001possibility. Okay. Everybody today algiance. >> I aliance to the flag of the United States of America and to the republic for it stands one nation under God indivisible with liberty and justice for all. That's so nice. Um, okay. Uh, we will jump right in. We have a lot of visitors today, so we'll get going. Um, if I can get a motion to approve the agenda. >> I move to approve the agenda. Thank you. >> Second. All in favor. Motion passes. And if I can get a motion to approve the consent agenda. >> I move to approve the consent agenda. >> Second. >> All in favor? Motion passes. Okay, we will jump right into presentation. You're up, Malachi. Start off with our student represent representative work. >> Yeah. All right. It's been a little while since
002the last one. >> Well, we've been tracking you, too. >> Oh, kidding. I'll start counting now. I'll start counting. No. Um, yeah, it's been a little bit. Been really busy. Um, I didn't really cover what the October, November, it was November, the November one. Um, but I thought I'd catch you guys up to speed to what's going on currently. So, uh, first off, winter sports are fully underway. Uh, boys basketball is currently 9 and4, ranked 15th in OSA according to 30 minutes ago. Uh, they have a game versus sisters, which is the first league game. Um, this Friday, that's at 7:30. Um again that's their first league home opener but they did play sisters uh in one or not sisters behind in one but played sisters this Friday. All the leagues kind of all the
003teams kind of mixed together. Girls basketball uh 9 and four as well ranked number four in OSA. Uh they play sisters as well. Their game time is 6 p.m. Um cheer got third last weekend at the thirstin competition. Uh they have a competition this weekend at Sweet Home and they'll compete at state on February 13th. Uh wrestling has a match on Friday and Saturday. Um it's a two-day tournament with 33 schools. That's a lot of schools. Uh they have a home duel against Peill and Southerntherland on the 28th. So that's a big one uh to probably mark on your guys calendar. Um I'll leave that up there just for a couple sec. winter activities. Uh the winter break assembly uh was on December 19th. Uh it was a staff versus student um fastball game. It
004was our senior class with a couple juniors but mainly seniors. Uh and they had different challenges. So they'd pull pull a different challenge and it would be like um you have to try to dribble without your hands and it would be like crazy just different things they have to do for a minute and then the staff would get a minute challenge and uh I believe the staff actually ended up winning. So yeah, we also had uh dress up days that week uh that students could uh participate in for prizes as you can see on the right side there. Uh, Monday was pajama day. Tuesday was quarter zips and matcha vers flannels and coffee. Uh, Wednesday was holiday character day. Uh, Thursday was candy cane couture. And Friday was ugly sweater day. Um, the annual CSP
005holiday album, which is the reason I was not here last time, uh, was released on the 24th and included a range of students and staff. Uh, there was a staff song that was uh, really great. If you guys would like to hear that, I wouldn't know that to you. Um, not saying I'm a great singer or anything, Jeff. So, don't I don't think I thought I was really a great singer. Uh, we have our winter sports assembly this Friday on um the 16th from 10 to 10:30. So, if you guys would like to attend, you can download. Uh, important dates coming up. Um, you have the high school uh design summit which is tonight uh from 6:30 to 8. Uh so that's going to be going on here in about 25 minutes. Uh the league
006home opener for basketball again is on the 16th and that's when varsity play will begin. Um CS will be broadcasting that and we did just get booth headsets so that deal. Um and so that yeah that's the shout out to Chanel. Um and then the home duel for wrestling again on the 28th and to be determined according to the wrestling guys. uh the winter sports recognition assembly again this Friday um August the 16th on NHS. Um NHS did their family Christmas fundraiser. Um they uh bought presents for two different families. Uh they spent $900 per family. Uh the top sellers got to go shopping um for the kids and deliver the gifts to the families. So that was a really cool uh opportunity. They also had the annual diaper drive. Um, this year they packed
00713,275 diapers in 2 hours. Um, it was a lot of diapers. It was a lot to count, but um, no, it was a lot of fun. Um, it's a really cool organization that delivers diapers for kids that are in need uh, within Lane County. Um, really great organization. Today we also did Bags of Love, which uh, help out Yeah. kids and they're a really awesome organization as well. Um, if you've never heard of them, definitely check them out. They can always use volunteers. So, um, we're getting an exchange student. This is pretty cool. Uh, I got to learn about this today. Um, he his name is Marcos. Uh, he's coming from Madrid. Uh, he's 15. Um, and he'll be shadowing Lance Risd Doll. Um, and he flew in around noon today. Uh, and attending school
