrals but for the most part it's screening in my office to identify from applications who we think are some top qualified candidates and it's like it's seamless it's amazing so team does a great job i was 21 before i first had a teacher that didn't look like me and i was late dr frank henderson from ohio university he's one of early graduates of little rock in arkansas and he was also the first teacher in my life that said i wasn't working hard enough and he was right i mean i was working not hard enough before him but he was the only one that cared enough to say it it's important for

081our kids thirty percent you said i think thirty yeah to see other people um diverse candidates um teaching them how what else can we do and maybe this is just kind of rhetorical because i know you're doing things and i'm also thinking about in the context of oef with with their efforts how is that aligned and i know it's a long meeting but this is really important because i don't want my son to go 21 years before he has a teacher that looks different than him it's it's important yeah so you know i think first and foremost probably the best strategy that we've used in the past has been referral program so we continue to promote referral from internal staff or community members who can refer teachers of color who may be interested in coming

082to old and tangy are again the net that we cast the y so for example i on the one slide and i'll go back to it hbcu is important as far as us continuing to develop our relationship with those colleges but one thing and i want to highlight this is this year we do one time a year an ad in the hbcu career magazine and it comes out i believe in november so because we're in that magazine then we're also on the hbcu dashboard so then every posting that we have will go to that dashboard so it'll post now next starting next year across their network and then we can see exactly because we have access we have an account so we can exact see exactly who applies now so we can contact them individually

083so that i think that's going to be good for us so we in our travels outside we always try to attend uh hbcu events too so this this past year we did three um west virginia state central state no four actually the southwest ohio northern um kentucky education fair that's an hbcu event and then noted which is northeast ohio it was hosted this year at the university of akron but also they invite hbcu schools to that job fair so we really try to look at the job fairs over the course of yearly to see where we can identify some that we can go to so you know that that's another strategy that we use so you know like i said i think the most where we've been able to yield i think the best is

084from our referral our diversity referral program is that what the oef is that nope that's through olin tangi through our diversity committee here and then through our schools i'm sorry through our schools how does the oef efforts fit within this um you want to speak to the oem and i'm i mean i'm going to the meetings too and i don't know the answer so it's as much a gotcha for me it is maybe for so this is mrs friese director and she's worked with that group um i said do you want to speak to that sure well i would definitely say welcome i'm sorry i wasn't prepared for that but i would say this is a grassroots effort to to to speak to exactly what we're talking about and so that is being built as

085we speak from the ground up in terms of exactly what that's going to look like and right now we're looking at some articulation agreements we're looking at a mentorship program we're looking at quite honestly all facets in terms of what can we do to target students much earlier and really that's the heart of this and to stay with them throughout their experiences so that we can then bring them to the fairs to say they're well prepared at that point so i'm working with them more from a mentorship if you will and the experiences that they'll need to be successful at the end of that journey but it really is going to be targeting students as quickly as we can and staying with them so it's going to be closely tied to the mentorship which you're

086aware of throughout that how do we first identify the individuals how do we attract them to online tng and what type of mentorship do we have that stays with them so that they want to stay with us we can't lose them throughout that journey i think that's one thing that our office has done an excellent job of quite honestly is to be able to target and to be able to identify do you really want to be here what what skills do you need to be successful at the end of your journey and then also talking about options some of them just don't know they might think they were looking at a field in education but it might be in in the treasures department as an accountant so i think the unknown is important for us

087to be able to mentor and to provide experiences for people who will stay with them so i would say grassroots there hasn't been a whole lot since this is going to be the first year in inception but i do foresee the mentoring is going to be the key component and identifying a mentor with each each potential student thank you okay anything else all right thank you very much mr smith thank you good job all right next up is uh superintendent's report mr reef all righty good evening everyone welcome thank you everybody for being here mr meyer great job as usual i don't know who won the behind the scenes pool on how long it's gonna take you but when you did i think you might you might have beat the time but that's uh that's

088great and and lori and and and dr behrens uh thank you as well for your presentations are very informative and i'm always proud and impressed when our staff has an opportunity to talk about the great work that they're doing so i want to start with uh live in the mission slide as always highlight one of our graduates as you all know i have a certain affinity for people in the armed services having three of my four children as army officers drew rau who by some accounts mr smith might have been someone who frequented your office [Laughter] enlisted in the uh in the u.s army uh as a non-commissioned officer and he was recently named the non-commissioned officer of the year for the airborne corps and so he has certainly shine shined in his army career

089he's completed a very long list of schools there basic training airborne air assault ranger jump master force for jump master school and special forces selection and i know first hand um how difficult it is to get through not me firsthand through my son i never could have graduated from those schools but um just want to congratulate sergeant uh rau on his huge accomplishments of the last five years he was the again the army uh us army command non-commission officer of the year for uh for the armies he's gonna be command sergeant major someday this past few weeks we welcomed uh people parents all throughout the district to our curriculum nights uh they typically cover the structure of the class and other important information so uh we always like to have tremendous attendance it's uh always

