Sycamore Schools Board of Education Meeting June 25, 2025

001Please rise for the pledge of allegiance. Legacy. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Beginning of each meeting, we like to go over our mission and vision. Our mission is to empower all learners to reach their full potential in a globally competitive world. Our vision is to cultivate a culture of academic excellence through inclusive and innovative learning opportunities for the whole child. Can I please get a motion and a second for the approval of the agenda? So moved. Second. Mrs. there. I just want to make sure we highlight one change that you made to the agenda. Um, the hiring of Eric Muchmore, assistant principal at Sycamore High School, recommendation for approval

002of the employment of Mr. Muchmore. Put it on the agenda. Yeah. And then can I make a suggestion also personnel consent agenda? I I would move that we move the exempt cell range under personal but you the superintendent. Move it into superintendent. Yes, because right now it looks like it's hidden. Miss Logan, would you range of French benefits? Where does it that typically? It does normally go under the issue is that we don't typically discuss things under personnel. So maybe you can explain that. So we um we did a little kind of past practice what's happened. So the benefits and the ranges have always gone under personnel consent. um for the last year we've been pretty consistent about putting job description under personal consent but in the past they have shown up under superintendence um

003so it's kind of a 50-50 of where that's been so whatever the desire of the board is or the administration regards to where we want to place those um but I feel it's probably most appropriate that they land under the personnel consent but the board always has a right in order to pull that out or have a discussion over those items at any point. So, but whatever the board feels appropriate, we can. So, you can discuss them in that section. You can. So, personnel consent, you just can't discuss obviously an individual, but you could discuss the job description or the ranges or whatever from a generalized perspective. I'm personally fine leaving it as long as we discuss is the intent to discuss it. Is that I made the intent to discuss it because well then

004we can we anyone want to separate it out or is everyone okay that we actually discuss it during personnel send or does anyone fine we can discuss it then and I would like to move that we put you know the job descriptions under the superintendent's agenda at least the bare minimum in the future in the future I don't I don't at this point I don't think anyone is necessar necessarily seconding that motion. Okay. So, I do think the key here is that typically we don't make any discussions under personal consent agenda, right? We understand what you're saying, which is you want to talk about it. Yeah. So, everyone as a board, we agree that if a board member would like to talk about an item that's attached for the public and for the board under

005personnel consent that we always reserve the right to do that, right? So it is we were always kind of taught in our trainings not to to talk about personal consent agenda. Does that sound okay to our parliamentarian? Like how do you feel about that? So the consent consent agenda what a consent agenda item is is it's taking more than one item and you're approving them as a group. It doesn't mean that you don't discuss. That could be something that you have done here for sycamore. It's a longstanding procedure, but as far as parliamentary procedures, it doesn't mean no discussion. It just means you group together and do one vote for many items. It was more just not discussing specific personnel, right? Okay. All right. That that's fine. Okay. So, we're So, the only approve the

006only I guess you already mentioned the correct the agenda update that has been added. Um, does anyone have anything? Can I Did I already get a motion? A second. Okay. Miss S Logan, please call the RO. Mr. Harris, hi. Dr. James, hi. Mr. Ballot, hi. Dr. Stager, hi. Mrs. Fitter, I. Can I please get a motion and a second for the approval of the minutes? Second. Thank you, Mr. Balant, for your motion. Thank you, Mr. Harris, for your second. Um, the only thing that I would say on the minutes is that I feel like there was something that was very blurry um in the minutes. It might not be like that online, the statement. Yeah, it's like really blurry. Um, yeah. So, if there's a way, it's fine. I just think maybe we just have

007to copy and paste it like from a piece of paper or something and put it on there. Do you know what I mean? So, it's not that blurry because you can barely read it. Um, but other than that, that would be my only comment. So, can we stop? Yeah. Trying to get that. Okay. Anyone else? That was my concern, too. Okay. Um, Mrs. Logan, please call the role. Mr. Ballot, hi. Mr. Harris, hi. Dr. James, hi. Dr. Steager, hi. Mrs. Bidder, hi. Um, and before we go further, I just wanted to also point out that Ellen Owens has requested auditory assistance for the board meetings. And while we didn't get that accomplished for this board meeting, we are working on it. So, I would just ask that if you could, we have moved her up

008closer, but if you could speak with a louder voice to help um that would be appreciated. And is auditory assistance microphones? That could be an option. Yeah. Okay. Yeah. Which in this space there's not a lot of options for microphones, but our other space we think we have some Okay. All right. The next item on the agenda is public participation. Um when you come up, do we have any public participation? We do. We do. We have um let's see one, two, we have four who have signed up. Um and it's all for non-aggenda items. Um, and the first person that we have is Ashley Bo. Am I saying that right? Ashley. Okay. So, um, we will, um, you're going to be asked to state your name. Um, please give us your say your address and

009you have three minutes and, um, Mr. Harris will be the timer. And just so you know, the the board does not comment on your comment. So when you speak, we're going to listen to you, but we will not will be responding to you. Just so you know. I understand. Do I stand to address? Um you Yes. Uh you can you can do you can do it however you want. There's going to be a there's a video behind you. So kind of hard because then you'll have your back to the video. Maybe come up closer to us. Okay. If you feel comfortable. That's fine. Yes. Does the time start when I introduce myself? Maybe. Okay. Um, good morning and thank you for the time to speak today. Um, I'm Ashley Boyal. Oh, did you want me

010to state my address? Go ahead. Okay. It's 3706 Fallen Tree Lane. Um, I'm a Sycamore graduate, a parent of aviators, and someone who believes in transparency and accountability. I understand that leading a district is very complicated, and it's not easy. I have four kids and if two of them agree on anything I say and do, I call that a win. So, I get it. Leadership is complicated. At my son's graduation in May, I watched many of you doing your jobs on that stage. But Ashwin Cortiel stood out. He wasn't just present. He was proud. He knew all 418 students by name, by story, by family. So, when Ashwin's departure was announced, it didn't just spark sadness. It raised a lot of questions. students who we joke that have senioritis and have checked out by graduation

011and don't care. They grieved. They stopped and they wrote me. They named Ashwin as the one who made them feel seen, supported, and safe. That's not typical teenage behavior. That's a response to losing someone exceptional. That kind of connection matters, and if it didn't before, it should now. That's the kind of leadership Sycamore says that it values. When I asked why we would let someone so embedded in our community walk away, the responses were flat. Better opportunity does not explain Ashwin. He bled green and gold. An athlete, a student council member, a proud Sycamore graduate. He was an aviator long before he was an administrator. This wasn't just a job. This was his home. So when someone like that leaves, we should be asking, what's pushing people like him to leave the very community that

012they helped build? And this isn't just about Ashwin. In the four years that my son was at that high school, the administrative team turned over twice. We've lost multiple respected leaders, all with the same vague explanation. Most of these exits were not promotions. They were lateral moves. Arguably demotions. That doesn't scream better opportunity to me. If Sycamore is truly the exceptional district that we claim it to be, shouldn't we be the better opportunity? This is not a staffing issue. It's a breakdown in honest communication, which leaves really two possibilities. The board is misleading its community, or the board is being misled. When I posted my concerns publicly, I opened Pandora's box. Parents, staff, students messaged me with story after story of things they hadn't felt safe to say out loud. I read through district reports,

013and what stood out most is a superintendent who badmouthed his own teammates. That's poor leadership. That's a model of dysfunction. People told me they're afraid to speak up. Even my own mother is scared for me to be speaking today, worried about what might be said or done to my children. We're asking questions. I refuse to let fear lead. Board members, we don't expect perfection, but we do expect partnership. You were elected to represent this community, and with that comes responsibility for oversight. I understand your volunteers and that this isn't your only job, but there are people making six figures to lead this district. Who's holding them accountable? Sorry, that's okay. Thank you. Next um we have Cindy Burke and Jenny Godzy. I think we are speaking on an agenda items other that correct or no?

014No, I don't understand. Yeah, the last time it was under other it was a topic but it's not a sorry that was we can go now. I tend to have states give you an update under Oh, you do? Okay. I was not aware I communicated that. Oh, okay. I didn't I was not aware of that. That's okay. Okay. So, next we'll go with Ellen Owens. Ellen Owens, 7330 Thumbelina Lane. Um, I just wanted to report to the board and I think you know this that yesterday the Franklin County courts declared the voucher program uh unconstitutional. It will be uh appealed and it is stayed as it is. Uh so the voucher program will be in um in place as far as I know. But if uh if it is uh declared unconstitutional by the higher

015courts, uh Sycamore will benefit by 8 I think it's $ 8.9 million that you will have. And that's I just wanted to report that to the board. Thank you. Thank you. Um, and next we have Tammy Kmerford. Morning Tammy Cmerford, 8460 Calimeway. In 2016, I was asked by then Superintendent Frank Fors on the board of education to co-chair an operating levy for this district. Our committee worked tirelessly and in the end 65% of the community voted for the levy. Our community trusted the board of education with its taxpayers dollars. I heard repeatedly how proud the community was of this school district and its leadership and I was one of those community members. Now nine years later I question where we are as a school district. Sycamore is still a leader in academics, arts, and sports.

