001You good? So we can go ahead and get started. Director Assad Lucas here. Director Batistelli here. Director Goldstein here. Director Marsh Holshin here. Director Potter here. I'll entertain a motion to approve the agenda. So moved. Second. Director Assad Lucas. Hi. Director Bastelli. I. Director Goldstein. Hi. Director Marsh Holshen. Hi. Director Potter. I. I'll entertain a motion to recess for an executive session to discuss negotiations, legal advice, and real estate matters regarding the potential sale of 13.5 acres south of the ESC and East Lake Station pursuant to board policies 2.0 general operating limitations 2.5 asset protection and Colorado revised statute sections 24-6-42 4A and B and E1. So moved. Second. Director Assad Lucas. Hi. Director Bastelli. Hi. Director Goldstein. Hi. Director Marsh Holen. Hi. Director Potter. I. All right. We are adjourned or recessed, excuse me,
002for executive session. You ready? Oh. All right, we are going to re come out of executive session and rejourn. Uh, rise if you are able for the pledge of allegiance. To the flag of the United States of America and to the republic for it stands one nation under God indivisible. I always want to sing how beautiful for spacious guys after that like we do at Rotary. Okay, superintendent update. So I provided an update to you all during uh the work study session prior. So, I don't believe there's anything that I feel warrants adding at this point. I will continue to update you on progress made on a variety of matters during the summer, as I alluded to before, and encourage you all to reach out with any questions that you may have during the summer
003months. Thank you. All right, board of education comments, recognition, awards, and vision. Um, start with Director Potter. Thank you, President Goldstein. Um, I want to congratulate and thank all of our retirees. Um, you know, there's just so many great people that have invested so many time into so much time into our system. And, you know, I think I've served four years and I'm exhausted sitting on the school board. I can't imagine doing 10, 15, 20, 30. Um, that is just a wild thing to me. So, again, I just want to say thank you to everyone that has spent so much time here and even those that have not yet retired, um, that have just been here for such a long time. It it really makes our district quite special. So, thank you. Thank you, Director
004Marsh Holen. Thank you. Um, I just want to say congratulations to all the seniors that graduated. Um, and, uh, you know, thank the board. I was at the New America graduation on Friday and that has Jeff Co and Aurora Public Schools as well. and Jeff Co member um reminded me that they they have too many schools to all go together. So I think it's really nice that that we can go to all the graduations together. So um that and that one um Adams had graduated the most kids. I want to say it was 62 that night. So it was a really nice event. Um and congratulations to all of our retiring teachers. Um, and I hope everyone has a great summer and because it is June, um, happy Pride Month, everyone. And that's all I
005have. Thank you, Director Bastelli. So, I'll start somewhat light-hearted. Um, I would like everyone to keep me in their thoughts this summer because I have been home alone with my son for three days and every five minutes he asks me a question. And today they featured questions like who's Kathy Lee Gford and is Plutarch a real name and uh how do you hold a monkey? So yeah, keep me in your thoughts. I might start a GoFundMe where you can contribute to um the vacation I'm going to need after this. Uh like uh Courtney and Alexis just noted, I want to thank our teachers. I attended the retirement uh and award dinner and it was lovely. our lovely uh assistant over here, Stephanie and her partner did a wonderful job uh putting that together for our
006retirees and honores. And I just want to thank the retirees for the years of service that they've provided to our schools and to our kids and the love and care they've shown them throughout that period of time. So, I'm just really grateful. Uh we know that the teaching profession is woefully underfunded which makes it that much more of a sacrifice on their part and an act of love. Um the other thing I wanted to note is that I attended the Vantage Point graduation. I always love attending the Vantage Point graduation. The speeches are are great. Um the students are so excited and happy to be there. And once again, it was a packed auditorium. And so the kids were just surrounded by family and community and friends who you can tell they authentically love and
007care about them and they just want the best for them. And so that's always wonderful to see. The final thing I will just echo um Alexis and say congratulations to the seniors. It's not the end, it's the beginning, right? Um and so you know get out there and live life to the fullest I guess. So that's it for me. Thank you, Director Assad Lucas. Good evening. Um, I also attended the night of honor retiree celebration, which was a lovely event. um in years past it has been held at the Weston but um due to cost of that decided to hold it here at the district this year and I thought it was probably the best I've attended while being on the board. Um yeah, Stephanie and team did fabulous and with decorating and making this
008place look gallow worthy. So, um, yeah, it was just great to be able to celebrate our retired educators, um, staff, and honor our educators who, well, I mean, they all work incredibly hard, but, um, the ones that are recognized by community members, other staff, educators for, um, their service. So, thanks everyone. um attended the Vantage Point High School graduation. Congrats to the seniors. That was the last day of school. So, um I darted over there after kindergarten continuation. um which that crowd was just as rowdy and excited um for the kindergarteners to continue on as our uh Vantage Point High School families were to see their kids um continue on with their new journey as well. Uh tomorrow I think few of us will be attending the FiveStar Foundation um classic event at Topgolf. It's
009their big annual um fundraising event and what's really cool about it over the years and it's grown so so many um community and bit business partners um throughout not just even Thornton but um the state and uh I think the first year that they hosted it they just had the top level and then last year they ran part of the second um level and this year it's the full top and second and there's a wait list. So yeah um they keep talking that they're not ready to quite rent out the entire place but um yeah it's going to be exciting. It's a great support. They raise great money for kids and so excited to attend that. Um, my last thing I did is last Friday after um the day after attending the night of honor
010and retirey celebration, I drove to WY, Colorado um to attend my best friend that I've known my entire life, her son's graduation um whom is like my nephew. But um it if anyone's doesn't know where WY is, I always jokingly say it's a suburb of Lamar and It's a town of 200 with a graduating class of 12 and it was one of the larger graduating classes. And so, um, it was just really cool. It took a full hour, which um, my friend, sister, and I were like, "Wow, that's a long time." But, um, uh, no, it was beautiful. It It was really cool just how they did it. It was very much more personalized. Obviously, there's only 12 of them. They got to honor all their families. Um, it's just really neat to be able