090reminds me that we never have enough parking at our schools when we have these types of events but i'm just so honored and impressed that all the all the people show up for the curriculum nights i want to give a shout out to sanvi and jaharishi i practiced it like seven times jay harshita who were selected to a very exclusive group of students and had the honor to attend the university ohio state university's medical camp this summer they spent three weeks shadowing doctors at osu and just another shining example of great work by our students so those two are i'm sure what getting a head start on their future medical careers um i want to inform the board and the community that as as we've requested as you requested um we're beginning the process of

091updating the bios of all of our administrators on our district website so thanks to the communications team for getting that started with our high school i mean with all of our principals we're working on the directors district leadership bios and all the assistant principals so once those are up and running you'll get a little better opportunity to get to know all of our administrators and their extensive backgrounds we are getting ready to release the state has released preliminary data on the 2021-22 state report card the state report card has been in flux over the last few years and we are going to be releasing the state is releasing a new state report card format there are five rated components in total and there are four components for elementary schools since they don't have graduation there

092are three components for middle school since they don't have graduation or early literacy and then four for high school because they don't have early literacy so the new rating system will be a five-star system achievement is um directly related to the passage rates and the level of passing on all of the ohio state tests a five-star rating means that the building or the district significantly exceeded the state standard a one-star rating means that their the district or the building had less than 50 percent of their students achieve the max score um progress is uh that the five-star rating shows that a significant significant evidence that the district exceeded student growth expectations by a larger magnitude a three-star rating with regards to progress means that the district met or is meeting the growth or the building

093is meeting the growth expectations um and obviously one would be not meeting the ex growth expectations gap closing is a reduction in um in reduction in educational gaps for our students in selected subgroups so you have to have 15 students in those specified subgroups there again a five-star rating means that the district or the school has significantly exceeded state standards and then all the way down to one star early literacy again five-star rating means that the district is significantly exceeding state standards in early literacy and then obviously the same for graduation rates so um jeanette kenny will be giving you a more detailed report here when all of the data is released and finalized and presented but i just wanted to share with you our preliminary data as because it has five star ratings all

094across the board in all the areas for our district i looked at all the building level data and it looks very very very strong across the district there are 99 total indicators and we had 97 three stars and above most of which are all fours and fives so very very few very few areas of uh concern there with our academic data so i couldn't be more proud of the the team um uh the the leadership team the curriculum team and and uh obviously our building administrators and most importantly our staff and students and uh for the work that they've gone to uh put that in uh to get those kind of results so it's looking really good kind of one of those things that just makes me smile uh one action item to highlight we

095have a new salt barn going in at liberty high school for the west side west side schools as we know we did some transportation uh construction over there and attempted to kind of move the existing structure but it was a little bit beaten up from the weather so so that's on the agenda for approval and there are um some important dates coming coming up obviously we have our first professional development day which again is a direct i think the results you saw on the state report card are a reflection of the pd work that we do in the district uh september 19th multilingual family night uh something put on by our people services team we have high school alumni homecoming gatherings at uh olentangy high school in orange high school coming up we're kind of

096working with the communications team to be more purposeful about those events as we try to build our alumni network and then our next board of education meeting is september 22nd all right any questions for mr reef i just want to make sure i like the focus on alumni i think that's good big big big friday night we have uh liberty at berlin and owen tangi at orange in football so it's going to be a lot of activity all right all right thanks ms hatfield the treasurer's report yes sir um first of all just want to say congratulations on the preliminary information from the report card that's amazing um very excited for our students and staff considering we didn't have report card data for the last two years because of the pandemic so i'm excited to

097see that there's results that aren't showing a backslide or loss in education that's incredible awesome to see that for our department i don't have a slide presentation for the community tonight really just wanted to talk through a couple of things that we have in progress we are working on some voluntary benefits elections for our staff we've got that contract reviewed we will be working with metlife going forward to provide those for our staff and we'll include that in the open enrollment this fall we are in the middle of the rfp for medical insurance we've had several presentations thus far and have two more tomorrow so once we wrap that up we'll make sure we take the feedback and information that we receive from presentations and align it with the cost saving measures that each provider

098has offered and balance that out in way a recommendation to bring forward on the 22nd and just in general for our department we are wrapping up our gap conversion we have fiscal year audit in place we've moved and transformed our department from one side of the was that the west side of the building i think but we've moved and flip-flopped with hr so we've had a lot of team movement and folks working remotely and coming back in and and pulling some information so very excited to have the team kind of back and settled and physically in place where they can keep moving forward with their progress for the rest of the year so those are the things that we are working on and we'll have some items for actionable items for you at our next

099meeting great any questions nope all right excuse me thank you um we'll move on to public participation um yes please we have two public participation submissions this evening if you would when i call your name please join us at the podium and state your name and address for the record please and then you will have three minutes um to speak to the board first we have miss courtney boulware if you would please join us my name is courtney boulware and my address is 268 voluntang meadows drive i am here tonight because it was brought to my attention that there is a graphic novel available at orange middle school titled flamer it's currently checked out by a student according to one parent the excerpts i'm about to read are not appropriate for any child most especially