016Sycamore continues to be a leader in educating and serving all learners of which I am very proud. Sycamore's current superintendent has earned national recognition. What has changed? Quite simply, a failure in the board of education leadership. The Sycamore Board of Education has lost its financial discipline and political independence. Regarding lack of financial discipline, I have two primary points. Previous boards of education have held overall spending increases to 3% or less. This board under the leadership of Mrs. bidder as spending increases have escalated to up to 8.3% year-onear and the board deferred critical decisions like replacing buses last year. From 2019 to 2023, the five years prior to this board's tenure, Sycamore spent an average of 238,000 in legal fees. The first year under this board's tenure, this board spent $369,000. In 2025, this board has

017spent a staggering $588,000 in legal fees regarding lack of political independence. Our community and the nation watched as the board leadership and primarily three board members fail to uphold longstanding and many of which I was proud of when I led that levy district policies on bullying, sexual harassment, and appropriate conduct of a school member. In that incident, if you're not aware, is involving Mrs. Danielle Scrapes. Miss Daniel Scrace. After the public records request, in which I have now done several, it is apparent the teachers, the Sycamore teachers union has undue influence over three board members. Text messages, emails, and baseless investigations make me wonder who is running this board. After watching the June 4th board meeting, I was insensed to come here this morning and speak. It should be apparent to our community after that

018some on this board have an agenda to remove the superintendent despite espousing at an April 1 meeting a public meeting after the incident misgrace that it fully supports this superintendent. One thing is clear to me the leadership of this board over the last two years has divided this community as we heard from the concerns of Ashwan Coriel. I'm a good friend of Ashwins I talked to him. He has an outstanding opportunity at Mason to grow his professional career. He's excited about that. He's not leaving Sycamore disparagingly. He's excited to grow and come back and be a greater leader for Sycamore. The one thing I leave and I'm more concerned about in 2016, this community stood behind. And I leave you this, even more concerning, you have put into jeopardy the success and the next and

019soon needed successful passage of an operating levy in this district. Thank you. Next item on the agenda is a Neola policy presentation. That would be me. Oh, I get to introduce you, Nor. Okay. Man, you're stealing my thunder already, I tell you. That was my That's right. No, that's great. So, I'm excited to be able to introduce Norm Birkhart to you. Um, and just to give you a little bit of context. So, um, for those that don't know, we do have a policy committee that meets pretty regularly. We try to meet once a month. Um, and we go through many of the policies that are facing us from legislative updates and things like that. But part of one of the things that we have been having conversations about ongoing in the policy committee is the

020opportunity that we might take to switch from OSBA policy um to Neiola. And so um, Mr. Burkhart had an opportunity to come and speak with the policy committee. Um, and we asked a lot of questions. You know, I think that what we want to make sure is that um, when we talk about policy as our guiding documents and how we operate, we want to make sure that we're doing that in a way with fidelity and that it's a reputable organization that we can trust. Um, just to be clear, um, if we were to decide to move away from OSBA to Niola, that doesn't mean we're leaving OSBA. Um what we when it comes to policy that is just a product and a service that we are buying from OSBA that is completely separate from any

021training capital conference all those things that we leverage OSBA for um on a on a monthly to yearly basis. I asked Norm, well, the committee um recommended um that Norm come today to speak to the board because as we all know, one of the primary functions of a board of education is policy. And so, while it could be a recommendation from the administrative team and we do believe that Niola would serve the district um well, it's ultimately a decision by the board. And so what I um wanted Norm to do, the team wanted Norm to do is to come today um and give a brief overview, maybe 10 15 minutes about Niola, what it is um and then have an opportunity for the board to ask any questions that they might have. Um I have

022also invited Miss Shunk um our junior high principal who serves on the policy committee to come as well. she was um at the meeting um when Miola had when Norm had presented to the group um and I thought maybe just from a building perspective it might be excuse me might be nice to have a building leader here that you could ask questions to as well in regards to how this might impact them. So if if it's okay with you I'm going to pass it off um and let Norm take over. Well thank you. I'm standing behind curriculum and student services so Miss Ellen can see my face if there's a hearing issue. So, um I work with Neil. I'm what's called an associate and um I work with at this point 70 school districts in

023Ohio and provide uh policy administrative guideline informed services. Uh I don't write policy. Uh we have a uh corporate senior staff that writes policy also with two educational law firms in Ohio. Um and we'll talk a little bit about our firms and our national firms as we go through the presentation. Um like many of us associates in Nola, I'm a former superintendent. Uh I've been working with Neiola for 15 years. Enjoy my work. Enjoy working with u board members, superintendents, treasurers, and the entire administrative team. So if we can go to the next slide, um we have over 1500 clients. We're um a national company. We're in six states. And uh there's great benefit to being uh having a little bit of size to us because most of the expenses of Niola come from uh

024attorney services. So what we're able to do is to make it very efficient is we can split the cost of all of our attorney services over 1500 clients, not just three or four clients or a 100 clients. So it it makes for a a very good economic approach that works for us and works for our clients. Next, please. So those are our states that that we work in. Um uh mostly Midwest and Florida. Uh I have found being there 15 years, it appears that you have to be on corporate staff to work in Florida in the winter. So, I' I've made that request a number of times and it has not happened. So, I'm going to be in Ohio, I'm sure, for the rest of my career. Um, let's go to the next slide. So,

025um, I mentioned we did we had we use in Ohio, uh, two educational law firms. Every state we contract with educational law firms. Um, so it's, you know, Ohio has different set of attorneys than we do in Wisconsin or or Michigan or Florida. Uh, but we all use the same national firms. So for those people who, in my opinion, are unlucky enough to have to work in all the fence stuff, uh, everyone knows Bruce Stain. Uh, they're just the premier name in policy, uh, in the country. they they are predominant trainer uh and most of the folks that really work in that area, you know, have experienced their their expertise and they're the ones that we work with uh with all of our uh national policies. Next, please. Okay. Uh all of these old people

026over there, I guess, supposed to represent us and uh I said uh you Superintendent That's Soon as you get into the Neola approach, you'll know that is for professional staff. 4,000's classified staff, thousand is administrative staff. The other thing we do is we believe that we want staff and community to have easy access to your policies. And so because of that we we don't have for example on something like FMLA. Um we believe FMLA ought to be in the administrative section, the professional section and the classified section. So when an employee, staff member, student wants to look something up, they look in their section. same thing. We have a 5,000 section for students. So, that's how we we process stuff and um and that's a little bit about our services. We we do two updates

027a year. as crazy, and that's a professional term, as crazy as it's been in this environment for the last two years, um, above and beyond in 2024, above and beyond our two regular updates, we did 12 special releases just to try to keep up with everything that was going on. Uh, so you had updated information. We're on track to do the same thing in 2025. Wait until uh I was talking to Brad, you know, earlier. Wait until the budget bill is through. It went through reconciliation. Wait till that gets through. There's going to be a number of things that we're going to have to address probably ASAP. Uh that, you know, may even be before our fall update, which typically would come out in August. So, it's busy times for policy work. I have two

028things I want you to address before we open up the questions, if that's okay. The first is um talk a little bit about administrative guidelines. So right now with OSVA we have policy um but we don't have any formalized administrative guidelines. And as somebody who's come from other districts, you I I'm comfortable operating in those because it's somewhat our ability as a or the ability of the building to better interpret what that policy means within the system that can go to it. So talk maybe a little bit about that. And then the second thing to that is um if the board were to decide that this would be a shift that we want to make, what would that transition look like or what what would be the ideal transition to look like knowing that we

029can take as long as we probably want right in that but what would the ideal transition look like? Okay. Um we do have administrative guidelines and I always draw the attention to people to the second word guidelines. They're not policy. A policy, you don't have a choice. A policy, you need to comply with all policies of the school district. Guidelines are in essence best practice. And what we do is we document the historical and current best practices of Sycamore City Schools. You know, how do you deal with certain situations? So we give you template but especially in guidelines not so much in policy but in guidelines we say hey let's make sure we edit this so it it is your process it has the right staff mentioned by title um and and and it's a

030history of how sycamore does business and we have guidelines that don't relate necessarily to policies some stuff doesn't raise to the level of a polic policy, but it's an important procedure that you want to document. So, we offer these uh we can turn around guidelines because they're approved in essence by the superintendent, we can turn those around in one day. So, uh you know, for procedures, when you think you need to improve something, uh it's as simple as emailing it to me and there's a pretty good chance within 24 hours it's going to be up on your website. So that's administrative guidelines and those are outward facing to the community as well. Yes, they are. Yep. But again, we say they're guidelines. I mean, we we want people to in certain situations, you know, appropriately