011to see how different places, especially rural areas, conduct graduations after attending graduations with 300 to 500 students. And um, and uh, yeah, it was really it was really exciting to be there. But um, other than that, I have not much much else to report. I hope everyone has a nice summer and comes back refreshed. For those that are not going to be here, I hope have a or are not leaving. I hope you have a easy quiet summer here at ESC and are still refreshed in August. So, um, everyone else comes back. So, thanks everyone. Thank you. Um, Alexis, thank you for attending uh, New America Schools. That's always a pretty good um, it's a very great celebration. Um, I two went to Vantage or Vantage Point's graduation and I also went to the Night
012of Honor and it's amazing because here we are in this room and it's a lot different looking than it did look that night. And so everybody that worked on that, you and Stephanie and I think Anhei maybe and who knows who else, uh, Raquel did an amazing job of making this room look very enchanting. And, um, how many thousands of years of service we were honoring that night. And it was kind of bittersweet for me because I had several former students that I had in junior high retire this year. Um, and one of them had been my son's teacher, so we had kind of gone full circle. But it was it was a lovely evening and I really um thought it was a great way change of venue. Um, I also have a son at
013home this summer. Um, Paula, the only saving grace I have is that he's actually working about 20 hours a week. So the rest of the time, I feel your pain. Um, I went to a meeting today, the last DAG meeting or um the uh advisory group for Thornton High. And today I I got to see the proposed plans and be part of the input of what the new um Bowman is going to look like um future forward Bowman. Um and it was it's interesting um there's there were some decisions to make and it was unanimously agreed upon. The plan to make uh two stories instead of one was very unanimous was the input and the architects showed us um how they had modified their their plans based on the input they'd received in the last
014three meetings. And then we got to do a they had a Xbox control and we got to kind of walk through the building. I mean, not it wasn't virtual reality, but it was looking into um the building and and what the floor plan's going to be like and um then they they put, you know, color and they put furniture and they put people in their diagram and it's going to be an amazing um structure. and they still have modifications to make. But anyway, that was what I did today. Um, I'll be at the Top Golf tomorrow. I won't be golfing, but I'll be there uh watching. They want to take up any room because it's so crowded. Um, I actually get to spend time with my husband tomorrow because his company is going to be
015there. Um, and I just want to make sure everybody knows that it's time to take a break and get some fresh air and be outside when you can and enjoy your summer. And um hopefully those of you that are around the clock around the year workers will have some time too. With that we will go on to board committee liaison report. We have a fact report. Yep. The uh fact met on Thursday May 22nd um and finalized the external monitoring monitoring report which will come to the board this fall. Um and Brenda McGee um uh followed up with the purchasing information. Um so it was a kind of wrap-up meeting for the FAC and a big thank you um to our FAC committee for their volunteering this year. And that's all I have. Thank you.
016Okay. General public comment. Good evening. The board welcomes public comment to learn about the preferences and concerns of the Adams 12 five-star community. Each speaker will have three minutes. Please use the microphone and state your name and city of residents before beginning your comments. Please give any handouts or information you would like to share with the board to Lee Koka here to my right. A threeminut timer will be set for each speaker. Please keep an eye on the timer. Speakers will be informed when time has expired and we ask that you end your comments at that time. Our first speaker is Thomas Scoville. Good evening. Thomas Scoville, United States. Wait, wait one second, please. Okay. Good evening. Thomas Scoville Thornton, United States Army retired. In times of war and not before, God the soldier we
017adore. But in times of peace and all things writed, God has forgotten and the soldier slighted. Ruddard Kip Ruddyard Kipling would know what's going on here. By cancelelling the Veterans Day holiday, you're disrespecting Americans warriors. We dedicate whole months to some groups. Some of our heroes get a day all of their own. So, it's not too much to give one day to millions of our military veterans. Yet, it is too much for Adam's 12. Please reconsider. Do not cancel Veterans Day. And it's not a holiday unless it's a unless it's a day off. Sadly, with your absurd and poorly written gender policy, you're also disrespecting girl athletes. We parse humans into two sexes, male and female, or boys and girls, or men and women. We can distinguish the two groups by chromosomes. Males are XY,
018females or XX. We are born one way and remain so for the rest of our lives, regardless of what anybody says or thinks, or what a physician might do with drugs and scalpels. The sexes differ. Men tend to be taller and heavier with more strength and endurance. These advantages are so significant that in most sports we control competition by sex. Because this segregation limitated limited athletic opportunities for women, in 1972, Congress enacted Title Nine of the Civil Rights Law, which prohibits sex-based discrimination in any school or education program which receives federal money. We got a surge in female athletes and female sports and a surge in flourishing after Title Nine was enacted. In 1972, we all knew what female what a female athlete was. And today, we still know. In sports, sex matters and gender
019identity does not. Putting boys in girls sports is disrespectful and dangerous to girls and it denies girls opportunities to flourish. For the sake of a few gender dysphoric youth, we should not ruin the athletics for every girl, two of whom are my granddaughters. Thank you very much. Our final speaker is Rose Eder. I guess we're done. Okay. Thanks. All right. On to board business. Certified employee contract. I will entertain a motion to ratify the certified master agreement changes tenatively agreed upon through interestbased strategies negotiation process as presented. So moved second. Any discussion? Director Assad Lucas I. Director Batistelli I. Director Goldstein I. Director Marsh Holen I. Director Potter I. Okay. a classified school employee contract. I will entertain a motion to ratify the classified master agreement changes tenatively agreed upon through the negotiations process as
020presented. So move second. Any discussion? Uh Tim, I don't know if I'm supposed to be up here, so I thought I might take that. You guys did talk about it last time. Okay. All right. And so you're welcome to speak if you like. Um I'm I'm good with the ratification, but I just I just just in case there were questions or anything that needed to be answered, I just wanted to make myself up here. Welcome. We're good to go. And it's great to see you up here in this role. All right, I'm good to go. Sorry, I didn't mean to speak for everyone else. We still have to vote. Director Assad Lucas, I. Director Batistelli, I. Director Goldstein, I. Director Marsh Holshin, I. Director Potter, I. Okay, it has passed both of them. All right.