008tomorrow until about late February. So, that's going to be pretty cool. Um, seniors, uh, seniors have been gearing up for after high school. Uh, we had our college application week, uh, which was about a month ago now. Um, and we had a grade level meeting this week, um, in regards to scholarships. So, uh, we've been working through all that, trying to get seniors signed up for all the different scholarships that are coming up uh, with deadlines and spring uh, scholarships. Um, everyone has been working on their senior projects as well. So, I've seen some pretty cool different job shadows that kids have gotten to go on. Um, we had a kid that just toured the Lquist Business College for the new guy started work with their team. So, that was pretty cool. Um, but yeah,
009ton of students been doing a ton of different clubs. Shout out to Carl because I got to be over this summer. Um, and then that was alarm. Um, the superintendent student group uh got to meet last Friday uh with human capital um and talk about kind of what uh characteristics they would like to see in their next superintendent. Um I also got to be a part of that which was a lot of fun and the students expressed that they were really excited and happy uh and appreciated being involved in the process. So shout out to you guys. U students really appreciated it. That is all. That's my update. >> Any questions? >> All right, guys. Thank you guys. >> Okay, next up, invite Rafalia for the uh CES student leadership presentation. Okay. All right. Thank
010you for having us. Welcome to our very impressive presentation. You guys are going to love this. Um, also first and foremost, just wanted to wish you all a happy labor appreciation month. Thank you so you do for our students and staff. We really appreciate the time you put it in. Um, we have a presentation for you titled Building Safety, Belonging, and Leadership at Crest Lane. Um, with me I have Austin, Violet, and James who are three of our 20 uh fifth grade leadership students here at our school. We have a very robust group of students who are very involved in lots of ways across our school. Um, back in December, I let them know that we were going to be coming to present to you all about Crest Lane and asked the students, "What do
011you want to tell the school board about? What do we want to brag about? What are the things we want to tell people? If we were going to sell the school and want people to come here, what would we tell?" And oh boy, I have a lot of things. So, we had to pair it down. We had about three hours of content, so we'll save some for another time. But, um, we did land on four different topics. I'm going to be speaking specifically to you about the child protection and safety unit. We're going to speak about our supportive staff, our positive, uh, school climate and culture, and then how students are encouraged at our school. All right. So, first up is the child protection unit. So, um, I'm not going to go into a lot
012of detail only because we talked a lot about this last year when we went through our health adoption. So, you guys know a lot about Erin's law, um, and the sex um, abuse prevention programs that we are required to implement as well as all the other health standards that cover a wide range of safety topics. Um, and so our new health curriculum definitely covers those. Our teachers are really thrilled and happy with the materials they have to use. um and instructing their students. This month we have dove into our child protection unit which is a unit we purchase as a supplement to second steps which is our previous curriculum. Um this program specifically touches on her law and all of the health standards that are related to safety. So I thought it'd be really important
013for you guys to know how that is taught to our students. Um but first and foremost just to keep you guys apprised of our staff part that you know they're receiving annual trainings at our inservice with the vector trainings we review policy um with our new health curriculum and the selfcl we've spent quite a bit of time as a staff on health um standards and instruction in general and implementing that. They've received a lot of training in that regard. Um, and then of course we do review all of our building procedures with them. And sometimes those are being refined as different situations occur. And so, um, we do make sure that our staff are are really, um, aware of how we can be hand situations. It's impossible to plan for every single possible thing, but
014we have a lot of plans that we can move on to with us and and we have a really solid team and we're really confident in our ability to address safety concerns across our building. Um during inservice, our staff spent a significant amount of time mapping out the year with our health standards and SEO, making sure that we were hitting all those content areas and feeling like we had a very robust um curriculum to be able to put in front of our students. And so we just touched back on that over our inservice day back in the 5th. Um and teachers are feeling really positive about where they're going. So, um, moving forward with, uh, talking specifically about the child protection unit, um, up until this year, our school counselor pretty much just taught that
