001we'll just do some quick introductions as well um Molly and Dustin I know Dustin you met everyone before but Molly Elise could you do a quick introduction and then we'll just also know for the record well he's just doing a great job of keeping uh helping us know what we don't know and when we all don't know something together we just dig in and find out a a process to get things done but she's doing a great job running running our uh running our our team up here and uh and I think you've all met Dustin right uh he's here's the last board meeting to Dustin yeah Dustin and thank you this will be my uh but that was my one mistake oh this will be my third board meeting oh okay oh yeah yeah
002no this but no this is my third too because I came to the one where I actually got hired so uh yeah that doesn't matter that's right we were at the same way okay um so yeah so thank you to board members for being here um Dan is attending virtually of course in um Will's unable to attend but at our last work session which included training with osba we talked about how to have some more kind of back and forth conversations and and dialogue um certainly around topics that are relevant to the school district of course but ones that just require more conversation than the sort of formalities I guess of a business meeting would um would allow so we will meet um right now the plan is before every board meeting meet at four
003o'clock um talked a little bit about location and we'll see kind of how this goes tonight being down here uh the benefits are we're kind of already set up for Tech um it's easy access from the front door all of those things the challenge is sort of the desks are it is a little awkward talking um we're making some sort of office changes we move student services to upstairs so that they can be with the rest of the Departments and sort of have a presence and families won't need to kind of go downstairs to kind of the colder area when we have meetings and what that does is that opens up a room down here that we're going to try to turn into an additional conference room so okay though the flip side of that
004is now the board uh work sessions would could be down in the balance but I think that's okay for us so right now um as as you remember of course there's some kind of temporary walls down there they kind of get in the way of a big table but we'll we'll we should be able to to fix that so it's just a quick agenda review for tonight we have kind of three topics on our work session um again this is you won't see this in your packet other than the agenda I'll have any materials um to kind of hand out to you as we go along a couple procedural reminders one it's it's meant to be conversational so there's much less formality um you don't need to make a motion to discuss things that's we're
005here to discuss um the public would be welcome to attend but we don't take public comment during um during work sessions so the three for today is um I really wanted to do a bit a bit of a deep dive with you on how I plan on taking us to not start over on a mission and vision but um reevaluate where we're at on a Mission Vision make sure what we have really resonates throughout our entire community um and go a step further from that and talk about how we can develop the culture and strategy that actually has plans and actions for us to realize that mission and vision and what um what we'll use to sort of know if we're doing it so call it accountability call it um just transparent results reporting back
006to our community so I really do want to do a kind of a deep dive into that with with you all about what that process will be I put that in front of the superintendent evaluation process which I'm we will certainly talk about in work session but I think doing the mission and vision stuff before we talk through goals I think will just help you maybe see a little clearer or help give you a little bit of context around why I wrote the goals the way I did and then to kind of finalize or finish up our meeting again we should really make sure we're done with this work session today by about 5 30 just so we can make sure we have the room set up again since it's our first time but um
007uh Molly's going to help us starting in October um get our toes wet in this and then by November move over to a digital school board management system called board book um I'll just give you a little bit of a teaser with that today if we have time if that ends up falling off the agenda uh no big deal so y'all okay with that all right I am going to try to project but I also encased the screen doesn't work for you I made at least three of you copies of a pretty robust presentation and Dan I'm going to share my screen but I can um get you a copy of this if that's easier so that's good it's perfect I couldn't see it okay let me hit this a from start so um I'm
008gonna purposely I hope this comes comes across okay I'm gonna purposely talk pretty slow because I think this is really dense and there's a lot in here um it's really exciting to me um to be able to to go through this process um but I want to make sure that I don't gloss over something that since I've been thinking about this for months now I want to make sure you all have the information you need to to pick my brain about it feedback and really help me think through it so um I I was really intentional with the words on this first slide uh Journey to Excellence in education um that that idea of excellence in education really does mean a lot to me um I I do believe foundationally that we owe our students
009to be the absolute best school district in the state the world you know the region the world everything and so that that word excellence means a lot to me um the kind of subtitle where I put living and realizing our mission I know we did some work some significant work and some good work a few years ago around creating mission statements vision statements um and um values um core beliefs I think the next step in that is making sure they actually live in our staff live with our students um live and live and resonate with our community and I think we can do that through culture and we can do that through strategy and when I say strategy what I mean is by the by literally the stuff we do the actions that we make
010making sure they are aligned so that's what I'm going to talk to you about today in this this process um it can take as long or as short as we like and again feel free to to Dive Right In at any time to be maybe I don't know if transparency right word um to point out some clarity I'm not attempting to do this by myself um there's a group called studer education that's been um invested in this work throughout the country and locally in Oregon um and I am planning on partnering with them to help make sure our leadership team does everything I'm about to talk about so that's why you'll see reference to that studer education at the bottom of most of these slides so just some kind of core beliefs on why I
011have landed on studer as being I called him a consultant a partner is first and foremost the everything we do lands on a belief that our most valuable resource are the people that we work with and that that um that means more than than virtually anything we can do that the people we work with and people are our staff people are our students people are our community um that they need to feel that what they are receiving is valuable so we we our education is a service industry we do serve our students and our families um probably for me the most important reasons I am planning on going with studer is actually those those last two because I think a lot of people make that talk of the first two but what studio really helps
012us do is take those beliefs and actually turn them into strategy that we can actually do and ways to demonstrate what our results are I might interchange today and call this a strategic plan but this really is organizational structure organizational development and a strategic plan will be a part of that but it'll it'll probably go it will go much deeper than probably most strategic plans that you may be familiar with foreign yes sir when you're talking about strategic plans at a high level and then we go down into the minutia if you will uh classrooms and core offerings that we're doing how we are spending our money as an asterisk and what that goes to you bet so there's a slide that'll probably be better than this one at talking about that later but essentially
013what we're our goal in all of this is to be so clear with what we believe in so clear with what our strategy is that then we can evaluate essentially every single action of our organization to make sure it aligns back to those beliefs and those those key strategies so I'm Sorry my phone's going nuts um oh never mind is this my eighth grader um picture day tomorrow it's a big big day in the in the world of 8th graders so from an organizational approach um we do believe that leadership matters um we know from some other studies in education that leadership can be one of the top three influences on student achievement and we know that leadership can really just Define an organization so a big approach in going with the team like studio
014is they can one helped me grow and develop as a leader and help me make sure that I can help grow and develop others as leaders a key piece in this that I'd like you to think about is there's not one title that guarantees you're a leader and there's not one title that excludes you from being a leader so when I say leadership that has nothing to do with hierarchy but it does have to do with the opportunity to influence and it's my goal to have a very wide swath of individuals who have opportunity to influence um we very very specifically put culture on top and we believe that we need to establish that culture of Excellence if we were going to develop a strategy that's going to lead to those that organizational excellence so