021Joint School District Workers Compensation Self- Insurance Pool. I will entertain a motion to approve the res resolution as presented to facilitate the district joining the joint school district's workman's comp workers compensation self- insurance pool beginning July 1st, 2025. So moved. Second. Um any questions? Director Assad Lucas. I, director Batistelli. I, Director Goldstein, I, Director Marsh Holen. I, Director Potter, I. On to New America School Renewal Contract. I will entertain a motion to approve the New America School Thornton Charter Renewal Contract as presented for a period of two years beginning July 1st, 2025 through June 30th, 2027. So moved. Second. Is there any discussion? I guess what I would just like to add about this is I hope um for me that the leadership, the board of New America um really listen to our feedback during
022that process and will do what it takes to support the school in ensuring ing that the students are receiving the services that they need especially around special education. So um that's you know they deserve that and the minimum of what they should be doing as a board. So uh yeah I hope we see that happening the next time they are in front of us. I would second that. Um, like I said, it was the Adams was the largest um of the graduating classes and not by a little by a lot. I think the other two were nine and 12 um students. So, um it's clearly a program that um or a school rather that is needed, but um I know we've all been very uh disturbed by the special education piece of it and and
023I think the board needs to help the school and I'd like to see that too. I guess the final piece that I will add is that um they do provide a service that we're not yet able to provide to my knowledge which is the evening and weekend classes. Um so that is something that I think is vital for some students and important to try to maintain for them. I concur. Director Assad Lucas I. Director Batistelli. Hi. Director Goldstein. Hi. Director Marsh Holen. Hi. Director Potter. I. Okay. On to the possible sale of 13.5 acres south of the Educational Service Center. If anybody is prepared to move forward with this sale, they may make a motion. Is this when I read the motion? Okay. I move to approve the sale of 13.5 acres of land south
024of the Educational Service Center for $9 million to McWinny Real Estate Services LLC and to authorize the superintendent to A negotiate and sign a letter of intent, b negotiate and sign a purchase sale agreement, and c take all other steps necessary to facilitate the sale of the land. Do we have a second? Second. Okay, discussion. I just want to say that, you know, that I this has been an this land piece has been an ongoing thing as far as my tenure on the board and I'm glad that we have reached um a potential agreement with somebody that will develop it into something that will benefit the community and all the work with all the players between Kenny and the district that um I've been working on this, but um yeah, it'll like President Goldstein said,
025it's been in the works off and on for years, so hopefully it gets put to good use. I think also regarding the people who have been working on this, what we're getting uh is a really fair offer. Um, and I'm appreciative of the company who made that offer for that reason. And I think that we're in solid hands. And I would like to add that I appreciate the due diligence that was done by all of the staff members, the real estate agents, um, everyone pretty much involved from reaching out to local government organizations to, you know, better understanding and answering our my large number of questions. Um, everyone really worked hard to get us the most accurate information and be as transparent as possible. And so I really am glad to see that we can
026finally move forward and close this chapter of this land sale debacle. Okay. Director Assad Lucas. Hi. Director Bastelli. Hi. Director Goldstein. Hi. Director Marsh Holshen. Hi. Director Potter. Hi. Um, we have somebody who had previously signed up for public comment who just got here. Um, in all fairness, um, it's up to us to decide whether or not we let her speak. Um, we actually got to that point a lot faster than we usually do. So, um, do we need to make a motion to reopen public comment or I think, uh, yeah, just to be safe, I move to reopen public comment for the one individual that has recently arrived. Second. Okay, then any discussion? Okay, call the vote. Director Assad Lucas. Hi. Director Bastelli, I. Director Goldstein, hi. Director Marsh Holen, I. Director Potter. Hi.
027All right, we will reopen public comment. Uh, Rose, editor, thank you. Yep. Okay. Thank you. I appreciate that. Uh, and apologies for being tardy to the meeting. Um, how did you know it was me? That's really good memory. Uh, Rose Edigger, uh, mom of five and trying to get more involved in my community. Uh, lived here since 2018. And, um, just want to say thank you to all of our board members for the time you volunteer on behalf of our community and children. And thank you to the superintendent and all the staff for the good work you do. Um, I agree that the budget needs to be greater. I've we've lived in uh Kansas and Maryland, my household, and so have experience in multiple school systems, and um I I can tell you from my
028experience, the staff and the teachers in Adams 12 are coming from the heart, more or less. um you know there's a wide variety of people everywhere and um but that's evident and the good the good work of Adams 12 is evident and it's also evident that you're woefully underfunded even compared to Kansas schools which Kansas has a bad rap. Uh, and I just wanted to follow up. The last time I I came and spoke publicly, I shared a a little bit of news about a um a town in Maine, and I don't think I came through very clearly, but but the point was that this very small town, something like 3,000 people, um, they had a family um, that was detained by ICE, including children who went to the schools. and the entire town came
029out and and had a a rally on a on a following Saturday. Um something like 2,500 people of a 3,000 person town came out and said, "These are our neighbors and these are our children." And I thought that was beautiful. And um I would like to contribute to our community. I hope that we would do things like that here to stand up for our neighbors and um to show that care for the children who are all of our children. And thank you again for your service. Um and I hope you all have a great summer. Thank you. Okay, on to item six. This is a joint motion to approve agenda items C7, C8, C9, and C10 as presented. So moved. Second. Is there discussion? Director Assad Lucas. I. Director Batistelli. I. Director Goldstein. Hi. Director
030Marsh Holen. I. Director Potter. I. Okay. On to item 11, review of bylaws. I will entertain a motion to revise the board bylaws as presented. So moved. Second. All right. Um this is to jog people's memory. This is just to make our bylaws compliant with practice. Um and it has to do with public comment. And uh we have always been very open about public comment. um even though it was not in our bylaws so we're just putting them there. Is there any discussion? So just practicing as we've already been, right? Just putting into bylaws bylaws, right? Okay. Director Assad Lucas, hi. Director Batistelli, I Director Goldstein, I. Director Marsh Holen, I. Director Potter, I Okay. Um, proposed uh item 12, proposed 2025 2026 board meeting schedule. Um we're not necessarily voting on this. Uh just
031um we took a look at the dates and you can see the calendar. Um some of the things that we always need to think about are uh breaks that happen during the first or third week, graduations. Um and then we have our special board meetings with our various employee groups. Um it's nice that um CASBY is actually the week after uh a board meeting so we won't be racing out of here and driving down to Colorado Springs at night. Um, is there any comments or questions? Even graduations are on there. And uh, and we did move one board meeting because of that to the 27th. So, we wouldn't have to race back again. So, we don't have to race back from that. But, yeah. And then, of course, um, sometimes we've been known to cancel