015unit to every student in every classroom. And it really did pull from her ability to support students on a day-to-day basis. And and ultimately, you know, our teachers are teaching these things all the time anyways. And so, with our new curriculum, teachers are able to better um, you know, provide that instruction. Um, and so they are also continuing to teach this the child protection week at postco. And um, the piece I really wanted to show you is the never never rules. Um, and I know this is super small, so I did bring a life-size poster for y'all. Um, and so these are the rules that students in all of our classrooms K5 are taught. Um, so never touch guns, never play with fire, never ride on wheels without wearing a helmet, never go in water
016without an older person watching. Uh, never use a sharp tool without an older person's help, never ride in a car without wearing a seat belt, never touch a dog without asking the person in charge, and never cross the street without checking hallways for traffic. So those are really general. Um but then of course at each grade level it gets to be a little bit more age appropriate and much deeper in conversation. So um that is how we address um much of those students and standards across our school. All right. So up next we have Shiva James Bell and he's going to speak about her supportive staff. Hi, my name is James. Um, I'm in Miss Wilson's class and I'll be talking to you about our amazing stuff. They're trusting and supportive. We go to them
017when we have problems. Um, they find ways to make learning fun like games, typing games, teamwork, poke it, prodigy, science units, and the wax. I was really nervous about um the wax museum uh about public speaking until I did the wax museum. Now I have the confidence to talk to the school. They build positive relationships with kids. Um they don't forget their students for years after they were in their class. I still visit some of my teachers in Miss Anna, Miss Maria and Mr. Castro and they get to know our personal interest. >> The wax museum. >> Who were you for the wax museum? um kitchen for Nikkashi, a uh fate um someone who invented the style of karate that I do. >> Nice. >> You did a great job. >> You're welcome. And Violet
018is going to speak to you guys about our climate and culture. We have three she has three areas that she's going to address. >> In our school, there are a lot of different students, but all of us are the same as inland. We celebrate differences by our monthly heritage. We have Hispan Hispanic Heritage Month, Native Native American Heritage, and Hawaiian Asian Pacific Islander Heritage Month. We also have black history, women's history, and autism awareness. And I'm just going to say that Kristen is a very supportive community. We have free meals for all students and staff help with snacks, coats, or breaks. We also have enrichments, enrichment classes that help us explore our interests. And we meet new students and staff from all across the school. And we have after school activities like guitar, fire, ukulele.
019And in the spring, we have running, gardening, and chess garden. In our school, a lot of kids get positive recognition. They get that recognition for kindness tickets, attendance awards, golden awards, and good news for girls. Those are just some of the ways the students can get recognition. And that is to climate and culture. Our first one. Austin who's gonna speak to you a little bit about how students are encouraged at press. >> Hi, my name is Austin because I'm here to present encouragement from our school for our assemblies. During assemblies, students showcase their skills by in a choir, cheerleading, and examples. During our last assembly, they jump with me. Next, class competitions. process can earn reward by doing the right thing which can lead to less harms. Next is leadership. Ways students can be leaders
020in our school by safety patrol. This leadership team is self-managers. If you're a member of group safety patrol, you are before and after school and protect kids who are crossing the street. Leaders leadership team. If you're on leadership, you are a fifth grader who has been recognized by staff as responsible. Leadership also helps with assemblies or anything staff needs. Last is self-managers. Self-managers are fourth and fifth graders like junior leadership have been recognized by staff as responsible. They earn the privilege to go to any special such as music and PE and they get to go to lunch before anyone else. Lastly, our citizens in school help citizens impress with they help with the food drives and sock drives are and kids follow all rules and expectations. That all that is all I have to say
021about encouragement. Thank you for uh supporting our school. Happy schoolguard appreciation month. We are proud to be some of the press leadership students. Do you have any questions for us? >> Well, I do. Violet talked about enrichment classes and probably a lot of different clubs. Do each of you have either a favorite club or a favorite enrichment class that you've done? >> In my opinion, I really like doing choir and one of my favoritements is as a song with the cheers. The chair archment. >> The chair. Sweet. >> Have you met Bethany in the back yet? >> I teach that. >> That's why that's your favorite. She's pretty awesome. Yes. All right, James, what about you? >> Um, I like a lot, but um I like um animals and probably sign language. >> Very cool.