031follow most of it, but in some cases it's important maybe not to, you know, because of circumstances. So the transition so uh both Ohio school boards and um um Niola uses the Bordox uh platform. So uh if you decided to go with Niola, your your current policies would stay intact. They would show up like normal and then we would work in the background with your staff and board to build from the bottom up uh policies uh to take over and then the board has the choice of saying okay do we want to wait until we get all 10 sections done to have them all implemented at the same time which I would suggest because there's not a one-on-one relationship between Ohio schoolboard policies and Neiola policies just cataloging them is a nightmare. So, you know,

032you may my suggestion would be to wait until uh you finish the process. The process can go as fast as you want. Um uh you know, I come over and we work with the groups. I always like to start with the 3000 section of professional staff because that's one of the larger ones. We move next to the classified. Then we move to the administrative. And I don't really need any warning. I can adapt on the move. Uh if you want to switch who's available and who's experts you have at the meeting um you know I know all the material so we can move and groove like that. So we can go as fast or as slow as you wish. Um when we get to the point that the board is ready to adopt the policies,

033we provide a resolution for that. That resolution basically says that all of these new policies take effect on this date and all of the previous uh policies are rescended. It's seamless. Uh, we move the your previous Ohio school board's policies to a draft area that the administrative team can review if they need to and then automatically the new policies will be on your same board docs website. Seamless, easy. Um, that's how it works. Any questions for the expert? You say it can be as fast as it want, but what's a typical time? I mean, is this something that takes a couple months to do? Is this six months to do? You know, what can we expect? Well, the more people that are involved, the slower it goes. Uh, which it's a a statement, not a

034edit editorial comment. And but the more people you have in the mall, the more buyin there's going to be. Okay. So, um, Niola allocates around 24 hours. I would say a more realistic number uh for Sycamore would probably be 35 hours. Um but again that's just you know how fast you want to move and I can come here one day a week. I can come here five days a week and that's all up to you. So it just depends how fast you want to move with the process. So, um, you know, from now until, uh, the, you know, the middle of September, I'm pretty much open because the 70 other clients will be scheduling me for the update, uh, that we'll release probably at the end of August, and I do two of those typically

035a day. Uh, but we'd have plenty of time to slide in a schedule for Sycamore. again as fast as you wish it to be done. Do you work um with the student handbooks? Like would you update the student handbooks to match the policy and the administrative guidelines as well? We have an option. We provide all of our districts a Neola student handbook every year comes out in March typically and you can use it or not use it. Uh it does assure that pertinent typical student handbook type of things, code of conduct, make reference to the appropriate policies. So you can pick and choose. You can pick parts of the language. You can pick the whole thing. uh if you're going to convert to the NEOLA student handbook, which I'm not suggesting, uh it's almost a

036an entire school year process because you're going to need to bring the principles in to make sure that they've they're transitioning and it' be similar to drafting a policy manual. You'd have to reook at that. But that's that's all up to to you folks and we provide it um every year. So, how would that work then? because we've already approved a handbook before next year that references our current policies. How would that work if we were to make a change in the interim, you know, before or during the school year? Well, in my I guess maybe I'm a simpleton. I'm from Cleveland, Ohio, so I admit maybe I'm just a simpleton. But even even if you would name a specific AA CD in your student handbook, suspension is suspense. Smoking is smoking. Fighting is fighting.

037It it it's going to relate back. Susp due process, everything's going to relate back. and it's not, I don't think, going to be problematic and something that can be updated in the uh 2627 school year for your handbooks. That's what I was going to say. Miss Lawson does a great job of working through that handbook and aligning OSBA originally kind of went through it to make sure it was aligned and then that what we do is handcrafted each year to asssure that the policy is aligned within that handbook. when we're talking about a conversion, if we said that this is something we want to do, it's go, in my mind, it's going to be a slow burn for first semester. So, by the time we're finishing up this transition, we're going to be working to

038craft the handbook for the following year anyways. So, there's almost going to be a seamless kind of alignment for the 20 26 27 school year. Sorry about that. Um, and so I think what we do is take that into consideration as we start talking about what does that transition actually look like to ensure that everything's aligned with that. Will we carry a contract? Should we start this? Would we carry a contract with OSBA and YOLO for 202526 school year? That would be my recommendation is that we carry the contract for OSBA maintain that go through the quarterly updates that we're currently doing and then the back we are building the Neola system so that there's no lapse in policy updates there's no confusion. So essentially what it would be would just be a flip of

039the switch um and we could build in training for administrators as well um in regards to when that launch is going to be. So that would all be um as we map this journey out, what that looks like so it's clear to everybody about how the process will look, the documents that coincide, the training that will need to be in place, all that stuff. As we've talked about, we'll maintain a contract with OSBA, not for policy at that point, but for the other services they provide. But you probably can't end that contract midyear with OSBA for policy anyway. Yeah, I don't think we would want to just make sure we have a seamless transition and with the amount of legislative budget bill, legislative updates, I don't think it would be smart to lapse a contract

040or anything like that. I think we just keep keep moving it. Who does the training or staff? That would be internal. That would be internal. And uh you know typically the folks on the committee are going to be very savvy uh with the we call it drafting. We build your um uh your policy manual. So they're more than adequate to as they have in the past train staff everybody on that and I'm also available if there's some specific need uh that's unusual you know I can assist also. We had um last year we did four specific trainings for all of our administrators. They range from a wide range and this is absent of just regular meetings we have but specific trainings around operations policy procedures hiring all that stuff. Um I would build that in

041this year to those required trainings for all administrators. Uh thank you for your presentation. I've had your presentation twice so I appreciated that. Um, and I um I think you know that we I don't know if people on the in community know and I don't even know if you know this, Mr. Harris and Dr. James, but we redid our policies my first year on the um on the board. We went through a process and it took almost a couple it almost took a couple years. Sorry. Um it was a long process. So um is this a faster process because what the way we did it was we would have like our team our policy team usually and our treasurer at the time Weber was with us and we would meet for like three hours go

042over like a section and then the administrators would come in and say okay this is what we want this is what we don't want this is what we need this is what we don't need and then we would talk with the representative and then do the edits there and then we do the next section and of course there's like a lot of sections so you're saying This only takes when you say 35 hours, you mean divide that like by one hour increments, three-hour increments. Like how do you Yeah. How do you Yeah. I mean I How long does it take this like give us an example of a school district that's like Sycamore? How long did it take it you to get the whole policy changed over? Uh, I just did Miamiisburg, uh, suburb of,

043uh, Dayton, and, you know, it took them, um, a year, but that was, you know, it was their choice. Yeah. Um, I I did Columbus City in a year and a half and every policy I had to meet with six different entities. Okay? So, I mean, if I can do I mean, we're not meeting with six different entities for every policy here on six separate occasions. That's how I did it in Columbus. So, it's just, you know, it's it just depends how fast you want it to be done. And um uh you know, we're you know, my my job is to um make it as easy as possible for you folks to make decisions and I give you the pros and cons and you tell me want to go left, do you want to go

044right? Uh when we have options. So I I just don't think it's going to take I mean it just depends how much time the committee if that's who's going to work on this wants to allocate. I think for and when we did it it probably took a year like like what you're saying it's just when you to go through the whole process afterwards with the board you have to go through an approval process and then everybody because you had a committee and then everybody else has to weigh in like on each policy. So that makes that seems like it's online. Yeah. Um the other can I build can I just build on that question? Sure. So one of the things that I that I wanted a little more information. You said twice per year you

045review all policies. Is that correct? No, we don't review all policies twice a year. What we do is we only touch a policy when it needs to be updated. Okay. That means a change from the feds, the state, the auditor, it could be the county. So we we you know and you bring up a good question. If if you looked at any school district that has Neiola, you're going to see some copyrights on policies from the 1990s because nothing's changed. If if nothing's changed, you know, you know, our our attorneys, they would love to every year go through every policy and we don't let them. And so what we do is we only touch policies if something changes. And then when it changes, we change the pertinent material, but we also word smmith the entire

046document so the attorneys and corporate gets a chance to maybe say it better. And this is better. That's what I was trying to get at is to try to avoid what we did last time, right? Of trying to do Yeah. everything when we said it spent way too much time. It was necessary time. We had to we had to do our whole we had to do an update because several of our policies were were not updated. Well, that can't happen using the Ola because um Brad's if he is going to continue to be my contact will get beat if he does not make contact with me to schedule an appointment. And so we we purposely we're, you know, we don't just send the material to you and say you're on your own and because that's

047the Ohio school board's approach. And also I want to say we now have a policy committee like like an actual policy committee. So we're already up to date. We are so far. So we're already keeping up like that was a change that we Oh yeah. Okay. So that was my first question. Um the other question is um you know our policies whether they're done by I mean they're done by the Ohio School Board Association that with their guidance they're still sick policies. They come from our community. Like I mean we're elected as board members to represent the people that live in the community and there basically there's like a history of what our community wants out of us and then we make policy to reflect who we are right will that remain with Nola or