032the second meeting in December if we get everything done the first meeting. And then same with the uh second meeting in June, but they're there for now. Uh I don't believe we have to vote on it. Just wanted you guys to be aware of it. Um then the next item is the CASBY delegate assembly resolutions. Um Oh, you're right. I did. Number 13, appointment of designated election official. I will entertain a motion to adopt Stephanie Hicks as the designated election official for the purpose of conducting coordinated elections with the Adams County Clerk and Recorder and the City and County of Broomfield to be held on November 4th, 2025. So move second. Is there any discussion? Director Assad Lucas I. Director Batistelli I. Director Goldstein I. Director Marsh Holen I. Director Potter I Okay, on to
033CASBY delegate assembly resolutions. Um so the deadline this year has been moved up because delegate assembly has been moved up and um we're proposing that we um reintroduce um the same resolution on the mental health support that we did last year. Um it went forward with a favorable recommendation and it passed extremely I think it was unanimous. I don't think that if there was anybody that dissented that it was pretty minor. Um, and this of course goes back to our struggles with the um mental health facility that's near Stoie Elementary. Um, the legislature was not able to uh settle this issue this this session. But if we put this forward and it's approved through CASBY, it does allow CASBY to advocate for this at a legislative level. And it's my understanding that um Representative Bird
034has already said that this would be one of her first bills next year. So, um we're going to try this again. Um do we have to vote on this? Okay. Is there any comments or discussion? I would just say that there's probably a little bit of adjustment to language that we would do as I look at the resolution uh from last year. We just would want to clarify dates and some of the history of what's transacted since we're a year further down the road, but it wouldn't be anything significant. Just some fine-tuning. Okay. All right. And then I didn't think about this before, but when do we decide who our delegates going to be? Do we do that in August? Because the delegate assembly is like the first week of September. So keep that in
035mind. All right. Would it be at that first meeting? The first meeting in August, right? Okay. So if anybody's interested, let me know. All right. On to minutes. I will entertain a motion to adopt the minutes of the work study session and regular board meetings of May 7th, 2025 and the regular board meeting of May 21st, 2025 as presented. So moved. Second. Any discussion? Okay. Director Assad Lucas. Hi. Director Batistelli. I. Director Goldstein. Hi. Director Marsh Holen. Hi. Director Potter I. All right, the speedy part is over. On to monitoring reports. The first one is internal monitor monitoring report operating limitations policy 2.6 employment compensation and benefits. I will entertain a motion to acknowledge that the board has received a monitoring report as of June 4th, 2025 for the period August 14th, 2024 through June
0364th, 2025 and finds the superintendent's interpretations are reasonable, supported by data that is relevant, justified, and complete. So move second. Okay, Tim. All right. Good evening everyone. I'm so happy I found myself up at the right time finally. So I apologize for my early entry last time. So um I'm here to present the monitor report 2.6 employment compensation and benefits. Um and there are six detailed provisions and one global policy statement within this limitation. And I'll walk you through a few key highlights and I'll be happy to answer any questions um after I finish going over the report. So um the first um provision um the first item addresses whether um the superintendent has in any way changed his own compensation or benefits outside the terms approved by the board. So, um, I'm pleased to
037announce that he has not. And so, all salary and benefit changes are implemented by human resources and verified by payroll with an additional um, annual audit confirming compliance with this board approved contract. So, um, I am reporting compliance for the first item. The second item is um the the second provision has two parts. Um so the first part um so point A um is meant to describe that district policies, master agreements, union contracts and other employment contracts do not contain language that indicates entitlement to employment beyond the current fiscal year and provide for staff reductions as required. Um so um I interpret that the district may not promise um or imply permanent employment and we remain compliant here. Um administrative um certified and classified employees work under clearly defined terms within master agreement language um
038and um they're um excuse me s uh administ let me rewind that for a second. So they're either at will or yeartoyear and contracts allow for reductions in force when needed. Um guest teachers and substitutes are also employed at an at will basis. Um teachers who obtain non-probationary status under TETA are subject to dismissal only under statutory grounds um enumerated in the TETA law. Um, so that's the exception to um the year-to-year um basis um defined in the contracts. In the case of the staff reduction, we did have a bit of that this year with the reductions to the budget and um that was all followed by in in ordinance with classified master agreement article 11 um s excuse me certified master agreement article 11. And the reduction enforces the ability to implement staff reductions
039and supports a year-to-year employment relationship. So based on just that overview, um I'm able to report for subpoint A that the district performance complies with policy in that standard. Um, sub point B really deals with the district must not engage in illegal hiring or employment practice. So compliance shall be reported to the absence of decision or judgment by final agency or action or by an appellet court with the final appellet authority for those issues presented concluding that the district has acted or failed to act in the manner which is con contrary to law. Um so there were no decisions or judgments this year um filed by an agency or by an appellet court with final appellet authority. So for this issue presented concluding that the district or one of its employees engaged in legal recruitment,
040hiring, evaluation, promotion, termination or other employment practice. So please to report compliance within sub point B. The next section evaluates whether current compensation or benefits materially exceed the geographic or professional market. So this section um is is probably going to be less familiar um to you and so there'll be some definitely some commentary on some of the added tables um within this um section included. So um this section really deals with salary plans and other financial in uh enhancements as part of the total compensation and that it will not exceed or below the uh will not exceed or be below the market level by 10% as summarized for each of the employment groups. So the target of 10% spread for the summarized industry salary and benefits survey data is reasonable because of our organizational value
041neither being at the top nor the bottom of the geographic market. So this salary plan of review for administrative and classified groups towards maintaining a 10% range above or below the market is summarized and averaged based on a group of benchmark positions. Benchmark positions are those that are common throughout school districts and public private employees for this geographic region. In addition, market surveys are conducted for additional positions in three-year rotations and the analysis of additional classified administrative positions every 3 years is referred to as benchmarks plus. So really starting down um and really kind of just going over some of the salary plan um comparisons and really starting with just the classified and administrative groups. So on page four um at um under the label of salary plan comparison um the first thing I want
042to highlight is that as we look at the administrative um job titles number 204 I want to highlight that this number is higher um this year due to IT career ladders and also bond positions and so that is something that is not normal um and not typ typical within the reports. So um this salary plan comparison um shows that for a classified subgroup that we are minus.84 um below the market and um for at the administrative group it shows that we are under market um at the tune of 4.35%. um the number of benchmark titles. So the amount of the amount of employees that we are monitoring based on the previous description is 66 for classified, 53 for administrative. Bringing next um to really kind of talk about the certified analysis. Um the first table