015the reason that this slide is the way it is is you will see in in the coming the remainder of this presentation if you will input on how we plan on cultivating leadership inputs on how we plan on developing a culture of Excellence inputs on how we plan on developing strategy to make sure that we have organizational excellence and even a step further that this slide doesn't capture is how we know if we have organizational excellence so this would be like the analogy of the 30 000 foot level this would be the 30 000 foot level to the approach and now I'm going to walk you through a little bit more details trying not to to lose lose anyone in the weeds too much but a few more of the details um I think as
016you can kind of see at the top that uh that famous quote that says culture eats uh each strategy for breakfast and I think what what the author meant by that is that if you don't have a culture that believes in what you're doing uh believes in the reasoning behind why you're doing what you're doing and doesn't believe that the pathway you're taking will get you there then then the best strategy in the world isn't going to take you where you need to go but I found this other quote and I I apologize I didn't write down who wrote it um but it it made me think a little bit it also says yeah but leadership is the one that makes sure there's food on the table so so if culture eats strategy for breakfast
017well leadership has to be there to put the conditions into place for that culture to thrive um this aligns with one of the pieces that we talked about I know I I no pressure If you don't remember from my interview but I talked a little bit about the work of Ron Heifetz where he talks about um balcony level leadership and dance floor leadership any Ron Heifetz at least who who works out of um out of Harvard suggests that leaders should most of the time we should be up on the balcony making sure our entire system's working together and there's those times where it's all right you're you are now dropping everything and you are going to be in the weeds of a of a challenge or an opportunity with the organization because leadership requires both
018because we need to make sure that our system's working I see a lot of similarities when I work with studer on that same concept of making sure that leadership is cultivating culture I'm not sure if I can do that but it's cultivating the the people here to develop that culture that we'll do first to then build into strategy so a couple things that we think are true is that right now in the world that we live in workplace stress is reportedly very high like this isn't just me sort of walking through the Halls thinking this right you can you can measure it with with various tools then people have um it's certainly been reported here um and in Pro I would argue every school district in in the country probably um and we were talking
019about this with a few different people but I can't remember who I was talking to about this first that one thing that I don't think I did a good job in my leadership the past two years when I was really deep into covid was you know we tried to get so far out in front of coven which which we were barely able to do because things were changing so fast so in covet terms if you're like a week ahead of schedule that was probably really good that words like number of people sick per hundred thousand or words like number of deaths or number of hospitalizations just rolled off our tongue pretty easily and what I don't know if we gave enough credit to was the literal trauma that probably caused with our students and our
020staff just constantly hearing these these risks and dangers even though we were saying them in a sense of mitigation and safety just that constant overarching stress um top that off with what can only be described as a nationwide and local political climate that's divided and that's impacting school boards impacting schools but we know that if that's true and I believe it is true and I think it's I don't think many people would argue that workplace stress has increased we know that there's some fundamental pieces of leadership that if we put in place can can help to mitigate that stress and just simply put connect on a human level listen And when I say listen I say listen in two ways listen to people to know their story listen to people to know them as humans
021and listen to the people to know them as the experts that they are so it's not just it's and it really is and it's listening so we know our people as humans because human connection drives our business and we have a highly trained High expertise staff listen to them to drive the direction of our organization and and even if something's hard find the supports that our people need to make that happen so a couple of pieces that that we feel help with with this when we talk about what leaders can do to help begin to Institute that culture and here's just a couple but I think these are pretty pretty worthwhile the first one's called leader rounding and these are already occurring on our leadership team but pushing them out through the entire district is
022these are just regular one-on-one conversations with people right now what they are is there's four questions the first question is how are you doing the second question is what feedback do you have for me meaning what they have for me the third question is what feedback I have for them and then the fourth question is what feedback do we have for the system so what have we noticed about the way that we're operating that we need to address and you know kind of move on I'm excited for our 30 and 90 day conversations these are intended to be only for new employees I'm not sure we won't just expand these to anyone but after your first 30 days in a new system or in in this case in the bank School District we want to
023give our new employees an opportunity to reflect on things that have been a smooth transition for them and let us know where like we cause them stress um hopefully they will know is inadvertent stress but where um you know where we've caused some stress an example Molly and I sure could have used to know where the flash alert password was um though we got it Molly found it like literally it was the last email I received before the power went out was to log into flash alert um luckily we didn't even need to use it but if we would have um we would have had it and it's similarly around 90 days right get into what's approximately half of a school year well 90 school days is half of a school year but you know
024get about three months in you know still has it going uh we had to remember to reward and recognize our staff we have to remember to to help them to see how awesome of a job they're doing and you know sometimes we fight and say that effective communication shouldn't be so impactful but it turns out it just really really is impactful to people if people don't feel like they understand what's going on and they feel like it's because of a lack of communication it can really impact that culture and who knows if it should or shouldn't but it but it does like so it's just time to get over that it just does and um that's the responsibility of our leadership team so um I'm going to take a quick pause what I'm really asking
025you to think about is the general philosophies that I'm talking about not necessarily the weeds of the actions but um just if there's any questions so far and then I'll I'll certainly continue on to talk about how we're going to get some feedback next but I just want to take a quick pause we've been doing this about 14 minutes now a lot of things there's been out foreign um and then um I like we talk about that at one of our meetings with this idea of rounds I think that was really beneficial um and I know there there's you know some people get concerned about well how do we have this collaborative approach and how do we get all the voices heard and what does this really affect our communication happening listen um but I
026think that's super important and I think that's going to relate to the culture here so and then rewards and recognition and yeah our teachers are excellent yeah um our teams are excellent I think the more we point that out kind of appreciate it yeah and I really love it also um the third of the Miami-Dade conversations you know what that that makes them feel a little part of a part of the family yeah to be able to have or have somebody listen to them of what hopefully everything is just perfect there's always room to grow I really think we as humans like to know that we matter yeah yeah I I agree I you know it always takes time and you know probably I we can probably all think back to every job we've had
027it always takes different people different amounts of time to kind of build those relationships and I won't certainly break confidentiality and name any names right now but there's been faster and slower relationship building for me on this team right now and I did one of my I don't call them lead around in meetings but I did one of my one-on-ones with with a person a little bit ago and the amount of that accelerated the growth in our relationship by just having a half an hour where it was like by definition this is a place of feedback so by definition we're allowed to talk to each other about where are those little we can both feel some I don't know tension maybe this tension but some hiccups along the way but like Okay so let's talk
028about it um so really good so Ron I think you're gonna say something I'm sorry no no it's um I'm just listening to all this and I guess when I think about um the 30 days 90 days one I think that's a phenomenal idea and we should be doing that and but it goes to effective communication as every person comes in with experience or of whatever work experience they have if they have some ideas um and who are they coming to and what uh you know you know principals or you or whoever that is it goes to the effect of communication and not only listening to them but not just out and out rejecting them or their ideas right and how do you handle if someone has a great idea because that the last school