100middle schoolers as i read these please ask yourself if you would be comfortable with an adult in charge of your children providing them with this book some quotes suck any good dicks lately ugh hot dogs again what's wrong navarro i thought you like a big sausage in your mouth okay who wants my hot wiener oh yeah baby slide it into my buns and what if someone thinks my penis is small i mean it's not microscopic but there's the age-old shrinkage dilemma off i wonder if priests jerk off there's a part where you spin around and when i did i accidentally plowed my face right in between her boobs holy that's amazing you are my hero that's not love that's called a boner ha ha it's true my dick gets so hard thinking about her sometimes

101that i think it's gonna rip right through my jeans we are each busting a load into this bottle if you don't come you have to drink it this is a scene where group masturbation takes place at a boy scout camp you're the you're the fudge packing fairy sucking queer pansy this is only what i have time to read not to mention the illustrations in this graphic novel that include a boy holding a knife up to his wrist and a scene where a camp counselor is bantering with a student about his mom doing the student's mom and more this is the third time i have read at a board meeting from wildly inappropriate if not straight pornographic material that has been given to students by this district the last two times were the previous school year

102so old and tangy had an entire summer to make sure books like this were no longer in the libraries and yet here we are either the libraries were not checked or they were and this was deemed okay and it's either way it's completely unacceptable and there needs to be district policy surrounding library materials this is not about book banning it is about creating a safe environment for kids where adults are seeking to protect from rather than expose them to this kind of material material that is not only inappropriate but that can be extremely triggering i listened tonight as you spoke about student mental health how does a book like this help how does it fit the standard of maximum learning and academic excellence and how is it even legal to provide to minors students deserve

103better than this and i know olentangy can do better be adults and set the example protect kids thank you [Applause] robin i believe it's house i know i didn't say that correctly sorry please forgive me i'm so sorry robin hoots 8553 pawn view lane disclaimer the views thoughts and opinions expressed in any text website or social media belongs solely to the partnering organization and does not necessarily reflect the views of olsd if i caught you off guard let me read that again disclaimer the views thoughts and opinions expressed in any text website or social media belong solely to the partnering organization and does not necessarily reflect the views of olsd i noticed this disclaimer at the bottom of the flyer for an upcoming start with a hello week and it made me wonder who is

104actually educating our students the flyer doesn't state who the partnering organization is so i asked dr google what google turned up was that the partnering organization is the sandy hook promise this is a national non-profit organization founded and led by several family members whose loved ones were killed at sandy hook elementary school on december 14th 2012. the intent is to honor all victims of gun violence by turning their tragedy into a moment of transformation start with hello is a free program made possible by the support of the walt disney company in my research i didn't find any red flags for the sandy hook promises website or the start with hello online info however i couldn't see the full curriculum for the week and had more questions and answers especially given who the sponsor is back

105to where i started if olsd is trying to shield this district from responsibilities for the programs happening in school then can the district be trusted to provide appropriate vetting of all third-party programs educational research educational resources in school should not require a disclaimer by merely incorporating programs inside our schools in my opinion olsd is endorsing the contact any program that comes in contact with our students should be fully vetted if not fully vetted and approved then it should not be used it's the district's job to develop appropriate curriculum or have complete confidence in third-party organizations that supply curriculum meets or exceeds district standards and stand behind what is brought into the schools thank you excuse me thank you for your time [Applause] um and if i may um second topic totally separate as you may

106have heard the binding department of education has declared his intent to go around congress and change the rules concerning title ix to now cover all sexual orientation and gender identity this will endorse gender identity ideology in all public schools as a federal mandate with lasting effects on parental rights children's health children's privacy both physically and mentally and sports opportunities the deadline for people to submit public content is monday september 12th as educators and parents please let your voice be heard and consider making a comment to comment visit regulations.gov and i have a slip of paper for anybody who would like the website thank you [Applause] that was our last public participation great uh mr rape would you please present the superintendent action items uh yes sir i'd like to present superintendent action items a through

107f for approval okay can i have a motion to approve please so moved second all right any comments on these superintendent action items all right let's i have to please call the roll dr dabricko yes mr lester yes dr wallach yes dr wise yes and mr o'brien yes thank you i will now entertain a motion to enter into executive session as permitted by section 121.22 g1 of the ohio revised code to consider the employment of a public employee i have a motion please so moved second and a second any discussion on the move to go to executive session the only thing i'll add is we will return and take no action we will only return to adjourn so that please call the roll mr lester yes dr weiss yes dr daberko yes dr wallach yes

108and mr o'brien yes thank you are we going liberty liberty all right it is 8 48. i'll call the meeting back to order i'll entertain a motion uh to adjourn so matt second hold on all right any discussion on jeremy no um i'll call the roll mr lester yes dr wallach yes dr dabrakov yes dr wise yes mr o'brien yes meaning is adjourned