043um in the spring um of 2025, school board support services conducted um a comparison of certified pay plans for the defined metro area and the summarized results are below. Um so that first table really just really defines the comparison by all Colorado school districts and it's broken down by starting salary, maximum salary, minimum salary, and then 26-year earnings. And so, as you can see there, none of those um marks, even though the maximum is relatively close at 9.7, but they're within that um 10% um of ways that we um measure our market value. Um to give more context, um it would be helpful this year to um really kind of just talk about where we link comparatively to our comparison districts. And so, um, the next table kind of really just divides all our surrounding
044areas and the Denver metro area districts to get a real view, uh, real just feeling about where we're at. And it also demonstrates the work that has been done in our starting salaries um, to be able to be competitive in school districts. But you'll also notice that um, there's much work to be done in other other areas. So I just like to bring highlight that um um midpoint rank um and that really is just a comparison of what is the middle um salary um by determined by the salary schedule that we were midpoint ranked at seven um out of nine districts. Um but the minimum salary is we're at fourth and that's where we've put most of the work within our salary schedule. and the um the maximum salary um were coming in um at
045ninth out of the school districts um in that table. So the above reference chart demonstrates compliance for certified staff um with 10% above or below the market standard for employee compensation. The benefit comparison um again I'm just going to talk more about some of the changes um that are displayed here. So your first table really just kind of talks about district contributions in employee only and employee plus family um and just a comparison between other school districts. So we have our employee our district contribution sits um right in the middle of the minimum um for employee only contributions between 333 being the total minimum and the maximum being 809. So we sit um really above the um the comparative districts for employee only contributions um at the at 5.65%. Um using that same analysis the
046employee plus um we're relatively below the market um at 23% but there's rationale for that that I would like to highlight. So to get more granular to look specifically um the Adams 12 we have two plans um and this is just a breakdown of the medical in the table on page six um we're 640 $65428 is our contributions across HMO and high deductible plans. um in comparison to other districts, we come in right at six um as um as a comparison to other districts based on the average. Um leaning into it um more is this next table that kind of talks to districts contributions to additional family only. This is the big reason why um the key takeaway from this table is that Douglas County, St. RAIN and DPS contribute more to family plans than
047they do to employee only coverage. So that brings the average for family contribution up. So when we talk about us being um um 23% points behind the market value, um that is the rationale for why that is. It's just because there are some districts that have chosen to contribute to these family-only plans and that's represented within that table on the top of page seven. Next, um we'll kind of talk about um our DIS. Um we also continue to offer legacy stipens for long tenure staff which help boost the competitiveness. And so um there are stipens within certified classified and the administrator longevity program. And so, uh, just a quick update on where we're at. The the half-time stipens, um, continue to go down. So, during the 2425 school year, the district had, um, 4,573 benefit
048eligible employees. And of those employees of the medical coverage, um 184 elected for family coverage, 98 employees elected for employees plus spouse, and 339 elected for um employees plus children coverage for a total of 17.9% electing some for dependent coverage. And this compares approximately to 29.9 of our members who elect to cover their dependents in our dent dental plan. So we have more we have more participation in that dental work. And I skipped to the legacy um the legacy part and the eligibility for certified stipens is achieved in two ways. One through a half-time siphon, one through a full-time stipen. Um we currently are sitting at 37 of our certified staff members out of the approximately 2526 um that meet eligibility for the halftime stipen. And to qualify, it goes off your higher date and
049completion of 13 to 19 years of service. Um, comparative comparatively, the higher date and completion of 20 more years of service, we currently have 330 classified staff members out of 2526 staff members that meet eligibility requirements for a full stipen. So, that demonstrates that as our halftime stipens are going down, as more qualify for full-time stipens, um we're sitting at that 330 number for our full-time stipens. For classified um similar numbers, um we currently have um 154 classified staff members out of approximately 1910 staff members that meet eligibility requirements for a half stipen. Um the stipen uh of 66.5% is the average of the three highest years of annual salary not to exceed um three $36,250. Um that's paid in five equal installments. The next one is the higher date and the completion of 20
050years of service. We currently have 202 classified staff members out of the approximately 1910 staff members that meet um eligibility requires for a full stipen. For administrators um we currently have 97 administrators um but that represent 26.8% 8% out of the 365 FTE that meet the eligibility requirements of one of the above categories that puts in contribution to higher date the completion of two to four years of service and it's broken down um by um percentage based on years of service. So the categories are 2 to 4, 5 to 9, 10 to 14, 15 to 19 and 20 years of service. So these stipens are capped, tracked, and budgeted annually. While some may nudge individuals slightly above the market pay, they remain within the overall 10% range and serve as a key retention tool. So
051again, um, I report compliance. Um there will be extensive work put into all three employee group salary schedules for the 25 26 to position us to be able to understand what it costs to compete aggressively for top talent across all employee groups. The next section four financial forecasting. This provision um ensures that the district does not create compensation obligations beyond what we can safely budget. Um compensation decisions are built into the annual budget. Um planning with safeguards in place of re excuse me in place if revenue declines. So total compensation cost um excuse me the the compensation and benefit costs are part of the district's annual budget planning and reference recent 2.4 four financial condition activities and 2.3 financial budget um budgeting monitoring reports. So um the district performance um reports compliance in this standard
052as well. The next section prohibits the superintendent from creating unpredictable or inequal benefits. The district is in compliance on all four subp parts. Um the first one, um there has been no funded liabilities that have been incurred. Um all full-time employees receive access to core benefits in an equitable manner and no staff has previously lost earned benefits and the superintendent's compensation is aligned with that of the other administrators. So I report compliance in um this standard standard five hiring of former board members. This poly prohibits hiring former board members within six months of their departure. There were no such hire this year. So compliance is met. And lastly, um the last global policy pro um prohibition consultants and contact workers are temporary in nature and they start an end date rather a year-to-year agreement provide
053specialized or limited services as subject matter experts and are on an individual contract. No independent contractors have been engaged during the moning period on terms that would cause jeopardy for the district's fiscal integrity or public image. um consultants, contract workers and volunteers were all engaged under appropriate terms. No engagement during the monitoring period um posed risks to our reput reputation or budget. So for the global provision compliance is met. In summary, the district's in full compliance with policy 2.6 Six compensation and benefit benefits remain market aligned and sustainable and our employment practice reflect a strong commitment to transparency and fiscal responsibility. So, thank you for your time tonight. Superintendent Gindowski. I don't know if you would like to add anything to this report. Uh I I just may make some uh summary level comments of