029day did this and and that person says yeah that won't work at Banks you know how I think that effective communication becomes absolutely almost I don't want to say salesmanship ish but it is listening understanding empathy I get it I'm trying to apply it here I'm trying to see where there would be how it would mesh I mean all of that effective communication and how you get that to your team I think is tricky I agree I think you know one of the things and again please don't feel bad for not remembering everything from my interview but I talked a lot about the book multipliers and it's just a simple book it's I don't know 200 Pages or whatever but it was like really life-changing for my leadership style and I think one of the
030things and we're reading it as a instructional leadership team here and one of the things it's like don't ever tell someone their ID won't work here yeah like don't say that like like I bet because one I bet they've thought about a way to make it work here and and if we don't see it right away I bet we can figure it out together and sure we will probably eventually get to some ideas that we don't know how to do but um I think our our our you know one of the things that we are trying I'm I'm going to go on a little tangent slight tangent but I think it'll help you understand one of the things I think we are looking to develop here is an instructional framework so that we can have
031conversations around what does good instruction look like I think it's equally important that we actually talk and Define what's our leadership framework like what are our core beliefs around leadership so that we don't tell someone that no you just can't do your idea you know we kind of figure out how to make it works it sucks yeah right right I mean wow yeah that'd be yeah fun fun place to so I I'm really excited about these opportunities um this group again I have I I feel I'm moderately experienced in educational kind of column Consulting groups or whatever and I've been looking into studer for over a year now and one of the things that has led me to them is is that they go full circle including some of these surveys and I am actually
032gonna at least read each one because I think it's important that we see number one they have an employee engagement survey and Will's not here right now but he was asking some questions about how these align to more like nationally Norm surveys what kind of research what kind of um you know methodology did they use to um demonstrate that they're valid and reliable and they send back some stuff for me to look at you know around statistics of course which is important and how they're aligned to the Gallup poll that I think will has probably shared with you a little bit of but they also the what hit home one of the things we learn in qualitative research is that if you make some when you do a survey and you feel you've learned something
033from the survey like oh this is what they meant the best thing you should do is actually ask the people is this what you meant so that's a way you validate surveys and and this group does that so they get a survey they say here's the kind of themes we think came out of it now let's do some follow-up and say hey is this really what you meant so um so with these surveys so do our employees feel engaged does our does it seem that we provide from a central office level to support for everyone across our district and schools to you know do their job and and to do their job again for that educational Excellence um do our parents caregivers do they feel satisfied with the um service that they're receiving and do
034our students demonstrate um engagement in the activities and offerings that we do including at the classroom level and so what you'll end up seeing I want to point these out directly one because I think when we think of that parent and caregiver one expanding to the full community and even if you're not happen to be a parent or a caregiver are you satisfied with the role our district plays in the community I think you'll see this is pretty well-rounded for us to have a set of data that just kind of helps us know how how people are feeling um you'll see these again when we talk about my goals so put a little a little bookmark bookmark in your brain so back to the quotes we were talking about right we said uh culture eats
035strategy for um for breakfast well remember without strategy execution is aimless but without execution strategy is useless so again a theme I'm just going to hammer in into y'all over the next few more minutes is this this process is support for me to know that we are truly going full circle it's important to ensure that we are not only just talking about what we want to do but but actually actually doing it and so um while we will develop our leaders to develop a culture that culture of Excellence we will also develop leaders to ensure that we have a strategy that we execute to to have that organizational excellence and Ron this next slide is the one I was kind of talking about don't get too kind of married too if you will or too
036stuck on exactly what's inside those blue thought bubbles it's a little drafty right now but one thing one thing again I've talked to you all about is is really engaging our community to talk about what does it look like to be a Learner in our schools like if you envision what your children your students whoever are doing when they're here does it look like them sitting in a desk in rows listening to a lecture for seven hours or perhaps does it look different so that's what I mean by portrait of a learner when you think about a portrait of a graduate when our seniors leave us what are they capable and able and have experience doing that blends well with our vision and our core values and beliefs Blends well with what we believe our
037mission is for the district so whatever we use to kind of frame all of that again those bubbles will probably evolve a little bit everything about this process though is we get to strategy is making sure those are aligned into our actions and behaviors so that you align your goals and your strategies and then that kind of circle on the very right is reminding us our goals all need to be aligned but our behaviors need to be aligned and our processes need to be aligned so everything we need to do has to go back to those aspirational Visionary statements that we've worked with our community to develop not to I certainly am not trying to talk bad to some of the about some of the other groups that I've investigated but one group does the
038left side of this phenomenal they do a great job they engage our community um so much of a very a school district very local to us is use them to go through it and I'll share with you that school district is now moving to studer because they haven't been able to actually operationalize some of those big aspirational things so um so again actions matter you know executions matter almost done y'all are doing a great job this is an example of a school district not in our state but this is a little bit about what those aspirational things will look like I am going to suggest we don't use the term pillars only because the Beaverton School District uses pillars and I don't want this to seem like it's just a photocopy on over um but
039we'll think of something um I like trees um but again we will Define what what are so we have our mission we have our vision we have our core beliefs and we Define what are our our pillars are those key inputs that our system is going to use um to Define ourselves so this a lot of these make a lot of sense right we should be defined by the success our students have we should be defined by the engagement our employees have we should be defined by how our families um and Community feel we partner with them and we not I don't know if ours will land here but it's certainly very reasonable for a district to say that they want to constantly be improving be more efficient and be more Innovative so I don't
040we don't know because we need to co-create this with our community with our staff to our students but we will have some number of in this case pillars and then what that results you remember we're kind of talking about strategy now what that results to is this is a generic score card but if you see those four colors at the top they align goals progress monitoring and strategic actions to each of those what they're calling pillars so it ends up being a kind of simplified one-page document where of course behind the scenes there's probably reams of paper that have gone into it but we'll be able to demonstrate to our community and to to everyone what it looks like to have actions what it looks like to Monitor and what it looks like to have
041annual goals around each of those [Music] um pillars or trees or you know whatever we end up talking about them I want to give you a real life example of one though um please don't try to read that I can't read it either um and if you can good good for you um but what it I'll paraphrase a little bit but they they believed in you know being collaborate this is a different School District so this is Estacada one of our local districts Estacada has rapidly become from a a school whose academic indicators were were not what they were happy with to having academic indicators that they were they're much more satisfied with and they're considered by um camera if it's Glassdoor or one of those companies um there's I believe the only School District
042in the state that's actually considered one of the best places to work in Oregon um on those kind of I think it's glass door I can't remember who I remember who said that about them who gave them that recognition but of the 100 best companies to work for an organ there's I I believe there's one school district in at Estacada um and so here's what their District score card looks like this is a 100 public document they have again they Define what their plan and their action is they Define how they're going to measure it they're going to Define what their goal is they're going to Define when they're going to measure it and then they're going to tell you how they did them and you'll see on there they have some green ones that