048will you change it to specific things that only Niola does or how does that how do we get what we had translated from our years of you know boards that have been here board members reflecting the community how do we keep that living or does it just like switch to Neiola. Well, I've been doing this for 15 years and everyone has the same concern. Typically, we give you policies that will suit your needs and do you look at I guess what I'm saying is you look at our old policies. Okay, that's what we think. That's the board's job. That's the committee's job. Their job is to say to me, um, Norm, this is policy is very, very specific to Sycamore. We may have had, um, a legal issue on this and we settled with a

049federal agency and they signed off on this policy. Well, we're just going to copy that probably verbatim and move it over to Neiola. But there's typically very few of those, right? It's your choice. I mean, everything is going to have to be signed off by the committee and the board, right? I I just want to make sure because like a lot of what Sycamore has sort of evolved into over the years is we're just a very obviously very inclusive community. We're very diverse. We have people from all over the world. Every race, every religion, every socioeconomic background, our community tries to be very inclusive of everyone. So, our policies actually reflect that and we want to continue on that path. So, I just want to make sure that that sticks. I believe I believe you

050will be very satisfied with the final product. Good. And then the last quick question that I have is um the administrative guidelines that actually what I like a lot that you have those administrative guidelines like that does that mean and can you just for clarify for the board and also for the public who's going to watch this and who is watching this um administrative guidelines? So we have policy, right? Then the guidelines, the way boards work and the way law works is you have a law and then the policies or excuse me, the guidelines are created. The administrative guidelines are the execution of the law, saying here's how we do what the board says we want the building to do. This is how we want Syc to go. This is how we want the junior

051high to go. And you're creating guidelines that interpret the policies so that the buildings do those things. Are they like different guidelines for each building? also different. No. Okay. No, because I mean we're, you know, most of your policies are big picture. Yeah. Okay. And so the guidelines were big picture, you know. So it's alignment I guess of just a district level policy. Yeah. Can I just ask like because obviously a an elementary school might have just different policies and procedures for like little kids like 5-year-olds versus like a high school for like a 17-year-old. That's why I ask. Well, policies are big picture. So, you know, you have to accomplish something through a policy and it's going to have to be implemented differently in kindergarten as it is in 12. The principles will have

052the opportunity to create their own procedures for their buildings based on their expertise. Even with that, there I mean a suspension mistake or something simple. A suspension is a suspension is a suspension except you can't you can't suspend kids under the age of like three or very except for certain things and we'll have information on that but the process of suspending a kid I hate to pick on a negative is going to be the same whether it's a fourth grader or a 12th grader. So theis is it's legal. It has to follow the same process, but the a teacher but the administrator may do it differently, but they allow they can't legally. They have to do a suspension and comply with law. I I know what you're saying. There going to be different tenure different

053approaches way of speaking to children. Exactly. But we're not to their parents first because they're really little or maybe I could offer up just an example, right? you would have um you would have a policy that would say that every school district has to have PPIs, right? MTSS, whatever that may be, right? Secondarily to that, you would have a guideline that Sycamore guidelines saying that this is important to us and that each building is going to have a system or a process, whatever that is. How SIMS implements their PBIS is going to look different than Blue Ash. It's going to fit the culture of their building, but it's going to align to what the guideline says need to occur districtwide based on what that policy say. So there's interpretation within the building for the culture

054and what they're going to do, but there's going to be alignment across to all seven buildings in regards to what we're saying has to be done in the district. So from an outfacing perspective, you might have a family that looks at the policy and says, "I don't really understand what PBIS is, but the law says we have to have it." They might click on the guideline and say, "Okay, so this is what this actually means and what we're doing with it." And then the handbook might articulate here's what PBIS looks like in the buildings or I always call them the wilderness, right? Like out there and how that's going to I guess all I I I really like the guidance of the administrative guidelines. I think that's a great asset of the Ola. So I'm

055I'm all for it. All I want to know is is there I just want to assume and check in with you that building principles still have the ability like they know their buildings. They know their kids. They know the kids they're they're teaching and I just want to make sure that they have that flexibility to run their building the way they need to run their building and the guideline isn't cutting into that. And I'm assuming that's correct. I just feel like that's okay. Brad's explanation was all right. What's the greatest advantage? Pardon me. Mr. Yeah. What's the greatest advantage to your department and the staff? Should we go with Neola? So, from my perspective, and Mich can obviously jump in from a building perspective, but for me it's alignment. Um, one of the things that

056we don't have with Well, there's a couple things. One, OSBA, the work lands on us and there's a lot of detail oriented between looking at our current policy and what they're producing from the aspect of the update red line. And so it's often word for word we have to make sure that we're in alignment with what we're doing and there's some there can be error in there. Now we go through it multiple times. We bring it to policy. We have conversation but ultimately we want to make sure that there's congruence in what we have and what they're recommending and what the policy says. Viola um they do that lifting for us to ensure that there's clarity around that and that there's I'm going to use the word perfection in regards to when that policy is

057actually driven. That's one. The second thing is is that um one of the things that we struggle with and this is why I desire straight up guidelines to what Miss Bidder is saying is that guidelines allow us to have better alignment between our buildings across the district with that policy. We might have a policy right now and we train on the policies the best we can but it's absent from an administrator being able to go on board docs and click on that administrative guideline and read it and go okay and then call me and say so here's what I'm thinking for my building do you think that aligns with what the guidelines saying we're missing that middle layer and that's just not provided by OSBA and we could do the work to craft those ourselves

058um but DLA offers that service for us to be able to do those and update those on a regular basis as we look at the policy as well. So, um, for us, and I always I always hesitate to say that it would make it easier on our team, um, but it would, right? And there going to be less air overall, um, because it doesn't take as many eyes on it to make sure that there's congruence, but less make it easier on our team, more allow their work to be directed towards more meaningful opportunities to impact the district and the staff. I think from the building perspective, it also provides us with more clarity. So to speak to what you're asking about, Sarah, like um it's it's hard as a building principal when I walk in

059and I'm reading a policy and I and and then I'm getting seven different interpretations of what that guideline should be because I'm calling my colleagues to say, "Where are we landing on this?" When I have legal advice from Niola to say, "This is what this is how this actually plays out. This is what makes it practical in a building setting." and then we can put our building culture stance on it. So I think it provides um more ability for us to make quick decisions that we know are following policy and that are within law which essentially does take the burden off of our team to be in that gray area. Um the other thing that um was really nice when we saw the presentation with the committee is it also gave um I don't know

060if it was a calendar or things that schools have to abide by by certain um dates. And so it gave me when I looked at it as a checklist and I was able to say, "Okay, we have to have all the safety safety drills done by the state. We have to make sure that this handbook is approved by the state." And so it gave me a better vision for how am I able to match policy but also go about things very legally so that I know our building is in full compliance of what we are being asked to do. And that's not training that can be provided. Um I'm not going to remember, right? like there's we're moving a million miles an hour. And so when I saw that list, it was really nice to

061be able to sit back and say, "Okay, I'm going to put this on the calendar for this date, put this on the calendar for this date. I'm going to check in with my APS and make sure that we're progress monitoring." It was a much more um accurate way to do business. It's very similar approach to how we um we navigate the collective bargaining agreements. We take out of the collective bargaining agreements all the things that we have to do throughout the year. And then I do I try my best to let the administrators know here are the things this month that we have to make sure we're doing that's absent from policy right now um because we don't have that formalized document we try to go through and so being able to be provided that

062that gives me the ability to then add that to that communication say hey let's not forget that by law and by policy we have to be doing this thing right now at this time. I was just going my um question Mrs. slogan is right is right now the time to be adding another cost into the district considering what we're going through with the budgets and you know possible levy cycle in the next year is right now should we be carrying two um fees so so I will say that you know there's a financial cost but then I also look at it as what is the cost um if we miss something okay during this period of time, there are so many pieces that are moving and it's hard to keep ourselves updated and make sure

063that we're updating everyone else. I feel like the cost, the financial is one thing, but the cost of not moving quickly outweighs the financial piece. That's my opinion. Thank you. I'll give you an example as a just IGBA is under approval today. We already have another update to that that needs to be approved, but it has to be done by July one. So, it'll be coming back for another first read. And that's how quickly legislative action is taking right now that just when you think you know what you're supposed to be getting approved, you get another update saying just kidding, update this one. So, and then remind us again then how would that be different under Niola? Just since that's a real live one. So, what would happen if we were under Niola? what would

064happen? He would be calling me rather than me having to navigate to the PDQ. Um, so you have to find out PDQ. Yes. And then he would be saying, see the other thing too is that we call legal a lot with our policy. Um, because to Mich's point, I often'll get a call from administrator and I have to say, so what did they mean by this? Like how how do you think this should look? Yeah, they have the law firms and the legal. He's going to tell us already what that looks like. Have to use so much legal advice. stuff on every policy that changes. There's a lot. Yeah. Because again, I can get trained by OSBA and I can be told this is the this, but then I have to say, okay, here in