054what you said. I think one part of uh what you spend a fair bit of time on relates to longevity stipen agreements that used to have different terms for both certified classified admin and over the period of 2007 through 2015 we ended that past practice. We still have some folks who are uh grandfathered in because of their higher date but in the next 5 to 10 years we'll be in a spot where all of those longevity payments go away. that will be a significant uh cost savings and we're already starting to get to the place where the numbers of folks who enjoy those uh compensation provisions have declined significantly. Second thing is just on that insurance chart you see a lot of of different approaches to how much districts require employees to pay. The other
055thing that jumps out to me is that the bigger you are as a district typically the smaller your premiums are. So, a DPS, a Jeffco, as bigger districts tend to have smaller premiums when you look at those percentage contributions of employees. And there are some parties uh that we'll continue to work with to see if there's a way for a variety of districts to pull together on health insurance for each district to go it alone. You wind up, especially if you're small to midsize paying more than if you can increase the number of covered persons in the pool. So, that's something over this next year that we'll have some interest in exploring. Um, I think those are key pieces. Then obviously on the compensation piece, we just continue to drift a little bit further behind
056every year in terms of comparative compensation across employee groups with it being most significant at this juncture uh for our certified and admin staff and we're going to have to find solutions to that soon as we start to have more scarcity in people um who have interest in doing those roles. So those are highlights I would cover on what's Tim on what Tim has presented comments. I just want to clarify one thing um maybe just to stress it even more and to make sure I understand it correctly. So on page five, going back to what uh Superintendent Gdowski just mentioned, uh the certified salary schedule comparisons as of February 2025, you said that our minimum salary ranks where on that list on the on the comparison out of those nine comparative districts, we were we
057ranked fourth. Okay. So we were fourth for the minimum salary. Y the midpoint we were um sixth. Seventh. Seventh. Okay. And so for the maximum we were ninth. Correct. Okay. Thank you. I just want to put out there it's not really it's not part of this report but there's a couple of districts that are not compared to ours that have higher starting salaries and after um we're going to see that next year too that and and the reason I mention this is they they might not be on this list but they're not very far away from us and they could take some of our employees um like Westminster and Adams 14 for example. Yes. I would also mention that, you know, this is as of February 2025, so there's there have been agreements in other
058districts that um probably have thrown this table out of context. Well, I thought the table um was a great example of the fact that we're in comparison with other schools who are doing better on the um compensation piece largely because they have the funding they need to be more competitive on the compensation piece. And I just wanted to emphasize that which is linked to the amount per pupil for the mil levy override. Yes. Director Assad Lucas I. Director Director Batistelli. Hi. Director Goldstein. Hi. Director Marsh Holen. Hi. Director Potter. Hi. Thank you Tim. Okay. Thank you. Okay. Number two. Internal monitoring operating limitations policy 2.10. 10 effective family, school, and community partnering. I will entertain a motion to acknowledge that the board has received a monitoring report as of June 4th, 2025 and finds the
059superintendent's interpretations are reasonable, supported by data that is relevant, justified, and complete. So moved. Second. Welcome, Joe. Good evening everyone. Good to see you all. Uh I just want to hit a few highlights with regard to uh 2.10. Uh as you know many of this policies standards come from the Panorama survey that uh we did during the winter months. Um and so we actually saw a 5% increase over last year in terms of participation. So that's more than 1300 more responses than the previous year. And uh we're really pleased to have seen that especially given that the response rate nationwide is 20%. Uh so we were above that and reason for that was a lot of collaboration between uh various departments communications equity and engagement our school leaders as well as our family outreach liaons.
060uh Andra Warren through equity and engagement as well as Raquel Williams on the communications team work very closely with our family outreach liaison in terms of developing a strategic outreach plan to uh increase participation. schools hosted technology access events where during parent teacher conferences families could um access the the survey complete it. Um, there were also, uh, some schools chose to do some video tutorials where they would walk families through exactly how to access the surveys and the different languages that the surveys are accessible in. Um, so really a a combined effort to to see those results and just wanted to I mean you've seen some of the response rates of schools that that were included in your packet, but I mean Westview had 53% response rate, Stoie 55, STEM launch 54, North Glenn Middle
061School typically when we get to the secondary level it's a little bit uh harder to get as robust a response rate, but they had almost 30% response rate. Um so just really pleased with uh what we saw across the board there. Happy to report that we've got 17 policy standards and report compliance on all 17. Um 15 of those policy standards include quantitative measures, many of them from the uh the survey, the Panorama survey. Uh all 15 measures saw gains and I think what's really uh important to call out is we saw six measures grow by 5% or more. Um so that's significant growth. That's definitely something um that we pay attention to when we see that type of growth u in a year's time. So, some of those areas of strength, uh this really
062the top one there, that first bullet is really the one that stands out the most. Um, we saw the strongest school climate since the survey was first administered in 2017 2018. Uh, up 7% from last year. Uh, more families believe their school values the diversity of children's backgrounds, up 6% from last year. 11% increase in families indicating the district creates environments where they can advocate for their students. And more respondents believe the district creates environments where families can interact with school and district leaders to provide vision and direction for schools in the district. And that is up 9% from last year. wanted to close before I take any questions just looking a little bit forward. Um, we've talked with the board previously about uh a common need that we need to find a district-wide solution
063to improve two-way communication for classroom and teachers to uh classroom teachers to connect with families. that translates a teacher's message into a family's pref preferred language and vice versa and gives families really one place for communication no matter what class, grade level or school their child attends. So they can go to a specific place whether they have an elementary kiddo, middle school or high school. Uh and then they can also see in addition to classroom announcements and messages from teachers, they can also in that same place get uh timely schoolwide uh updates. And so we just um wrapped up this year a uh RFP process where we were looking at a number of different platforms that uh focus on two-way engagement and uh because right now we've had schools different schools using multiple platforms um
064and that just creates challenges for our families in terms of you could have one classroom using one platform and another classroom using another. Um, some of those apps uh don't comply with new accessibility standards. Um, and on many occasions we rather than seeing two-way messaging, we just have the one-way announcements and not an opportunity to really engage back and forth between uh our classroom teachers and families. So, we have uh landed on the solution. It's called Brooms by Aptigy. And um we just finished up actually last Friday, the last day for our teachers. We had more than a thousand educators who took part in training for rooms. And this is going to be our single districtwide solution uh for two-way communication between classroom teachers and our families. So it'll be consistent across all classrooms and