022>> I don't really have a favorite one, but probably either diamond art or Pokemon dots. >> Diamond art. Is that the diamond dots that I hear kids talking about? That is super cool. It's pretty fun. That's very hip. >> Very cool. Thank you. I loved hearing chat. You guys did so good today. Thank you for joining us all about pressing today. Um you guys are welcome to hang out and stay, but you can also go home if you're ready to go home. Thank you all. Thank you. >> Yeah. >> Thank you for coming. >> Sorry, Tony. You're gonna have to fire that. Do you have a favorite enrichment? >> Okay, so we're moving right on and superintendent is here to talk about layd and their uh service plan for year two. >> Great. Thank you
023so much for the time. Appreciate that I take time agenda to do it again. you had a bunch more fun things to go through. So I apologize for not covering. Uh but this is an annual uh action that we ask our component school district boards to take and all the SDS across the state. Um it's requirement that the local component school district boards take action on the local service plan in Lane County and several other counties because I found out several other ESDs. We develop a two-year plan and it's just because it's difficult to make big changes annually. So tonight, what I'm asking to to to hopefully approve is the second year of two-year plan. So I don't have a whole lot of new interesting things to tell you about what's in that plan. Uh
024there are things that are in there from prior years uh including uh the lane career academy which is a regional CTE venture and I think Malik I mentioned the design team going on. So Lane is involved in that high school pathway. So probably want to sneak out and bubble over there and see how they're doing because that's a partnership we have there. And uh so that falls in our school improvement area which is one of our biggest um service areas that we provide for districts in the county. Uh we also provide technology services for districts in the county as well as some administrator services. But the biggest partnership we have with Creswell happens to be in the special education service realm. And not only do we provide services, we do partner on services. And that's
025the unique thing about what we've done under especially director Aguo has been very involved in terms of uh the programs that we're running especially when we're talking about programs that are running right here in this building and new district. So um that's that's been the strongest partnership that we've had for years. Uh that's continuing. Don't see that changing um especially not in this next year 27 year. Uh the only things I would point to in the service plan that could change and these things are kind of outside of our financial control. They're our financial control and those are items that are in local that are underlined. The underlining programs mean that they are funded on state resources that are outside the state school fund or federal uh finances and those uh decisions haven't yet been
026made. So, we're forced to come up with a local service plan and have it approved by March 1. There may be some decisions that are made after March one where the money may not be there. Um I think the the biggest program you're talking about that's underlined for for the state programs is our regional education network for western brand and uh that's underlined with the nursing the legislature will make that decision and they meet here in February and we won't hear about it. So couple things in there that that could change even after approval just to to make that known that some services we we've districts rely on we may not be able to continue. We're hoping for the best out of regers in right now it's no recent. Um this plan was approved by
027uh the superintendent council back in our December meeting and it was also approved by the lane ESD board earlier uh this month and it's uh now in the hands of our school district boards to make a decision by March one. So I'll ask you to do that and also take any questions. I'm still thinking about the one Lacy asked me about my favorite enrichment activity. Uh the the other thing I'd say is that um the partnership with that Presto also has been really strong giving student leadership um and that includes your superintendent who has been participating in the regional uh endeavors that we go into and and now I think it just seemed like yesterday that he was on board and and it's been several years and so he's one of our long-standing we as