043means they're doing a good job they have some red ones that means they fell well before well below their goal um and then of course you see the the making progress the one the top that's making progress all the way across I think you know the the the number you know I don't know the difference between 4.18 and 4.36 but the relative trends that those go in and the fact that you're investigating things like those are district Services surveys those are engagement surveys so you're investigating things that clearly mean a lot to the organization through this process we will get at least to this point this school year would be to have everything we need to Define Baseline data on a district-wide scorecard eventually say next year we'll have again I say score card but
044remember what all it comes from the score card is really all those aligned goals and actions we will have school based scorecards and even department-based scorecards again going into all of those actions that are aligned to their um key goals key efforts so this a tiny bit more I don't know probably don't really even need this one just again a process for making sure I think I like the title of this better than anything else a way to define that our key actions for Success are in and are living in our mission um through you know the Strategic plan the district scorecard which is what I showed you the school and Department scorecards of what we'll build and then there's some real neat work in leadership right now um around this idea of Sprint goals
045around having things that are like a month two months in duration that that your team is just Ultra focused on and really becomes much more cyclical in our implementation rather than saying we have a goal that we're going to accomplish like a year or two from now so um let me talk more about that later but um just finally last one I I did want to put you know a little bit of again this is a service this costs money um not asking for any more money from the budget have it in money have it in budgets have it in things that we worked with but it's um it is an investment it's an investment in me leadership development and the organizational um development that will help me to do is an investment in me
046it's an investment in our leadership team and it's an investment in organization um here's a few of the teams in Oregon that they're working with that you can see um on that left hand side there uh SDK has been going within the longest north clack in Redmond are coming on this year um I was on the phone with the I don't think anyone else is listening non-zoom so I don't I don't I don't think I'm gonna steal their secret um Forest Grove School Board is having an almost identical conversation as we speak um Mr Parker and I were on the phone talking about it today um and so I also have been familiar with students through my work with the superintendents associate the national superintendents Association I I know I've just become a superintendent but
047I was a member of that group all last year as well and so um a school district in Wisconsin two school districts in Wisconsin um are how I originally um became in contact and affiliated with them so is Twitter a uh were they located that that's a great question I don't know National company National company a Consultants are they going to be local they have local representation for you so um no I don't I don't believe there's any expectation that the person would be local but the contract includes I mean this can be negotiated but say once a month in person visits with me and the leadership team and then also virtual access as well so they they fly here yeah you know from wherever they're located and the contract will Define how many days
048in you know the use of surveys and um those kind of things I asked that question because to an extent [Music] it's good to have big picture in my mind but also to have a small picture of our community the science yeah so they so what we're getting from them is what we need and not a hey this worked in you know some other location and for your size and right we want something custom absolutely I think I think I need to make sure and when I communicate with my team the work that they will do will be making sure that the process actually delivers exactly what you said so the input we get from our community better turn into something authentic from our community which is still going to take a ton of work
049on our team's part yeah you know it won't be something them oh here to try this yeah you know um a good really good point like I know we've done question errors of Staff in the past and turn out for those haven't you know it's you have a certain percentage of yep for turnout right um but it goes to how do you engage your staff how do you value yeah if you really want 100 turn out because we really do want to hear what you know it goes back to communicating yeah I think there's some tools we can do one I know our teachers if engaged with the right topic are very willing to give us their feedback um as simple as we ask them what they wanted us so we re-looked at our house
050bill 40 30 money last week which is the money that we were given to help educator Recruitment and retainment and we had a chunk of that set aside for staff bonuses unfortunately it just doesn't result in a ton of money right I mean it's a lot of money but then if you divide it out by everybody it's just not much um so we just put out another we worked with our labor associations and put out another survey to them which is some different options and to give you the answer to what happened what will what it looks like we'll be able to do is give people choice there'll be kind of three buckets and they can just choose whichever bucket they want but um I say that because we had over 75 percent staff of
051that survey right and then you know another strategy that we can use sometimes is um if if needed if people are like yes I really want to do this but I am just I can't find the time one of the best gifts about this district is we have late start every Wednesday yeah we can say hey for late start today we're doing this survey yep you know what I mean it's very valuable to us as an organization so let's let's do it you know so I think we have a YouTube yes right right we're paying you to do the survey um and so um so the board will all I didn't talk much about the board in this um there will will be some involvement with the board we will have the the person who
052does get assigned to me and I I think I even have some choice in that they will be with me unless we were to make it unless I want to make a change they would be with me for the duration of the project so you get someone for the one year two year three year um partnership relationship Estacada was just like where I'm at they started with a two-year they thought it'd take two years they added on another year now they just have it embedded they are gonna never go away from this because just continual planning the district that I talked about in Wisconsin found this group to be incredibly valuable they did a um superintendent um a new superintendent came on board with them as well and they um utilized studor to do the
053transition so that this wouldn't go away right um which it shouldn't by Design if we design it correctly it should really be impossible for someone new to come in but it could and I mean not that this is something I want to talk about now it's a long ways off but but in the event that I you know win the lottery or whatever um it can also be helpful in having it really Define um be really clear to a candidate coming in you know what the districts are we have this program we're following this program yes so the district has adopted it yep you're you're going to adopt it yeah like if this doesn't if this doesn't excite you and this doesn't align with your values then it's probably not a good fit you know
054I think that I think that is quite a bit to do with it um so again um good news is not asking me for more money not asking you to uh you don't even need to vote you don't have to there's no action on this um I am asking for your engagement though that that's really what it is um this is something that I do believe our district will benefit from um and we'll be like I said we'll be doing the process no matter what um and I am as you'll see in the rest of my presentations tonight I am planning on going forward with it with this group so um but we can it right now I have 450 um I don't think my goals will take this long to go through but they'll
055I do want to have some conversation around goal so I am kind of ready to to transition but is there anything else about this that you want to talk about before you transition to goals I just wanted to ask about them building resilience and organization is that a book and then the improving science that and then Utopia um sure so what do you know yeah so Improvement science that is a book of course Improvement Sciences there's lots of people I'm sure have written on it um but that's a book that they use as some of the kind of introductory stuff with um with the leadership teams the building resilience comes from our trade magazine it's called School administrator it's the aasa magazine that comes out and it was an article that Ryan who the superintendent
056Ryan Carpenter the superintendent of Estacada wrote about can essentially continuing on with their key efforts through coven and so we talked about how being able to kind of lean back on their values he feels is something to help them get through covet in a way that maybe had some success that others weren't able to see so it's just an article that's why they put that up there I can get you all a copy of it and I wish my eyes were better to see exactly the title at edutopia but yeah it's a you know kind of an education Vlog right um strategy to encourage student reflection and Improvement can you see can you see who wrote it okay yeah I mean me neither me neither um but yeah so North Alchemist um the superintendent there