065levels. So if I'm a parent with kids at multiple schools, multiple grade levels, I will just either log into the app or log in online. There's a web-based access as well for people who prefer that. and I'll be able to see all of my children's classrooms and teachers and they'll be that will house all the messaging from those classroom teachers to uh to the families. So, this is something we're really excited with. It's fully integrated um with Infinite Campus. So, all of that data, the rostering is preloaded. Teachers don't have to download a roster or anything like that. Parents just have to sign up and then all of their uh students information, the messaging will automatically appear. Um so that will start when uh we come back in August. The other thing I should say
066is it's supported. There's more than a 100 languages that are supported. Um, and so based on whatever language you choose in your phone, that's how those messages are going to appear to you when you receive them. Any questions? So, the teacher can type a message into this and if they press say dar Darcy or whatever that Dari it'll just automatically translate it. Yeah. They don't have to they don't even have to do anything on their end. You can just type you type in English, you send it to the parent, and then on the parents end whatever setting they've chosen, it'll appear in that language. And then when they send it back in their preferred language, it'll automatically translate it back in English for the teacher. Okay, that's pretty cool. So, my comment is just no
067questions, always comments. Um, sometimes I have questions, but I just wanted to say how excited I am about this two-way communication system. Um, because I always tell people it's not that parents don't want to be involved, it's that they don't know how or they just they can't. And so, this is a district-wide initiative. Everybody's going to be using the same tool. It's a available both on phones and on computers. And a lot of people from um lower income backgrounds do not have computers. They utilize their phones for just about everything. And you know, I'm excited to see what impact this has on a couple of different areas we mentioned in the Panorama survey, which is uh barriers to engagement and um staff family relationships. it will also we also know that there's a direct correlation
068between a family's ability to be involved with their kids' education and their child's success. So, I was really excited to see that. The other thing I wanted to to do is I'm a nerd. So, I did the five-year comparisons and I just wanted to take a moment to congratulate some of the schools I saw and Dave can shame me later by email if I get this wrong. Um, but I noticed that Hunter Glenn had some really great improvements across the board on most of these survey items, if not all. And it was the same case with, I believe, Northstar and Mountain View Elementary School. And I'm looking at Dave so he can go, don't let me embarrass myself. I'm relying on you. Uh so I just wanted to say uh to that group of PE
069people, this was along the parents survey responses that uh we can see their hard work and we recognize their hard work and trying to help families feel more engaged and a part of their kids um educational experience. So I just wanted to point that out. Anybody else? As a parent, um, four kids across three schools at any given time, I love this a lot. Um, because all of those schools and even depending on the grade always had different communication methods. Um, so that's great. Um, it makes me want to ignore them less because it becomes overwhelming. Second, I agree with Paul. I think the fact that it's a tool that can translate in the ways it needs um will just brings a sense of belonging for sure. Um, you know, I one of the things
070that I really appreciate with um the PEEP program with um my son and um the director will just do that for families. So I'm guessing probably going to Google and translation and all that but does that be so then parents feel that sense of belonging and um part of the school for their children's participation and the amount of time that probably takes for the different languages um is insane I'm sure uh and that's obviously outside of contract hours and um and so when some of those messages are coming across So just for our educators and staff to be able to send a message and it be delivered will cut so much time down that will provide time for other things. planning, um, engagement, instruction time, all those things that will help with that, especially for
071our schools that have many languages and trying to um encompass all of it. So, that's really exciting to hear. I have kind of a trick question for you. Um, some of our resources and stuff that we implement in Adams 12, our charter partners buy a separate license to implement. Is this something where we can extend our licensing to cover them and you know figure out what that cost would be but that we could offer to them? I just think as a parent who has almost three kids at one school and I do not have one consistent communication pathway between grades or teachers or anything. Um, and we think about New America School who has, you know, a different demographic who would definitely utilize some like the language features. Is that an option? It's uh not
072a trick question on your part. Uh, excellent question. Actually, a lot of our charters use our one ma oneway communication tool, which is school messenger. And um we're actually going to be the second part of this transition is to uh by the same company aptagy to use their version of one-way communication. It's called alerts. So yes, as part of uh the suite of services that are offered to charters, this is something that if they have an interest in, they could um be part of the district um the district contract so to speak with ATG. And have we shared this resource with them yet or are we kind of in that space of like if they want it they can come ask? No, we will be as we get closer to full implementation, especially with the
073alerts component as well, that'll be a possibility for them. Perfect. Thank you. You're welcome. Anybody else? Okay. Director Assad Lucas. I Director Batistelli. Hi. Director Goldstein. Hi. Director Marsh Holen. Hi, Director Potter. Hi. Thank you, Joe. Okay. Number three, internal monitoring report, operating limitations policy 2.1, treatment of students, their families, and community members. I will entertain a motion to acknowledge that the board has received a monitoring report as of June 4th, 2025 for the period of 2024 2025 school year and finds the superintendent's interpretations are reasonable, supported by data that is relevant, justified, and complete. So move second. All right. Mr. Bana, superintendent Gowski, board members, good evening. Um, there is some overlap between I'm sure as you were going through and seeing that there's a lot of data and what Joe was talking about
074in terms of the family survey data from Panorama. There's also quite a bit of that in this report. Um, just wanted to point out a few uh areas of particular interest in this report. Um Joe covered the idea of the increase in parent responses which was about 31% over last year which was great. Um he also covered on page four the the new appety or rooms app that communication strategy that we're going to be incorporating and wanted to make sure I highlighted it but he really covered that far better than I could. Um on page five relative to policy 2.1.2 this is around discipline. uh do want to highlight at the bottom of page five the multi multidisciplinary expulsion review team being a new process whereby we look at those things more closely and as
075a result we've seen uh a reduction in expulsions which I think is a very promising practice as we get to page six this is the one the loan component of the progress or the monitoring report where I'm going to not report full compliance I'm reporting partial compliance here um the pan Panorama data was an improvement, but there were groups that were disproportionately disciplined based on our definition with the data shown in the appendix. What I can tell you is there are two groups that consistent from this year and last year have appeared both for out of school suspensions and expulsions. Two groups that were consistent across years, which are Hispanic students and multilingual learners. This year we saw students with 504s be see disproportionate out of school suspension and in terms of expulsions we s