065Sycamore, like what do we like? Yeah. Where that might We really appreciate. Thank you for coming. Pleasure being here. Thank you. Okay. Yep. I saw it. All right. I might have misspelled. It was one that we just did though. Okay. Speaking of policy, here we go. Yeah. Can I please get a motion and a second for the second read and approval policy of policy? So moved. Second. Thank you, Dr. Steer, for your motion. Thank you, Mr. Harris for your second. Yes. And I misspoke just two seconds ago. IGBLA was approved previously at the 64 meeting. That's the one that had to be done by 71 that we need to talk actually after this at policy committee about bringing back. Um this was our standard update that we talked about during first read. My apologies. The

066letters all blend together. Yes. Okay. So we're we're just this one's just IGVA and we're you're good. Anybody have any questions? Any updates? Anything you want to say before we go vote? Mrs. Logan, please call the RO. Dr. Seager, hi. Mr. Harris, I. Mr. Balance, hi. Dr. James, I. Mrs. Bitter, I. Can I please get a motion and a second for the approval of an agreement with St. Greet School for the Deaf? So move. Thank you, Mr. Valention. Thank you, Dr. James for a second. Sloan, please call the vote. Could I ask one question? Um, on the first paragraph of that agreement, it mentions medicine school district. I wonder is that a an error? It is. Correct. You sign it or let Madison pay for it. Mrs. Logan, do we need to ring a bit?

067Other two other Yeah. As long as everybody's okay with that dollar and everything, we'll have it corrected. It will be the corrected version. Yeah. Yeah. Thank you, Dr. James. Okay. Um, M. Logan, please call the RO. Mr. Balant, hi. Dr. James, hi. Mr. Harris, I. Dr. Steer, I. Mrs. Bidder, I. Can I please get a motion and a second for the approval of an agreement with Warren County Educational Service Center? So moved. Second. Thank you, Mr. Harris, for your motion. Thank you, Mr. Balon, for your second. Call the RO. Mr. Harris. Hi, Mr. Balot. Hi, Dr. James. I Dr. Stagger. I Mrs. Bidder. I can I please get a motion and a second for the memorandum of understanding satellite program standards and maintenance agreement. Second. Thank you Dr. Jacob for your motion. Thank you Mr.

068Valent for your second. Mrs. Logan, please call the role. Dr. James I. Mr. Valent. Mr. Harris. Hi. Dr. Steager. Hi. Mrs. Bitter. I can I please get a motion and a second for the approval of an agreement with Society Center for Autism. Moved second. Thank you, Mr. Balot, for your motion. Thank you, Mr. Harris, for your second. Slogan, please call the RO. Mr. Balant, I Mr. Harris, I. Dr. James, I. Dr. Stagger, I. Mrs. Bitter, I. Can I please get a motion and a second for approval of agreement with applied behavioral services? Second, Dr. James for your motion. Could you be Dr. Steer for your second, please call the role? Dr. James I. Dr. Stager, I. Mr. Ball, I. Mr. Harris, I. Mrs. Bidder, I please get a motion and second for approval of an

069agreement with school care. So moved. Second. Thank you, Mr. Harris, for your motion. Thank you, Mr. Balant, for your second. Mrs. Logan, please call the role. Mr. Harris, I. Mr. Balant, I. Dr. James, I. Dr. Stagger, hi. Mrs. Bidder, I can I please get a motion and second for approval of agreement with Maximum Healthc Care Services. So moved. Second. Thank you, Mr. Balot, for your motion. Thank you, Dr. Stager, for your second. This is Logan. Please call the RO. Mr. Valent. Dr. Stager. I Mr. Harris I Dr. James I Mrs. Bidder I can I please get a motion and a second for approval of proposal DWA recreation move second. Thank you Dr. Ster for your motion. Thank you Dr. James for your second. Yeah I sure can. So um this is absent of the recent

070conversation we've been having about playgrounds. This has been in the works for some time. The Sims PTO has been actively fundraising. Um they have uh two playgrounds at Sims. One that was newly built um for the preschool wing kind of back in the back of the new wing and then the existing. So the PTO has been fundraising money. We had capital PI dollars allocated for all playgrounds for routine maintenance and upgrade. And so combined with their fundraising and the money that we're bringing forward from capital PI, they were able to move forward with upgrades to their equipment um at the playground. This is the preschool, not the preschool. This is the school regular school. If I could just make a comment to um Mrs. Rston, the principal um did engage some community members who were

071um actively engaged in um sharing concerns with the board in the planning for this. So, I just want to commend her for reaching out to those families and including them in the conversation and planning for the equipment. Is there full access now? Will there be full access for all students? Unfortunately, no. Uh but there are uh going to be additions of equipment that make that more possible. Um the service is not being addressed in this upgrade in this. Correct. Okay. All right. Uh Mrs. Logan, please call the role. Dr. Stager, I. Dr. James, hi. Mr. Bon, hi. Mr. Harris, hi. Mrs. Fitter I can I please get a motion in a second for resolution to amend job descriptions for required state trainings moved second. Thank you Mr. Balot for your motion. Thank you Mr. Harris

072for your second. Yeah. So um this past year through legislative action um all teachers all certificated employees including administrators um are required to get science and reading training. Um there's a stipen that's associated with our certificated staff um that get uh that get that money once that training is complete. By law, the training has to be completed by June 30th. Um the state of Ohio basically said that um this is law. You have to do it, but it's your responsibility as a district to hold the teachers accountable. Um and so what in speaking with legal to try to figure out like how do we hold people accountable if the training isn't complete? One of the things that they said that we needed to ensure was that our job descriptions articulated that any state training needed

073to be completed. That is not part of our job description for our teacher. In fact, our teacher job description hasn't been updated for some time. In the midst of that, as we started to uncover and try to figure out, okay, we could amend that job description, we realized there's actually a lot of job descriptions because if it's all certificated administrators and teachers, there's a lot of job descriptions that fall under that, which is a bigger lift that we need to do to be able to bring those back to you individually as a board. Um, so in talking with legal, I asked, what would be the better path to move forward in this moment to capture that? and legal felt like a resolution um that you all would approve would then cover that saying that all

074job descriptions for the certificated staff and they're called out in there would be covered by these required trainings and any future trainings because we're hearing that there's going to be science of math training that's going to be coming down the path as well. So we didn't want to make the resolution and then have to come back and say whoop there's another training so this would cover this one and any future. Our intent though is to start chipping away at the job descriptions in regards to updating them and then bringing those to you as a board as we go. This would just be the blanket in order for us to hold teachers accountable that have not completed their training by June 30th. Thank you. Yep. So, does this need to be timelmited for future boards also

075or that's my question. Was or is this just a blank forever kind of a thing? That was my question for that. Yeah, I think it I I I think that it's ongoing. It'd be a resolution that would stick with the board until a resolution to resend it would be in place. Okay. Our intent would be that the resolution is meaningless once we get all the job descriptions updated and complete to the board and then you would approve those and each job description then would have the board approval date, the new date on it that would accompany that that language. Okay. Thank you. and correct. You can correct me, Miss Logan, if I'm wrong about that. Thank you. Thank you for that information. Mrs. Logan, please call the role. Mr. Balon, hi. Mr. Harris, hi. Dr.

076James, hi. Dr. Stagger, hi. Mrs. Fitter, I next item is other superintendent agenda. Being that it's summer, no uh major updates. So, we'll use the time to give you an update on um some training requests that we have had uh through a couple of meetings and Mr. Spencer will be prepared to address that. Yeah. Um so, um typically um as Miss Bidder um shared at our last board meeting, um professional development decisions aren't necessarily made by the board. Um but because this uh request has come up a couple of times, Mrs. Brownberg we um have made this request with some support from other parents. I felt that it was important Mr. Lewis and I felt it was important to at least address uh reviewing and considering that. So just wanted to share some information today

077um and make a recommendation um with how to move forward. Um so um when we determine professional development needs as a district as you know our calendar has very limited number of days um and there's a lot of things that we have to put in in those uh those time frames. The first thing that we look at is statemandated requirements um and so um Mr. Levelville just spoke to um one of those which was really significant for our staff this year. um that science of reading training depending on your position ranged anywhere from seven and a half hours to 22 hours. That's a lot of time. Um uh uh staff were given the option of using professional development time for that or to receive a stipend if they were going to do that outside of

078school. Either way, it was a lot of time. Um in addition to that, we always have um statemandated training for things like child abuse. um diabetes, bloodborne pathogens. We have an online system um Victor's remembering the every annual his annual engagement with that as a teacher. Um but there are 16 modules uh last year but it's ranges about 16 modules that uh on various topics that are required um for all of our staff including administrators to oversee and that's about seven hours um alone for for that training. Um, so other things that um aren't necessarily delivered online, um, we do, um, crisis prevention or non-violent crisis prevention training for all of our staff. Um, which is really deescalation strategies, um, and like I said, non-violent crisis, we call it CPI, crisis prevention institute. Um, but