057is named Shea James um they had a long time superintendent they're they're thought of to be a high performing high-functioning school district and and they're kind of one they were real big into CTE right the uh the uh schellenberger whatever campus they built so now they're kind of looking what's their sort of next step now um so they'll be a good partner with us and I'm sure we'll work with Forest Grove on on some of these things as well so um I think I'm just going to do a little bit of an awkward transition into goals is that okay all right okay Molly is keeping up okay on the typing forgot to share how fast I can talk Danny doing okay doing great okay I really support that I think it's wonderful okay great yeah
058thanks Dan I really appreciate it um thanks for listening and Dan and I did have a chance to chat about a little of this uh earlier so um so when we talk about the superintendent evaluation process and timeline um just a couple of appreciations um and maybe update I guess I I really really appreciate the board taking the time to read the feedback that will gave um I appreciate will authoring the feedback um he and I were able to spend about an hour not only chatting through what what we just talked about with this group and also um kind of talking about goals and um just appreciate the board being so engaged and and going through a process of making sure that you know the goals that we're developing are really meaningful to me meaningful
059for the work that I'm doing meaningful for the growth so I just really appreciate you all for for doing that for being such an Engaged and you know helpful board what I'd like to talk about is a timeline the criteria that we'll use for the evaluation and and I have a slight question on where you'll see where you see that that says updated workbook and then I want to show you my updated goals then I just want to talk a little bit about what this should look like tonight because we do say um it's I think it's best practice to um demonstrate my goals in in the public business meeting and have you approve an adoption in that um and if we were going to make any changes though from our conversation today we may
060need address the agenda or type real fast um but I think we can do it when you see in a timeline I think it would be wise of us to get to something we can all agree on um today so that we can get this process going so um I am going to share a timeline with you and I do believe that I have printouts for this as well gosh hold on Dan I'll make this bigger for you oh boy oh no I really need anything bigger that's not much bigger is it um okay okay all right Dan can you see that okay yep okay perfect I need to move this screen out of the way so I can read them so right now is September of course and I'm hoping today during this work
061session we can just get through goals criteria and the the process timeline um which is is what we're doing right now so that you can approve all of those during the regular business meeting I will take the time to do a presentation to any community members that show up but it'll certainly be short you know a quick summary of what we talked about but I do think that that level of transparency does mean a lot to me so then should we do that through October and November um with the extent even of being a little bit annoying with it um pretty much everything I'll deliver to you I will try to reference either what criteria to align to or which of my goals it's aligned to that really is just to help you build out
062you know maybe evidence of where I've been more or less successful and it may you may we may end up seeing by December that I haven't given you any evidence of one of the gold one of the goals or one of the Criterion so that'll that'll help you to um you know give me feedback and it also it'll just help us ensure that those goals are um driving my work so October November um what what I would expect from you or what I would ask you to do is informal type feedback in October November so I I don't I don't have a good example ready for you I'm sorry but as you're seeing something it can be you know what they call it glows and grows you know this looks really well aligned to this
063you know criteria I haven't yet seen much work going on in this other criteria or whatever but um all feedback's good feedback so um just but that's just informal we're going to be a little bit of a quick timeline here just because of where we're at and that's fine and I think my I think my goals reflect an appropriate timeline for this year and I'll show you those just in a second but so in December I will give you a more formal but interim update so this will be kind of like a self-assessment and at that point um Ron I would hope that you would be able to through to mechanisms we can either talk about how or through your own mechanisms um talk to the board and then at that point though you would
064you would give me a um like a midterm report um like uh could be a dialogue conversation it doesn't have to be just you um I put chair for a little bit of formality we could do it in work session we could do it in an executive session um January and February we keep keep going similar to October and November the the difference is and some of these are pretty important um I do have and I we can talk about this if it if you feel strongly in a different direction but where I have board solicits feedback from stakeholders via targeted surveys and remember that was that conversation we had about the difference between targeted surveys where maybe we come up a list of say 20 people versus a 360 where we essentially send it
065out to everybody um osba and Cosa so the representation of the board and the representation of superintendents don't recommend a 360 during the first actually two years of a superintendent in their District really because as far away as February seems it's going to be here before we know it and there may be people that hopefully have all heard of me but there may be people who just really aren't terribly informed about my work so the idea would be that this year at least for this year we use targeted surveys um something that I can help with or you can take on your own however however you choose to do it um but for each criteria and the goals you you do need to come up with a single rating so we can talk about kind
066of best practices and assessment on where an averaging may or may not be the the most um accurate um but you'll have to come up with a process and in the the um manual does talk about that a little bit um or at least some of the guidance from osba but you have to come up with a single rating for each of the criteria and then feedback and or rating for each of my goals and there'll be three goals and this is basically what must be able was talking about they provide that and this is what we've used yep the only the only difference that I have here and I don't know actually how to move forward on it is I have this um I made a copy for each of you um hang on
067to this we won't really use this tonight but um and there's free copies if you lose yours don't worry this is the new workbook you've used the one in the past this one is a bit improved it does have a decent amount of description on what it kind of means maybe not enough but it at least talks about what it means to be a fuller what it means to be a three it does give a decent number of descriptors the only challenge I have with this is that you all had said I think you had thought there maybe was a question in the old one that you liked that didn't make it to this one but I don't know what that question is so um what what we may do is just use that question
068in our informal dialogue and have this be the formal one that we put into AR because it's the most recent if that works that might be the easiest solution to all of this so that we make sure the same thing happens that the conversation so then during March you'll kind of go and they have an electronic copy of this book and you'll go through the process of the formal evaluation so you what usually happens and we can talk about this if you want to think about it differently but what I would be more than comfortable with is having a discussion similar to what we're having hopefully kind of a long talk in March and that would be an executive session so you feel you could give any feedback however you would want to deliver it
069without the worry of community members in interpreting things or community members not having all the context that you have um 100 within public meeting laws totally allowed um then though you would have some summary of the evaluation in the regular business meeting it can be as little as for the record we met in the executive session and delivered an evaluation superintendent that could be it or it could be Brian received you know twos on this criteria three's done this one fours on this one and it was discussed in executive session so we can talk about that looks like later but again I would prefer something descriptive in the regular public meeting but here's probably the most exciting part of all of this in April is when we'll start talking about superintendent goals for next school
070year even though it's September right now we're talking about them um in April I'll deliver goals to you to start this draft process and and the the kind of concept of the timeline won't change but those dates then will change we'll go through a couple cycles of inquiry on me giving you um evidence you got you giving me feedback as having the discussion hopefully we'll be able to cycle through that a few more times so with that let me so I I've got a go ahead Dan I've got you know something that maybe we could use as a discussion point in the past we've all kind of just filled it out independently and then they were all just collected and I don't I'd never really found that very useful I'm wondering if if we couldn't