076saw that for black students but we didn't see that in previous years. The two consistent groups were Hispanic and multilingual learners is where we were seeing that. Um so I am reporting partial compliance there given that that's less than 50 or that's less than half the groups that we're seeing. But still we would like to not see any disproportionality in terms of our data compared to the state. If you look to page seven um at the last bullet on p on the bottom of the table five um there was a new assessment push this year for middle school ELA. We developed common assessments for the ELA for the units of study. Um, and with the uh implementation of the new ELA curriculum next year at the middle school level, my perspective is they have an
077embedded suite of assessments that we're working with the literacy team now to make a determination with educators, administrators, and um, learning services folks about what would be the correct assessment approach. I think the middle school educators found the unit assessments we created to be beneficial, but now that we're going with a different curriculum and they have embedded assessments, we're going to shift that for next year. But just that was the part that was new in terms of how we're monitoring success. If you look at eight uh number four um at the bottom of page eight or middle of page eight um all district schools are engaged in uh this common grading practices. Uh we've transitioned from the um standardsbased grading to now letter grading. Um, in speaking with Scott Simon, who's our executive director of
078middle schools, he indicated he has heard no complaints from parents about the switch to letter grades and overall the the response from educators has been positive as well. Um, so I can report success related to that move we made. Um on page 10, you'll see the information that I worked closely with our um deputy council to gather information about complaints that have been filed with the against the district. We had six um state or federal complaints filed this year, which was the same number as we had last year. So that's relatively the same. Um, as Kathy provided, quite a bit of information about each complaint and the fact that either that complaint has been resolved or we have supplied all the information we need to to get to a resolution relative to those complaints. Um,
079one thing I'd also like to point out, another aspect of this is looking at uh, district policy 1550 complaints. Positive news there. Uh, we're in the process again of all of those being resolved, have been or are in the process of being resolved. And last year we had 25550 complaints. This year we have 135 1550 complaints. So about half as many as we had the previous year, which is obviously a positive step. Those were the last the highlights that I wanted to point out from the report for you. Uh but I'd be happy to entertain any questions or comments you'd like to share with me. No. Well, I mean maybe a question. Give me a second. I'll make a comment first because like I said, I like to celebrate the good things that we see
080coming out of the schools and there were a couple of among the student surveys for the for Panorama. There were some schools that had excellent gains particularly around bullying which I I love to see. Um and I believe those schools were and I'm trying to find my page because I'm disorganized right now. Uh I think it was one was Holstrm. I think Stookie saw some good gains and then the other was um mountain view I believe. Does that sound familiar? Haven't memorized all of them. What we generally saw with a student, especially in grades three through five was significant progress compared to last year generally, but unfortunately I can't speak to the schools right now and really significant progress if you look at it along that five-year model. The other thing I want to say
081is I I really appreciate seeing the increase in participant responses. Um so whoever was organizing that I think they deserve to pat themselves on the back because the higher we can get that the better. Um with regards to the uh partial compliance you mentioned a new sort of suspension expulsion group. Do you think that will help? They'll review student the students context and decide on a disciplinary way to proceed. Uh is that one of our solutions for addressing that discrepancy or do we um have any ideas we're kicking around? That's that's the push. that group really was looking at expulsions. Um because if we were to look at suspensions, the the number of suspensions that we have is significant and being able to review every single suspension would not really be feasible given pulling that
082group together. Um one thing I would say about the disproportionality data, we we're always trying to engage in processes to ensure that we're as consistent as possible with discipline regardless of demographic characteristics of a student. Uh, so that's always important to to consider. And so that's constantly something that Lori Bailey and her team working in partnership with deans and assistant principles, administrators across the system are are endeavoring to to improve. Um so I can share that one thing we've seen as we look at the data at the school level what we see is um when you aggregate data at the district level you're just taking everything and saying here's the district here are our characteristics that's assuming that disc discipline is relatively consistent across schools which is not the case in terms of what we're
083seeing we tend to see greater numbers of disciplinary ary cases um at the secondary level, very few at the elementary and tech and technically far more generally in mid to southern end schools where the percentage of students in minorities, free reduced lunch, things of that nature tend to be higher. So what happens is sometimes because more of the discipline is happening at schools where for example the student population is highly there are a large number of Hispanic students or a large number of free reduced lunch students. when you look at the school level, you may not see disproportionality, but when that data gets aggregated up to the district, you see some disproportionality. So, we really dug into that data this year to try and learn to see if we can see trends across schools as
084well. So, those are some steps we've taken. Um, I can gather more information from Lori Bailey about additional steps that they're taking and I know Marie McKenzie, the executive director of equity, is also engaged in that work. So, I'll just give a hypothetical that it illustrates what Dave's uh saying maybe with a a couple of example of schools and some hypothetical numbers. So, at Rocky Top, if you suspend a 100 kids and the student population is 80% white and 20% Hispanic, you could out of that 100 suspensions have 80 that are for white students and 20 for Hispanic students and have absolute proportionality. But when you put that into the aggregate and you look at it across middle school, if you're also factoring in a Thornton middle school and they may have 500 suspensions and
08590% of their students may be Hispanic and 10% might be white, you could have 450 of those suspensions be for Hispanic kids, 10% for white kids have direct proportionality there. But when you aggregate those two things together, it can suggest there's disproportionate discipline toward Hispanics. when you're aggregating that uh at the district view. So that's why looking at not just the district data has been an important thing that we focus on because building based decisions are really important to make sure that we are responding in the same way to similar conduct across all the students in the school. Yeah. And my my purpose in asking that question is just to sort of know that there is a plan and we're moving towards it. Anybody else? Okay. Call a vote. Director Assad Lucas. Hi. Director Batistelli.
086I. Director Goldstein. I. Director Marsh Hen. I. Director Potter. I. Thank you, Dave. Okay. Consent agenda. I will entertain a motion to approve agenda items E2, E3, and E4 as presented. So moved. Second. Any discussion? Director Assad Lucas I. Director Bastelli I. Director Goldstein. Hi. Director Marsh Holen. I. Director Potter. I. Well, there is nothing on here about future meetings. Um, our next meeting is August 20th. Um, we were able to get everything done tonight, so we do not need to have a meeting on the third Wednesday in June. So, with that being said, I just hope everybody takes a little time this summer to enjoy summer and enjoy your children at home. We've all got them. And keep Paula in your thoughts. If you need a babysitter, I know one. Okay, I guess