028he goes out one of our long-standing soups and uh the cooperation we've had even at the board level. Uh Mike is Mike Anderson has been through almost every meeting I remember when he wasn't there. Tim was there and so really appreciate that cooperation. So this way I'll take any questions now and if you have any after tonight feel free also to ask >> any questions just to thank you for being such a great partner over the years. It's easy with partners like that's amazing. >> Wonderful. Well, thank you. We will take action tonight. Couple more things and >> thank you so much. >> Sure. Thanks. And again, I know it's full appreciation month and so it's I do want to say do appreciate what you do. That's just for you. We your district and your
029kids good things are events leadership. >> Thank you. Okay, I think we are moving on to board recognition and I'm gonna pass it off to Bethany. Um, just a little preface. This video was a compilation of efforts from all of our student leadership kids. So, you got to meet just a small smidgen of that group tonight from the elementary. Um, obviously our middle school group's not here tonight and then M and I representing the high school. But um I had a little bit of a an issue with some audio with our middle schooler video that I put together in this compilation. So you're not going to see them as heavily represented, but there was a high level of presentation from all groups. So I just want to make sure that you understand that everybody participated.
030>> Um and it's a little bit of a a cheeky nod with you guys. So enjoy. That's >> okay. >> Dr. Suserson. Oh. Paula office ready. >> I'm just gonna say Miss Uh so I Okay. >> Tiffany, >> uh, and it perfectly. I wasn't prepared. That's why >> that would be the one and only before. >> That would be the awesome, fabulous Sarah Cox. >> Oh. Um, I'm gonna go with Chad. >> The one and only >> Charles John. And that's member. >> Oh, that's Lacy. >> That is the wife of the great Carl Wilkerson, Mr. Sheriff Debbie Wilkerson. >> School board. Thank you school board. If you don't like your name currently, they're awesome. >> I felt like that was great. >> Chad started. You never know. >> Thank you. It was very well
031done. I appreciate it. And it might be good we didn't hear the middle schoolers either. >> They were hitting this, too. They did good. Um, okay. Um, we're moving to you, Mr. Johnson, the superintendent of sort. >> Okay. Uh, first, uh, as the current chief officer of the district, I would like to commend you all for your service to the community and, uh, for the sacrifices that you made to take time away from your family, your friends, your life activities uh, to be here as a volunteer. to serve the district. I sincerely thank you for all that you've done uh for the district, for supporting me uh to lead the district, and for everything and all the things that you do for kids. Tremendous, powerful group. >> Um highlights. Uh we'll start with those. Um
032boys and girls basketball. Uh Malachi kind of took the thunder away from me on that one, but uh they're doing outstanding. You know, they're doing their thing and they're doing it well. Looking for big things at the end of the season out of these kids. um in the CTE building. Well, it's been a long plan in the making and uh finally after 2 years, we have uh the um engineered design plan for the building stamped officially and submitted for permits. So, we're waiting for those. When we get the approval of permits, I send that in to the manufacturer. He builds the building uh tears it down and then ships it to us. The installation is already waiting for us. So um and from his time to get it here is about 40 days and then
033the time to build it is about the same about 40 days to regulate it. uh the H hall uh remodel which is another design plan that's been a long time going here uh is finally launched and we started to actually u get into some of the demolition and then now remodeling of u the classrooms in there a facility in there that is the start of the classrooms in the building. So all is going um smooth at this point. Uh we're finalizing some of the design plans for the remodel in that building and then um and then we'll be going out to bid for we're going to be doing there. Um you can see the activities that I've been involved in in December was a short month. Um well a short month for kids and and
034staff but a lot was accomplished during that month uh as far as making progress towards our goals as a district. So um it was very productive for me. And then um you can see where we uh as far as the bond projects go or facilities projects um you can see in the purple um that I have on the back page for the high school that um we've moved forward with some uh some new new projects that we're adding to it. the stadium bleachers. We met yesterday with the engineers and designers for uh the stadium bleachers and and the remodel of those. And I actually got uh their plans and estimates uh tonight um before the board meeting. Haven't looked at them yet. There's a lot in there to open up and kind of dive into,