071have an executive session an additional executive session in February let's say and really kind of discuss those scores you know obviously everybody's gonna have to do their homework before coming to that meeting but I think you know having an open discussion about your goals the school district's goals and things like that and coming up with the scores that way instead of really kind of doing it you know in solitude in a box yeah I feel like it would be better if we did this together especially this first year Dan I'm going to kind of repeat that a little bit uh unfortunately we're using my computer so your voice is a little bit muffled so let me repeat that um I'll paraphrase a little and and correct me if I didn't catch the the uh the
072message you're getting across but but um what Dan's suggesting is um having an executive session you know February or whatever where y'all talk and maybe try to get to some consensus on a rating through discussion or at least discuss the ratings openly and having some back and forth around them um and then then coming up with what it would be rather than just everyone puts in their number and I assume probably in the past you averaged them yeah um get ready to go through this problem I'm not sure um well so we filled this out right and then we realized well Jeff we didn't complete it because Jeff had already given his resignation um but by law we have to do this by that March okay what if Dan's talking about is in the past
073we have filled this out individually and put in comments those then are given to the chair doing the math on it and is easy but then the chair is left to summarize a report to the superintendent and that has been the tricky part because in essence the chair has to take you know five individuals request yourself right and summarize the pros and the cons of the arguments or or comments that are being made to give a fair report to the superintendent and it is hard from a communication standpoint to take what is written and then rewrite it right to summarize it with Dan's talking about it and is hey everyone in a room let's let's come in with it complete but let's talk about it and then then we can just take the bullets the
074meaning of what everyone has talked about and then the person doesn't have to summarize it uh did that process has actually taken lots of time lots of stress of various board members to make sure that it is comprehensive of everyone on the board and to give it to the superintendent yeah yeah exactly exactly and that's not you know how fast do they take the record right no yeah no police support that yeah thanks for the suggestion Dan I hope you can hear everyone in here but really sounds like really well received by by board members and and I appreciate you all willing to take the time to come to another meeting and have discussion and and you know talk about you know my evaluation I think where it's written on a timeline now it doesn't
075specifically say that in February but it does talk about you know soliciting feedback I I I'm getting a little bit ahead of myself but I don't think we need to do a formal update or anything for tonight to add that um Ron if you want to feel yeah okay okay I'm good with that and we have Molly we have nodes so I think we're totally covered all right so now I want to talk about the goals so the oh let me let me talk I'm gonna talk criteria first then goals so the criteria are from the new workbook so these are I I'll say I use these words interchangeably you can say criteria you can say standards these are the ones that by Statute by I have to be evaluated against these I guess we
076could since I'm superintendent we could adopt slightly different ones but these are kind of like all the things that you would expect generally a superintendent to be doing so Visionary District leadership ethics and professional Norms three inclusive District culture four culturally responsive instructional leadership and Improvement five is communication and community relations six is effective organizational management seven is effective financial management and a is policy governance and advocacy and I think you have two layers of support when thinking about evaluating me for these one is I will again starting now with our communication going forward I will kind of cite these as I send you artifacts again it's meant to be helpful to you so you'll be like oh okay this is what Brian thinks he's doing around ethics or this is what Brian thinks he's
077doing around Visionary District leadership and Brian and team of course and this handbook the superintendent evaluation workbook does give you a little bit of descriptors around what it should look like and some examples of artifacts that um could be delivered so now on to the last ones and if we if you have conversation happy to have them but I really do want to read the goals that I ended up oops ended up landing on there we go and in in all transparency will and I didn't do a ton of like word smithing on these we had a very a great conversation um and I I do believe this this does align with certainly our conversation and the the feedback he gave you won't see a ton of difference in the um concept behind the goals
078and probably what you were thinking I was thinking of establishing but I think as you read these you might you might find them a little more a little easier to understand how they can function as goals I did thank you it's in my hand here you go um so goal statement one and I think we talked about quite a bit of this already today but that's why I wanted to go through that first presentation before you see my goals and I think this is appropriate right this is like kind of what I mean by transparency I want everything I just said I wanted to do in that first 40 minutes of our meeting I want to be evaluated against did I actually do it so Engage The Bank school district and Community to cultivate trusting
079and collaborative relationships throughout our system to co-create Mission driven short and long-term strategies for District Operations by March of 2023. um my goal is to be to the point of a scorecard by Spring um certainly we'll have our culture and strategy definitions by March um I I don't know for sure about this if the score card will be will be done by then but um some of the things you can see get the Baseline of Staff engagement get the Baseline of student engagement um make sure we have a community engagement team and I I'm not going to speak too much to this right now just a sense of time I'm gonna make sure to report out to you a little bit more about Community engagement through Community engagement team along range facilities planning team and
080our Equity advisory team um I have some really exciting stuff to share not going to go into details on it right now just for time but understand that um you know facilities and maintenance team um that's CR I don't go to a community event where our facilities aren't mentioned so it's clearly important I see a theme so this one well then I had a great conversation around this one and it was you know do we already have a safe welcoming respectful rigorous learning environment and one question is well we probably can say we have it for some students do we know who we do and who we don't have it for like we we probably don't have it for everybody but my question is who don't we have it for how do we know we
081don't have it for them like how do we really know and and then obviously most importantly what are we going to do about it so in order to provide a safe welcoming respectful and rigorous learning environment for every member of the school Community the superintendent will convene the bank School District Equity advisory committee that will complete and report on an equity audit of our educational outcomes and discrepancies during the Spring of 2023 um partnering with the Northwest Regional ESD uh Liu who I believe you've met he is actually going to be an in-person member of that group and help to co-facilitate it um yeah he's we are um probably either the only District or one of two that he's actually going to work with and I think it's really kudos to us and kudos to
082the work you all did last year is he feels he can go through the process with us and almost make a playbook for others uh more fairly you know they don't and a district our size you know doesn't have to do this until 2025 by Statute so what other what what some other districts are doing are just choosing to kick it down the road they're like we aren't even going to deal with this yet so he's pretty excited to work with us um so yeah so I think that's good so um so we'll have um we'll have an audit and I think it's a really good entry point for our community because the odd it's very fact-based it's get the data um then we'll report on the data and then what we'll do and I
083I know I said I wasn't going to get into this but I think this is important to remember that team will then have an opportunity to add more members people if they don't feel that this was what they signed up for don't need to continue on because then there'll be another team that actually talks about what to do with the results of the audit really gets into strategic planning now the same people that were already on the team to generally stay they're not like getting kicked off but it gets an opportunity to say you know we really don't have the voice of X group of students or parents or community members let's make sure we bring them in or we don't know what to do about this so let's go find an expert who can
084help us bring it in so again I owe you a better um description of my um kind of plan for Community engagement but for the sense of time I won't go into it right now but know that Equity is baked into um gold two and just to highlight for for the members of the board right now um safe welcoming respectful rigorous learning environment I very purposely put every member of the school Community I did not just but students because it uh staff deserve that as well okay goal statement three improve District Communications both internal and external through the use of an improved website targeted surveys in-gate in-person engagement sessions the result in Greater Community and staff satisfaction as reported on the student Studio develop tools so I did want to pull out kind of the