079all of our staff receive some level of that training every year. Uh we have other staff who uh receive um extended training because of their positions uh where they may be in a position where there's either restraint or seclusion that is required for a student. So that's more time. Um so we also then look at uh the district mandated requirements and priorities things like curriculum. Again, we had two curriculum adoptions um this past school year that uh required a significant amount of time. Uh we also um get input from our teachers about what professional development they require. Um and always there's teacher collaboration time that's needed uh for uh for teachers to be able to engage with with each other. So just wanted to kind of lay that out and understanding how those decisions are

080made. we look at what are the requirements, what are the priorities and then making sure that we have a plan to address those pieces. So specifically what is is the request that that is being made. It's uh for a course called communication for education. Um and what I'm going to do is uh forgive me I'm just going to read some literature from their course description so that I don't um put any kind of spin or any alternate language on what this is. Um it really is a training program for communication partners who work for and with students using textbased multimodal um assistive augmentative communication in educational settings. It addresses core competencies for educators and related professionals who support textbased multimodal communication of non-speaking. They use the term autistic individuals but it could be any individual

081um who is limited or non-speaking. U multimodal communication can include typing on a keyboard or communication device, pointing to letters on a laminated letterboard or alphabet board, or pointing to textbased choices. Um, the course uh addresses best practices for developing a partnership between communication partners and uh autistic individuals by fostering understanding of presumption of competence, araxia, emotional and physical regulation strategies, and then varied communication strategies. Now, that's just their kind of bucketed disclaimer or language about the course. There are certainly other things that are uh included. Um in the fall of 2022, I did um engage because this request was made previously um and I did uh pull a group of 10 staff members together and we piloted the course together as a group. It's an 8week course. Um these staff members have very positioned.

082So we had special ed teachers, related service providers, administrators, tried to get a very group so that we could get some some feedback. So we went through uh the 8-week course um together um and then we did some problem solving and planning for moving forward. Um the feedback from the group um identified uh components that were most helpful, components that were least helpful. Overall, um the feedback included that it is a a very prescriptive more of a therapeutic approach. Um and it it would be a little bit challenging to implement um in um kind of everyday uh training. Part of the training is working with uh specifically individuals who who would be um using alternative communication uh modalities. Um the group recommended considering presentations on key topics regulations, sensory processing, um uh structuring academic content,

083motor planning, presuming competence for other staff um supporting students who utilize um multimodal communication uh which we have done for specific teams um that are supporting students. Um that would be this would be applicable. So many of the topics uh would be appropriate for uh for staff to hear and so that's why some of those topics were identified. However, um the course specifically does address best practices for developing a partnership between communication partners which wouldn't wouldn't necessarily be applicable to every staff member. Um on March 21st of this year, um I did attend a live informational session with the individuals who lead the course. Um and um just to get some updated because that was 2022. I wanted to make sure I had the most recent and current information uh regarding the course. Um, so,

084um, you know, being literal in the interpretation. Forgive me, uh, Miss Godby and and Miss Brownberg if if I was too literal, but, uh, for all staff, uh, when I'm talking about this, I calculated 110 Easified staff along with 20 building administrators that that could potentially for a total of 598 staff members. Um, if we were to to move forward with having everybody engage with this course, um, the 8-week program is a 15 online modules. Those modules are 12 hours alone with for just the the time to watch the modules. Um, there's about one and a half to two hours per week of outside work uh for the mo modules uh for a participant and that was uh an average from that pilot group um that we uh conducted. So the total time would be

085between 32 and 40 hours. Uh that is about $725 per person which would be a total of $433,000 433 $550,000. So there that's one option. Um the other option is uh self-paced uh but you have to complete the the course within 16 weeks. Um same amount of time for the modules. There's no live sessions though because you can uh just do that self-paced. There isn't that collaboration time and those live sessions. The total time would be between 24 and 28 hours. That's only $350 per person. So that would be uh $29,300 for that um for the same number of staff to to go through that. The self-paced um lifetime access, there is an option for that. Again, it's the same amount of time for the modules, no live sessions. Um, it's $550 per person. You

086can't share that unfortunately um among a team. So, that would be $328,900. Um, and then there's a lifetime access, which is $1,975 for a team of five, but the caveat to that is you can only access that if you go through the eightwe 8week course. Um so you know certainly the um if we were interested in moving forward I I am I'm certain that um you know we could we could look at what option would be best um or um most cost effective. It's pretty costly uh in both time and and money in considering the course uh content and how um that could potentially um be delivered and to who would that benefit. Um I I think that it's important to understand when professional development is provided in a standalone format that doesn't necessarily equate

087to the outcomes that you're intending. Um so the theme that I've been hearing uh through public participation in individual um meetings with parents um is really the the theme of inclusivity. And so, you know, that's something that I think that we need to to understand better and maybe plan for um if we want to make a change. Um so, it is not my recommendation that our entire recommendation that our entire Sycamore staff engage in this course. Um I don't know that it would be uh it would have the impact um that is intended. I don't know that we could realistically implement it. um particularly the components where um the participant needs to work directly with an individual um who who would have these multimodal uh communication methods um as part of their communication. However, I

088think we do need to continue to support individualized student teams with training um and necessary support extending that to administrators. That is something that I heard as well. um and using the themes and the topics that um we found as a group that were uh from this course that would really be beneficial to all. Uh we could also look at providing during our professional development um day when we have choices where the uh staff can um select from a variety of choices, we can certainly offer some of those then as well. Um, so in order to address that that emerging theme that I'm hearing of inclusivity, I I would recommend just to share with with the board um that we engage staff and parents in um a group level assessment process in in the fall

089of of ne of this year. Um we did a prior group level assessment um with our Sycamore Advisory Commission um in 20 I think it was the 2018 2019 school year. And what that is, it's a collaborative approach to identifying themes, areas to that might need to be addressed. It involves parents, staff, um students in the entire process. Not only identifi communicating the needs but also identifying the themes and the development of an action plan which kind of creates some accountability measures uh which I think would be appealing to to our community um and our parents and maybe our board as well um in looking at outlining a process for that. So um that's my recommendation. Um I I don't know that um you know again the the course is something that would give us

090what we're looking for. Um you know having everybody go through the course I think certainly there there could be something that's gained um from it but I don't know it would if it's the intended outcome. So I just wanted to provide that update to you. If you have any questions I'm happy to address them. That's um I agree with you on um well first I'll just say thank you for um giving us that information and sharing just the the updates with the assumption that everyone would be trained like the costs and the breakdowns and also providing information of what already occurs as required for trainings for teachers and administrators. So, thank you for giving us that that general perspective so that we have that when we're talking about this. Um, I do agree with you

091that um and I'm glad that you also mentioned that for individual teams supporting a student clearly those are recommendations that people will make in their IEPs, right? And they that will be something that you'll have to address individually. Um, thank you for bringing that up. And then the other thing is you mentioned the theme of inclusion and I I agree with you. I would also add to that list accessibility, non-discrimination, and um I think that that's those are the themes that I see just as a board member listening and it's not just the group that parents that are coming in requesting this. It also has to do with the playgrounds. So those would be the three and I think that's a great idea to address and communicate with the you know with parents, staff and

092administrators community to try to figure out what would be some what would be some action steps like what what could be a way that the district could um how could we work together to alleviate some of the challenges that may be occurring. I I would just I just feel like we um I know that sometimes we have a lot of requirements for um legal I mean we all have them for professional development. We all have like required trainings. You have to meet them and it's very expensive and it's timely and also you're you have a job, right? You're teaching people. You have to go to work every day. But there are these things especially with kids like kids need access to education and we have kids that are being born thankfully which is I find

093wonderful that have a lot of different types of challenges that children didn't have in the past because children might not have made it to to school at all. Right. And I feel like as a school district, we are known for being very innovative, being very accepting, being being very highly um academic achievement focused. And so our parents are too. So it's just a moment, right? We're growing and we're we're all learning together. And I would suggest I always say this, I do this as a parent and I say this to any parent who ever reaches out to me. We have to build it together with our school, right? with our administrators, with our teachers, we are a team and we don't always know the answers. So, I like your approach of let's come together and

094try to figure it out together. I like that a lot. I think that's a very good approach because nobody has all the answers. We don't. And it's very individualized and that's just the reality of sometimes a child that has a disability. Thank you. Thank you, Stace. appreciate the and I believe we have public participation as well. I'll just come right here. Yeah. Three minutes and just say your name and you don't have to give us Cindy Burke 100027 WZAC. Um thank you for continuing to allow us the opportunity to speak. I remain hopeful that through discussion we can find solutions that work for everyone. It's time to open the door to long overdue collaboration. We are simply asking Sycamore to prioritize staff training that equips educators to better support and include students with disabilities. Inclusion