035but um but we looked at that and with the remodel of the bleachers, of course, it's to make the bleachers uh more accessible and ADA compliant. Um really just really more accommodating for our ADA folks. And then the um the press box or of the announcers boot and then also a cover at the top. So, all of that is currently in progress with that project. Um, and then the doors that are for visiting teams into the weight room. So, our visiting basketball teams, volleyball teams, all those folks who would be here by us. Um well we guess in the current wait room but we also have a locker room in there or we're making it into the locker room but we now have doors that have that provide a passage into that room for them
036from inside the gym. So, those were installed uh last week, finishing them up this week, and then we'll start on the locker rooms inside it, inside the place. And along with the locker rooms, we're we're um also developing a new uh facility for referees. Uh we have had the most complaints from OSAA referees when they visit our schoolage for our facilities, our fields, and also their accommodations. And so we're addressing that as well inside that building. All of that is going >> our locker rooms also. I heard you say the away teams locker rooms. >> Thank you. >> Yeah, our locker rooms came in at estimated three then. So we put that on the if we can list. Um any questions online report as always? >> Of course. >> Um we can keep on moving.
037Let's see. We're here now to new business. Um our first action is approving the resolution for the LAN ESD year plan year two. I get a motion for that. I move to approve the resolution for the mainst motion passes. Thank you. Um and we'll move on to I guess um thank you so much to have a great day. He also shared her screen and said she was be she's back in the secondary be. >> Thank you. Um the next item we have is to accept the 2025 audit report. Motion to accept the audit report. Move to accept the 202. Any discussion or any presentation? I give you one of these advice >> for the report. Uh Chanel, was there anything Chanel? Any highlights on the audit report? >> I think so. >> All right. >>
038No findings. I didn't see any. I just saw the one tax then called. That was all I saw. >> Yeah. The resolution. >> Yeah. Yeah. Okay. Um all let's see uh we'll vote all in favor of accepting. Motion passes. Thank you all. Let's see. We will keep moving. Um next action is around advisory um sorry to advertise the budget committee vacancies. Um I think we actually had to make a motion and then did you want to Okay. Can I get a motion to advertise the budget committee >> move for the to advertise the advertise budget vacancies? Sorry, that's okay. Okay. Um Marilyn, would you want to give us an update on that? We have four. >> Well, because >> our entire citizen committee. So the two women that were appoint that their term was up
039last year 2025 were appointed for two year because we had vacancies. But this is the problem because of all the vacancies that we can't get folks to apply for the budget committee. That's why we have four because the other two have been years back. >> Okay. >> So that's why there's four. >> Is that where we advertise again? How can we do that? >> I know we still was doing the paper, but are we doing >> we put it on the companies will put it on >> and the face and Facebook and >> and we put it >> we haven't we haven't really accelerated it a whole lot on occasion. I'll put it on on social media when we have an opening. Um but we don't really get a lot of traction or engagement with
040that at that platform. >> Um >> can we try this year maybe? It feels like we're not getting or we didn't get anyone last year, right? And I've emailed a couple people again this year to see if they'll consider, but um can we try to put it on Facebook and maybe put it in the employee or I said the employee email the parent email? >> I'm going to add it. >> Yeah. Okay. >> Anyone else feel differently? >> No, I think it's a great idea. I think we should also personally start recruiting. Yeah. I started sending out my emails yesterday. I said I got a >> So I'll post it right away. >> Yeah. >> And close. >> What do you want to buy? >> Last time we closed it. Then we had to like
041>> I think we just fulfilled. >> Yeah. I think that's we had to do that anyway because I remember us closing it then we open it. I think I would leave it. >> Yeah. >> It has been. >> Great. >> Okay. Okay, I think we need to actually vote. Um, all in favor? Motion passes. Okay. Thank you, Marilyn, for staying on top of this. >> You're welcome. Um, next we have anformational item around division 22 standards, the OD letter. >> Yeah. So in November of 2025, I presented to you the uh division 22 standards asurances for 2425 uh the previous year and then submitted those to uh OB and uh the letter of approval was returned to us um in January this month and they determined that our district is in compliance with the division