085difference between developing plans and um strategies again for example around facilities in the first one and then in this one really talk about how well does our community think we're doing so this last one really is around the engagement and satisfaction of our community where the first one was probably a little bit more the evidence you'll see in the first one is going to be more in the range of strategy and the evidence in the next one is going to be more in the range of um satisfaction surveys though you'll see pieces of both um in those goals so um I just gonna pause check in if there's any any feedback anything you would if you want to see something changed um or if you're happy and excited to go through moving through this process
086but we can just have a little bit of a discussion right now so go to equity is I feel like a a word that is gets used quite often and people take that word for specific things um and I don't want a pigeonhole the word um in respect so if I look at this and put it on different hats of the community if you say Equity they think you're only targeting minority based families um but I don't think Equity is limited to that so I'm wondering if that word could be expanded on and I don't know what you guys think about that but when I think about Equity I think about all the various ways that kids learn and how they learn best and are we teaching to their strengths no matter gender or ethnic
087background or whatever I think are we addressing the the child's best way of learning that's what I think when I hear when I see the word equity but I think in our in our community that word is has quotes around it if you will and they think it's only being targeted at a specific audience sure and so and do they mean specifically like the only thing we'll talk about is racial Equity yeah or racial or various ethnics or sexual gender you know sure whatever right sure that word gets used to pretty dominant and it's valid I'm not saying it's not I I think the word could it's unfortunate that the word should be it should a different word should be used to talk about we're trying to teach all kids in in the best way
088that they can learn and trying to address it in our community there are some people that have a whole different definition of equity equity and that you and I might yeah and so and yeah yeah yeah yeah I think that exactly what you said there Monday I mean I'm so steeped in this but I guess like the word to me is like again but but maybe I mean whenever you say you know diversity Equity inclusion it is it you know creates some hysteria among them um so I am wondering do we do we look at the word analogen like in like use the inclusion committee or ubiquitous throughout it yeah I like the word Echo so I do like it yeah it's just that other people have decided that oh it means [Music] right where
089whereas the year that I've been here right we didn't really have these toxins we talked with um the I can't remember his name the representative from Florida who's here well um I've got a I've got a suggestion oh here Dan Dan's trying to talk I got you Dan I might have to I might have to vocalize for you but yeah I know no I I I completely agree and I think Ron's actually you know doing a great job of being super kind about this situation I I I completely agree Equity is the current f word um I think what you could do is centered around the bank's experience advisory committee or something like that play up play up your Banks Braves experience um Braves experience because Brave experience the brave experience advisory committee or something
090or breaking Brave experience committee I yeah I'm thinking I'm not I'm not hesitating I completely understand what you're saying I think you're very wise to know that we need to make sure that we communicate this in a way to our stakeholders that doesn't stop us from making progress it doesn't frustrate people for a word that's gone different um the two things that I want to make sure we think about first is is that um the term like Equity advisory committee is it is in statute like that's the name of the committee and the audit we'll see will have the word equity in it so go ahead well I recall going through the Sia process and when we were looking at at that group yes we had uh some of our minority student population were behind
091um because of the makeup of our district that tended to be a handful of kids not discounting that the second largest group was white males that for whatever reason white males in our school district were behind females sure and and it was like wow what are we doing yeah that's actually my point I want to make sure we thought about is like well what I guess what I want to make sure we don't do is get to a point where we're only talking about equality in in when we're not when we're not talking about that our students do bring different life experiences different different backgrounds experiences cultures that influence the way that we can serve them um I I like what Dan's suggesting um of a you know the the a committee around the brave
092experience and that committee is going to have to unpack this discussion the committee is going to have to unpack why the word Equity has become one that is felt to be a weaponized or whatever the right term that we're trying to say right now is like as a community we're going to need to figure that out or you need to unpack that and and wonder um why so I think for the goal statement tonight I mean this is already in the packet so we can talk about how we want to if we want to address it now or if we want to address it more when this committee actually becomes one to establish environment is because our community members ask us saying we are listening to the community um and I I like I'm I'm
093very much aligned with what um Deanna saying and Leslie what you're taking and not like we're all in this like how do we build bridges yeah and not leave and not totally shut people down and yes it's okay to use words and then if we use if we're all only using the same vocabulary and say this is what we need Equity means everyone right everybody gets what they need and and I love this analogy of it you know giving everyone a pair of shoes is equality giving everyone a pair of shoes that fit exactly right so we're we're talking Equity it's it's our kids with special needs that's huge it's our white males who aren't yeah whatever I don't think our population knows when on the Sia stuff because no one showed up that and
094that's one of the reasons why we funded different things which we were trying to wide birth of of impact um yeah and I'm not I mean I know it's a statute and you have to use the word equity and so I'm not but I think back to the communication we need to clearly Define what we're talking about that we're not targeting specific individuals or groups or people we're talking about learning absolutely and I think I think you know sometimes the statement is you know Equity is actually like your pathway to equality and what I think people mean when they say that is we are going to find out what every student needs provide them with those resources you know broadly using term resources so that you know rounding all the way back to that idea
095of the portrait of a graduate so that every student sees themselves represented by that portrait of a graduate um I really like framing it around the the brave experience and I think tonight when I talk about it that's the language I'll use um and then there's you know if community members talk to me about it and stuff I I think that's really good and I think one of the first things we need to do is talk about like what does it look like to be on this team what are the conversations we're going to have and how do we make sure that all 1100 people 1200 students whatever we end up Landing with this year are represented on this team so one are they represented truly represented represented by people that can speak for them
096if you will and represented by the actions that this this team is going to take so um yeah thanks Dan for that suggestion I really like that concept of the you know this is the committee to understand is that brave experience one that is realized by all means can obviously know right I mean if if it was yes already we probably would none of us have a job right now so so it's okay to know and let's make sure we're taking actions to um to address it so good really really good conversation um just a quick time check any other thoughts on goals it is in an action item for your agenda um one thing to remember and this is going to come up with um Dustin's the section Dustin has and is the second
097reading of a policy but always you can always move to approve something second to approve it and then Ron you can always say is there any more discussion so you're always allowed even if it's not in the discussion items section it's in action items but you can always let's have some more discussion and then um Ron you would you know of course say can you hear the further comments and notice that in the comments okay well we have a motion in a second and then do the roll call for votes so um if you want to make some of these comments while you're doing that yes thank you of course of course well it's always kind of weird because we we don't put the in we could we could put them in two different we
098could have you discuss them then next item on the agenda have you vote on them or my practice is just have it in action items and but remind us we can discuss them then if we discussed it and we wanted to bench it into next meeting easy we can just not take a vote on it well you'd have to make a motion make a motion the motion would be to delay the vote put it on the next board agenda and have you know further dialogue in public sessions you are allowed to have dialogue behind you know behind closed doors but uh further dialogue in public sessions so in that case in that sense then you could also have discussion before you have the motion to approve if you if you think there's a chance of