095training, especially for general education teachers, new administrators, and staff without a background in special education, should never be an afterthought. This is especially critical given the significant staff and administrative turnover at the high school. We're not asking for mandates or sweeping changes overnight. We are asking for meaningful dialogue and a commitment to real measurable steps that improve inclusion. Dr. Steager, I want to thank you for your thoughtful comment at the last board meeting. In response, inclusive classrooms when implemented thoughtfully and supported with proper training and resources benefit all students. Research consistently shows that they lead to stronger academic outcomes, better peer relationships, and more compassionate school communities. But inclusion is more than simply placing a student in a general education classroom. Without meaningful training, intentional planning, and ongoing support, that placement can fall short, and

096in some cases even be harmful. Our teachers deserve to feel confident and prepared. They need tools and strategies to support diverse learning profiles, foster regulation and communication, and presume competence with every student. That's why we're not just advocating for inclusion. We're advocating for intentional inclusion training, the kind rooted in evidence-based training and shared and and a shared district-wide commitment to supporting all learners. When done well, inclusion works, but it only works when educators are equipped to do it right. We understand the professional development calendar for the 2024 2025 school year is already full and that state and that statemandated training requirements are extensive. Even though this request was first brought forward at the start of the last school year, students with disabilities are going to continue to seek access to general education classrooms. This isn't

097going to change and the and the need for better trainings to support those students isn't going away whether or not there's room in the calendar. We also recognize that CF that the CF course we propose requires a time investment and may not seem easy to fit into the current schedules. But we respectfully ask if not this course then what is there any inclusion training currently planned? Special education training cannot be an afterthought. Meaningful inclusion begins with intentional planning and that starts with ensuring our educators are truly prepared to support every learner. Let's keep working together to build a school system where every child feels seen, supported, and included. Finally, at my son's request, I've included his own words. You are the ones that can change outcomes. Thank you so much, Jenny Godby, 11568 since Gate

098Lane. Um I want to take a moment just to clarify a few things as we've been talking several times now meetings especially as more families are tuning in or and invested in this conversation and to ensure there's no misunderstanding among board members or the administrative team of what we've been asking for. Uh since we began advocating for more training in Sycamore, our goal has always been to approach the administration not just with concerns but with potential solutions. We genuinely want to be a part of the solution and have done our best to open a dialogue and collaborate, but without much success so far. Unfortunately, we're not asking for this specific course to be mandatory for all teachers or to be implemented all at once. In fact, we're open to exploring other options. What we're really

099asking for is an open, honest discussion, some space to look at the pros and cons, brainstorm alternatives, and work together to find a robust, comprehensive training that benefits our students and educators. The only unacceptable response is silence, which is what led us to speak publicly at the board meeting. We also want to be clear that this isn't about adding unnecessary burdens to our teachers. We know their plates are full, but we also know that time has been found for things that matter like administrator retreats and other non-mandated trainings. We can find time if we plan ahead and make special education and inclusion a priority in Sycamore. Many teachers have told us they want more training like this to better support neurody divergent students. And our educational assistants who play such a critical role are more

100likely to stay and thrive when given the tools and training they need to succeed. This request isn't a critique of our educators. It's a show of support. We want to equip them with up-to-date inclusive practices that benefit Sycamore and benefit everyone. On a related note, I would be remiss not to highlight that today's agenda included approving over $1 million to alternately place some special education students in schools outside the district because their needs couldn't be met here. While some placements are certainly necessary, how many of those students could learn alongside their peers right here in Sycamore if our staff had the right training? Investing in a professional development could help lower these costs and create a district that promotes a culture of inclusivity and educational excellence for all students. To show this is something the

101community cares deeply about, we gathered support from over 55 Sycamore residents who want to see more training opportunities for our educators. Specifically, these stakeholders signed a request that Sycamore schools implement additional training for staff to better support inclusive education. Training should meet the following criteria. Be researchbased, presume student competence, be neurodeiversity affirming, include self- advocate input, promote inclusion across all settings. Um, and I have a copy of that that I'll pass out a few to everyone. Please take note of the comments section where some of these um members chose to add a statement on why they support this. And I'm done. Thank you. Thank you. Thank you. Can I hand this was uh what people Thank you. I thought you Our next item is a personel consent agenda. Can I get a motion, a second

102for the personnel consent agenda? So moved. Second. Thank you, Mr. Harris, for your motion. Thank you, Mr. Valent. Your second. So, I just had a couple of questions. So, the job description for student success supervisor, is this a new role? Number one, is it? Yes. It's a new role. Okay. And then with the supporting documentation, you everyone can see where it falls on, you know, um salary and fringe benefits. Thanks. I just want to make sure that's clear to the public on this. It's a new rule, but not a new FTE. That correct? Correct. Not an additional FTE. Mr. Lewis, can you also please make the comment that you made at the beginning because just a refresher from the beginning of the meeting. Um, one of the changes that we made prior to the meeting

103is the recommendation for employment of um, a one-year interim contract for an assistant principal, Eric Mutmore of Sigmar High School. And then I just have one more comment about the personal consent agenda. I'm kind of disappointed we don't have more middle experience on the agenda. There's a lot of first year teachers coming out of this one. Um, I think it would be nice for Sycamore to have people who have done those first couple of years. I'm not I love first year teachers. I think everybody knows that. We had a bunch on the last agenda. There's a bunch on this agenda. There are six first year and one second year teacher on the agenda. Um, I know that they can be successful here, but I would like to reiterate our commitment as a board to diversify

104the experience that we're hiring. We've said this many times and I'm just reiterating that to everybody right now. Sure. um if it's appropriate I can make a comment to that. So when we set out for this year when we looked at our financial parameters one of the things that we said as we looked at those parameters coming into this season was really targeting five years in a mast's as being that level of experience um trying to stay below that level experience for our certified teachers. Um we did not maintain that with any of our um most of our intervention specialists that have come in because it's just a hard to fill position. So we tried to maintain maintain um step 10. We've gone up to masters 45 on that. Um we gave our buildings the

105freedom to do the interviews and to look at the candidate pools for all teachers. So the teachers that were selected whether they be bachelor zero, bachelors 1, two, three, four, five. They were the best applicants in that pool. Um and so there wasn't a stronghold on right out of college step zero. We really tried to put the guard drills up around 50. So, I I feel um I hear what you're obviously um we always want to try to capture folks that have experience if we can, but the folks that are on here um were brought forward with confidence and excitement that they're the best candidate for that position. I think the other thing we can do is take a good look. We do this periodically where we look at our entire staff. Yep. And we

106can break it down kind of by like I don't want to say but wedges of years to see where the experience is and if we feel like there's a gap in in a particular area because the other thing we don't want is everybody retiring at the same time right um in future years. So I agree with you. We need to make sure that we're balancing our staff. But I think with the potential of the state budget bill coming, you know, we knew we had to be pretty tight uh with our hiring. Logan, please call the RO. Mr. Harris, hi. Mr. Ballot, hi. Dr. James, I. Dr. Steager, no. Mrs. Bidder, no. Next item is treasures agenda. Can I please get a motion and a second to approve monthly financial report month ended May 31st, 2025?

107Second. Thank you, Mr. Balon, for your motion. Thank you, Mr. Harris, for your second. So, um it is end of the fiscal year. Our fiscal year ends, um next Monday, and um I just want to say thank you to the team in the treasures department. There's been a lot of um work that has been uh completed in a short amount of time. what you have before you is month and May. But what we are focusing on is the entire fiscal year and and how does it look? how do we believe we are finishing up um for this fiscal year compared to what we had estimated? Um and when Brody and I took a look at our expenditures overall where we believe that we're ending up compared to where we um estimated in May at our

108last 5-year forecast um when we looked at this it was like 0.2% off. So, pretty close um to what we had estimated in May. Um I will say though, and it's down further on the agenda, we're going to I'm going to talk a little bit about those transfers and advances and where some things that look differently and some things I've added on here which were not on that were in next year's five-year forecast. Next year's um fiscal year, we're bringing them on to this fiscal year. So I want to say publicly our overall expenditures this year are going to look up but that is because we are moving um promises that we've made as far as the baseball softball um project that we were estimating we were going to make those expenditures next year. I'm

109recommending we're moving them on to this year. So, it it's really just a matter of timing, but it's going to make our overall expenditures look more than what they normally would, but it's transfers and advances. It's commitments that have already been made moving it. To clarify for the public, you're saying that it will show up on this fiscal year that ends on the 30th of this month. That is correct. Just to clarify for the public. And the reason why I am recommending that um is because we've talked a lot about this. One of the pieces of the state budget and the legislature is they are very concerned with cash balances for school districts. and what the legislature did in their conference committee and I watched it this morning at 6:00 this morning because they didn't

110come back until midnight I think this morning to finalize their budget. Um, but what there's a lot to it, but one of the pieces for cash balance, it's 40%. Remember the house was 30, then it was 50. Guess what? They ended up in the middle. 40%. Better than 30. It is way better than 30. Um, but I I was not aware of exactly where we would land. Um, and it's still not, you know, we have the governor's approval as well. So these transfers and advances that I have moved into this fiscal year, the whole purpose of that is to get us away from that 30 40% and it moves us closer to that um we're we're below 40, but we're above 30. I think it was about 33%. So I'm feeling comfortable with that. Uh