04222 insuranceances. So, in good standing with OD. Just want to keep you apprised of where we're at and um and how we're doing with with the standards from the state. >> Thank you, Mike. >> Any questions for Ryan? >> Oh, great. >> Uh moving on to another information item about interd district transfer caps. >> Yeah. So, uh we have no caps on transfers through the first semester, but we close at the end of the first semester. So the second semester will be closed to transfers. Just letting you know that that's where we're reminding you that's where what our policy is. >> Any questions? Great. Um next is anotherformational item about board member visits. >> Yeah, just um wanted to I sent the information out to you. Our principles are excited to host a visit uh
043with you at their buildings and u we have a 3-week window open this year and uh try and that's the first three weeks of February. So um yeah, please do reach out to them and and let them show you their schools. They'd love to do it. >> Thank you very much. and you just want us to reach out directly. >> Yeah, just they're they're looking for you to uh contact them during those three weeks and so they can schedule a time after you manually uh inform the staff or announce to the staff that they you will be there at a time. >> You just give I know they I'm not thinking this will happen, but just in case just a reminder we ask to go at the same time that maybe don't you know only
044schedule three of us at once. Yeah, they're they're Yeah, they know the they know the rules. >> Okay, great. Thank you very much. And thank you in advance to the principles for hosting us. Um, next we have Christie, you're up um with the information and discussion item about the presentation review of our next superintendent criteria. >> Right. >> No, I'm okay right here. >> You're okay with me here? I'm great. So, first of all, how it is no surprise to me that Bethany leader your cheerleading club like yeah that is all clipped for me just right in that moment. So, huge um shout out to Bethany because uh she did really work hard those vers you know right before break to get engagement. So, um we did finish up with the engagement. I finished up
045with the engagement. We ended up um in the focus groups. I ended up only doing five because that's all we needed. I didn't count my focus group with my was great counted information. Um, and I ended up with 39. I ended up total people, but I'm not going to and I ended up almost full in every group. Um, a couple of the staff groups only have five of the six that we could have had. And then um on the parents and the community, I um wanted I wanted to be inclusive. So, I couldn't run a lottery where there would be three people left out. So, I just took everyone who showed up. So, we ended up with eight parents um and then um six on the admin side and 10 students. And so, what you
046heard from this, it was great. I got to see them because I only got to see your assistant principal and the kids were in a table and so I just got to hear them talk and as usual, no surprise that kids always win the day on their feedback. So, um you'll see hopefully um they will see reflected in the next superintendent criteria some of their um thinking around that especially around that student section we saw in there. Um one thing I'll note and I I will um spend a little more time compiling your strengths and challenges rather than presenting on them tonight um because I want to focus my attention on the next superintendent criteria so we can get moving and get posting. Um, but I I'll put a summary document together of some highle
047themes, but the things you said in my one-on-one with you, things about the district's integrated fiscal place, a strong leadership of my the passage of the bond that came across in every single group that people are so proud of that and a 70% and people like, how did you get the students to know you passed a 70%. like they were like nailing off the the statistics about celebrated. >> There you go. Exactly. That's why >> we fed them and we celebrated and we cheered together. >> Well, it was evident and people are really proud. Yeah. And that shows up as a strength and you'll also see it reflected in the criteria of what people because people see it as a challenge for the new superintendent to continue the work in the way it's been laid
048out and in the way um you've um implemented the bond. So um that's something just really important to pay attention to and you already know it. So um that's why you saw something um clearly about the bond in the criteria. So um between the focus groups and the survey we got to about 150 people. Sorry it wasn't 2500 Mike full on holidays. Okay. >> And when I needed a community group Mike got after it over winter break and made sure we have people from your community leaders in your including your city manager showed up uh to uh the focus group. So people really showed up and cared about the process and were thankful to be asked about it. So um with that um taking all that I heard from you, from Mike, from the 150