099it not going through because theoretically say Chris and say you say I move to approve because you had to say what action you're doing right I moved to approve these goals Leslie seconds um let's have some discussion we have a long discussion and then you realize you know what I don't think we want I think we need to have more time with this you'd actually have to like vote no or something because you'd still have that action on the table so um so you may just have discussion first and then say okay do we have a mo this is an action item do we have a motion to act and then it could be you know what we better delay this till delay the whole thing because remember this is timeline process and goals um
100or you make a motion to approve with knowing the discussion things are clicking no so just because we have it as an action item doesn't mean that we have all uh these are rules from um Roberts Robert rules yeah yeah right that's right yeah well and because they're not made like the level that this board and and many school boards now have are so much more engaging and engaged than than even 15 years ago when you were you were approving the lunch prices you're you know you you were doing what this did very these raw patrols were intended to do you know they were they were checking boxes and and now um but I think that's why it's so important for us to have work sessions so again as a board you can act however
101you like of course some thinking that I would I would ask you to do is I tried to write these goals that were that if you look at them they're actually fairly simple if you really look at what is coming out of them because we got to be done by March like there's not a lot of time in here um and so I think I I think you might want to as you think about if you want to table this till October if you think about you know we will remember we will be discussing these every month as we go forward um by approving them it allows us to kind of get that clock going I guess and the feedback I want to give advice I appreciate the performance indicators and just kind of the
102artifacts that you've been talking about because I'd be back to our evaluation like our big job in the end this is making our job much easier well good because that's what I struggled with I was like yeah all right maybe I'll even maybe I'll even make a spreadsheet or something um so let's table our discussion um well actually let's talk briefly are you all doing okay okay because I really don't think it's gonna take us 25 minutes to to set up um I just want to give you a really brief um not even overview but just description of what board book is so board book is just a website that to be completely honest it'll help Molly the most then me then me and Dustin and then you but it'll help you um essentially it's
103a we can put the calendar for every board meeting on there now we can put the zoom link for every board meeting on there now we can even put agendas on there and just not and schedule when they're viewable to people right we can put the packet on there and schedule when it's when it's viewable yes um so yes so two things done that um next work session we already have one agenda item that's going to be pretty big and that is our division 22 assurances which I don't know if you remember were you here last October I guess but I don't know why okay so you can take these things well you can do it two different ways you can just and we may in the board meeting one I don't know what's going
104to come out of them basically division 22 is almost all the laws that we have to follow like that's actually not true because there's so many more laws but they're basically how school district have to operate so one of my jobs as superintendent is to assure that we are doing them we don't have to prove that we're doing all of them no one comes in PE hours right PE out well you went pretty to the top that's a tough one um so but yes it's also includes things like Aaron's law which is sex Abuse Prevention it includes and it includes did we evaluate our teachers so it's kind of across the board um I I think we we may end up in a business meeting putting it into just consent agenda but during the work
105session I think it's very valuable for you to have time to dig into it a little bit um especially if there's some that we are in non-compliance on last year the only so and this is the weird part they actually didn't decide this about four years ago no one used to know what year you were talking about when you did these they didn't know if you were talking about the current year or were you talking about last year turns out we're talking about last year it turns out and when and it turns out when OD was asked they're like oh we don't know so they they surveyed all the superintendents and Boards or whatever and they said what would be more helpful and and honestly what we said was no one asked me but the
106collective group said was let's evaluate the school year we just got through and if we weren't compliance we'll figure out how to get there during the current schedule the only thing two years ago that the bank School District did not report being in compliance on was in materials adoptions um we should now be in compliance but there may be some others that through covid we didn't continue practices last year that maybe we had a couple years ago so I only bring that up now because before we go full I know you're maybe wondering what on Earth did this after the board book I do want to before we go all in on board book I want to have a short little training with you essentially show you how to do it um so next month's
107board meeting will probably be I I'm not going to use the word hybrid because that turned into a bad word too but it'll be a combination of both and then by November we'll go in but if there's any of you and I I know Leslie likes real books and likes to have something we are always happy to send a paper copy but to be fair if you're not going to use a paper copying or just as happy reading it on your iPad or whatever we'll just use that um the so let's talk about two things if we had them set up and and I I think we're going to go this way so I don't know if I'm asking you or telling you right now um probably a little both my goal would be for
108you to walk in and have a district device sitting here whether it be a laptop or an iPad that the agenda and stuff you could just have it to be accessed um I I'm going to change the way we do virtual public viewing um I won't go into the weeds with it right now but I'm going to try to make it so people don't have to like email me for a link so my goal is if you're what I think I can do I know we can do I just figure out how to make this setup work if someone wants to do a public comment or present to us virtually they'll go to zoom because that's the way we use the owl that's the way we record things that's just it works well for us
109but if they just want to watch we'll do it live on YouTube so then we give them a YouTube link and they can just look at it all they want so so I guess I didn't really have a question in there other than again I don't know if we'll be there by October but by November the goal would be for you to you to have this hey come on in you're welcome you're welcome it is but it's open to the public perfect and I have some of those pictures already okay we'll talk in a minute we'll make sure we have all the pictures and this is you're going to hear probably the most important conversation we've had all afternoon so far um much of my past experience especially when we've done longer work sessions in
110is we would like in this case we do start work session at four stop at 5 30 and you would have a chance to have dinner which we would have provided I don't know if that's something that the board if y'all are interested in us having some food for you or if you're like we're never going to agree on what we want to eat for dinner we're just okay having snacks or whatever so and you just seem to bring so I mean we can unfortunate I think we think okay we will provide food though I don't know if we're going to get a board meeting to go tell a I actually think tonight I think tonight's will be fair nationally like I the number that we've had that have gone till midnight um so yeah
111yeah like but again you have to remember like we don't we have maybe 1200 students this year and beaver had forty thousand so just the people that had something to say they were just a lot more people by the end I I would uh I would drive home when they were in person or log off and I'd like try to remember the first thing we did in the meeting and I couldn't even remember okay so we will figure out a way to do um dinner you know delivered at 5 30 or whatever um we'll send something out for any like dietary restrictions or anything that you all want to make sure we're comfortable with and um usually what we do is we get enough for like any staff that are presenting to also be able
112to do that and and stuff so um so um local uh restaurants we'll try to do local as much as we can for a little bit of variety like when we did our teacher um first week we bought lunch and breakfast for them and so we did have a special request for and he gets let me gets they get Hawaiian food in Forest Grove boy that was real popular one they really wanted that um so we'll but we'll we'll stay as local as possible what does that mean yeah um Dan we're gonna we're gonna close out I'm gonna stop this for about 10 15 minutes or something just so I can have a separate recording from the work session um so it'll kick you off so maybe 10 minutes you log back on and then
113uh Ron do you want to officially gavel out our work session perfect all right well we'll be back on it I'll be back on the zoom 550 or whatever but um meeting starts at six see you Dan thanks Brian yep see you in a minute yep no