111because the last thing we want to do is for our cash balances to look like we have extra cash. We don't. We've made commitments. They're in a future year. So our cash balance needs to reflect more accurately those commitments. So that's what is included in these approvals. And I hope that makes Do we have additional commitments beyond what you're recommending moving or is this these all the commitments that we have? Well, the other thing that I was considering, and Brody knows this, um, if it was going to be 30%, then what I was also going to add on here is next year's PI transfer, the $4.1 million, which, you know, is probably not even enough. Um, but I've left that on off of this list. But if it would have been 30%, I would have

112been coming to you with asking for that too because it's our commit. I think this makes good sense and it keeps us below that 40%. What does that do for our whole financial parameters conversation that we've been talking about for the last several months? Well, honestly, it puts us in a better position. Remember I said that overall expenditures are going to look higher. So when we look into next year, we say the growth of our expenditures cannot exceed whatever percentage we agree on. It's going to be easier to make that commitment because we've moved some of those commitments and this year looks higher. But I also don't want to make a fictitious number because we've moved money this year that we're not moving. I would I think we need to focus on take those transfers

113out and look at what our actual operating operating expenses and have our financial parameters around operating expenses not including transfers. Yes. And we've discussed that. So what I would like to do in the second meeting in July, we're going to bring to you here's exactly how we finished up because we still have to post interest for this month. there's still some things that still need to be posted. So once it's all completely done in July at the second meeting, we want to sit down and we want to walk through that and we want to revisit the financial parameters resolution because we need to we need to get that. Is there is there any need to do it all this year or do can we do some of it and just get below 40? Like what's

114the advantage of moving it all and getting down to 33 now versus moving half of it and getting the 38%. any pros and cons? To me, it is a commitment. It is very clear and I and we already had it on our five-year forecast. I think if we say we're going to do half, then it looks like we're just trying to do something just to get I actually think this is more transparent because this is really what our true cash balance is. I do too. I think it's more transparent. We've talked about it. we know what those numbers are, the 70%, the 30%. So, it's it's clearer to me. Um, and I think it's I think it's the more transparent right way to do it. I like it. Okay. And I'm sorry I is that

115for sure. I mean, we don't really know the is that pretty certain 40% is going to be the number like that come out of conference committee that I would think governor veto, right? But the governor could veto it. Um, but then they're going to have to have then they if they already have a super majority, they can override his veto. So, I think it's best to go with they're gonna assume 40%. Are you going to give us an update later this morning on any other things that have come out of or do we not know yet? The only other update that I have because I was I was trying to listen and there's there's a lot. Um I do know that as far as the funding mechanism, they're going with the Senate Senate version which

116it includes the fair school funding plan, but they did not update the inputs. So that it still looks better for us that piece. So that's the only updates I have right now and I'm still waiting on an analysis to come through. So thank you. Thank you. Anybody else? No. Thank you, M. Logan. Mrs. Logan, please call the role. Mr. Balant. Hi. Mr. Harris. Hi. Dr. James. Hi. Dr. Stagger. Hi. Mrs. Bitter. Hi. Can I please get a motion and a second to approve final appropriations for fiscal year 2025? So moved. Second. Thank you, Dr. Seager, for your motion. Thank you, Mr. Balon, for your second. They're just This is finalizing our budget for fiscal year 25. Okay. Mrs. Logan, please call the RO. Dr. Seager, I. Mr. Balant, hi. Mr. Harris, hi. Dr. Jane, I.

117Mrs. Bidder, I. Can I please get a motion and a second to approve temporary appropriations for fiscal year 2026? Moved. Thank you, Minister Harris, for your motion. Thank you, Dr. James, for your second. And this is our our uh new five or new fiscal year starts July 1. We can't spend a dime until we have at least temporary appropriations. That includes payroll. So, we cannot pay anyone until we get through at least temporary appropriations. We'll come back to you in September for final for permanent appropriations um when we know more. Thank you. Logan, please call the role. Mr. Harris, I. Dr. Jane, hi. Mr. Ballet, hi. Dr. Stagger, hi. Mrs. Bidder, I. Can I please get a motion a second to approve end ofear fund fund transfers? Thank you, Dr. James, for your motion. Thank

118you, Mr. Valent, for your second. And I believe I you just explained that. Yeah. Yeah. Mrs. Logan, please call the role. Dr. James, I. Mr. Balon, hi. Mr. Harris, hi. Dr. Stagger. Hi. Mrs. Bidder. Hi. Can I please get a motion and second to approve academic consumable fee of $40 per student waivers will be granted for students eligible for the fee reduced pre and reduced lunch program. Students entering the district after the beginning of the second semester will be charged a fee of $20 and no fee will be charged to those students beginning after the start of the Florida quarter. Second. Thank you, Mr. Valent. Thank you, Mr. Harris, for your second. This is no change, but I do also want to say that uh Lawson is going to lead the charge. Um we've heard

119from a lot of our our staff members about um supplies and we're going to work with them to make sure that um the needs uh especially high school uh course needs for supplies and our our academic fees are aligned and appropriate. So we'll be doing that work together this next year and I thank you for that. You Please call the role. Mr. Ballot, I Mr. Harris, hi. Dr. James, hi. Dr. Steager, hi. Mrs. better. I can I please get a motion and second to approve extracurricular fee of $75 per sport or participation in junior high and high school athletics and to approve a fee of $75 for the following performing arts programs. High school marching band includes winter drum line, guard and flag corps, junior high drama, high school drama, octav octaviation, chamber of commerce

120and jazz band. Waivers will be granted for student orchestra chamber orchestra and jazz band. Waivers will be granted for students eligible for the free reduced coach program second. Thank you Dr. James for your motion. Thank you Dr. Steer second. Mrs. Logan let's call the role. Dr. James I. Dr. Seager. Hi. Mr. Balant. Hi. Mr. Harris. Hi. Mrs. Bidder. I. Can I please get a motion and a second to accept donations? Second. Thank you, Mr. Balot, for your motion. Thank you, Dr. Steer, for your second. Did you want to say I just want to point out a huge thank you to those Sims families that, you know, contribute to the playground. I know that's above and beyond their responsibility and effort, but you can clearly see that people care about u their schools and want to

121contribute back. And I I know that that can be a financial burden on everyone. and certainly appreciate the anonymous donor that paid off unpaid unpaid meal um balances as well. That's always a nice surprise when people do that. So, and and on the agenda, there's a list of all the people who donated for the equipment for this playground. So, thank you very much for all the donations, but that was very generous. Those are very generous donations. Okay, other board business. We didn't approve it. Oh, we didn't approve it. We didn't approve that. Log, please follow the role. Mr. Valent. Hi. Dr. Steager. Hi. Mr. Harris. Hi. Dr. James. Hi. Mrs. Bitter. Hi. Other board business. Other. Anyone have anything else? I just wanted to say that uh in light of the second enormous turnover at

122the high school since I've been on the board. I think we need to actually consider again having outside human resources pretend like potentially taking over a human resources role where we don't have a separate like Mr. level's got that on his plate right now on top of other things. Um, I think we need to consider possibly intervening in that way and just making it a little bit separate from the district so there's separation so we can understand why this is happening. Um, I'm concerned because that is our flagship school and I'm really hopeful that we can, you know, keep people in the district, but right now I'm disheartened by the departures that have happened twice now while I've been here in the board position. That's all I'm going to say. Are you referring to exit

123interviews? Yes, exit interviews and also through hiring processes. I just gave you my concerns with first year teachers. Um, too many coming in is not a good thing for a district. Um, that's my concern. You guys can feel free. You don't you don't have to engage in that conversation, but that's where I fall. Just to update the board, we do have an outside firm that we leverage to do exit interviews of all of our administrative staff. Um, we have a contract signed with them, and so it's a third party. We get the results, but they're not detailed. They're high they're not high level, but they're overviews. And just like last year, you'll be provided a copy of that as well. All the administrators were connected with on behalf of me and the company um to

124highly highly highly encourage them to participate. Um and I think we had last year all administrators across the district that exited um participate but one. Yep. Thank you. I know that I checked in with you regarding that and I appreciate that. um continued um diligence of doing exit interviews. It's very important and I will just share that I am also concerned with the high turnover for our um next board meeting which is Wednesday the 9th and I know Dr. James has some time conflicts as well. Would it would the administration be open to meeting at 7:30? I know it's a short board meeting, but so we can recommend 7:30. Do you are we you going to change the time? We're going to keep it at 8. Oh, that's what I'm That's what I'm saying. Can

125we meet at 7:30 instead of 8? Yeah, sure. You're welcome. I just for the public to know this is um so I will not be at the next board meeting. Dr. Steer speaking if you can't see me. Um I have a child who will be in surgery at that point. So I will not be there. All right. Anything else?