049people that spoke to us between the focus groups and the survey, I came up with what um I am calling your draft next superintendent criteria. Um, and it is a draft because I am not you and this is your criteria and you're gonna be using it for this election. So, I did my best to be you, but I couldn't be you. So, um, I thought what we might do um, is just take it one section at a time to see if you have concerns, you want to change words. I'm live in the document. It's live on your screen. My goal is that tonight we could get it final so that we can post on Friday. And the goal is um I have your um eblast written. I wanted to put the Crestwell Bakery in there
050in your eblast. I mean, who wouldn't come to Crestwell for the Creswell Bakery? But um anyway, so I have your eblast written. This will be a part of it and then we'll be move into the application and recruitment period. So, with that, um, let's just start with the first paragraph because I put some things here that I just thought were important. Is there anything in just that very first paragraph that you say, "Hey, that doesn't belong there for us. It's not us. I changed this word. Yeah. >> Your community, you can see that really embedded in somebody that shows up for the community was really important throughout. It was probably the number one thing people said. >> Um, in fact, said that more than academics, which is, I guess, no surprise. People just want somebody
051to love and care for their community and their kids. Um, so the first thing was authentic trust building communication. And um so these three bullets were what um people said. Um and a few of the words I used in here um I can't remember I think it was a staff um person that said something about they wanted somebody could listen with curiosity and I loved that they said it in that way. So I tried to pull that word in um with curiosity. So, any concerns about that section? And we can even move sections around if you say, "Hey, we want something on top." >> That was going to be my question. Um, in terms of are these prioritized by the number of They're not prioritized in any way. Okay. No. Yeah. In fact, I um
052I will say that one was an underlined and why I put it on top and led with that, but the others are not prioritized. So you can put them in an order that makes sense to you. >> Okay. You said this one was prioritized. >> This first one was the number one thing people said. Authentic trust building communication. The communication was number one. >> Okay. Just because we're on that topic for something for us to think about as we're going through. When I looked at this, I really appreciated the categories. I liked having the student center leadership and the instructional leadership and the vision up higher >> because it feels like that is the core reason why we're here and I like keeping the students up at the top. So that's my thought for others
053to consider. >> If the number one feedback was the communication, maybe that stays first, but the others could move up. So >> yeah, I think that's fair. all of that. Um, I actually love that. Um, I love the idea, but it's very clear across every group to that you put students at the center and that leaders in your district and staff in your district put students at the center. So, it didn't really come up as the top thing, but when you look across all the feedback, it was really clear, too. So, it's it's it's it's your document. Yeah, it it seems to be the the students and the curriculum and how we're teaching them is one of like the common threads through every board member and what we expect. So, I do like that if
054others feel moving those up would be good. >> Yeah, I think it would be great. >> I So, do you want me to move students first and instructional leadership second or vice versa? >> Students first would be my recommendation. Okay. Um, so now your first is student centered leadership. Is there um anything you would change about that? And I will tell you um some things the kids said and I I they didn't word it exactly this way is not only they wanted um a leader who knew them um and was known who they are and not just a pass through a building but engaged >> in and it's nothing about the outgoing superintendent like no we want to know this person and we want them to know us. In fact, they gave some examples of
055when um Mike knew something about them personally >> and that really re resonated well with them. So that's why I would I would challenge you not to take the nose and is known by students that >> but that is one of our strengths of being a small school is we don't have a kid that's anonymous. >> I know, right? That's hard to say in the large school. It is. So I do like that. But one thing I I'd love that and I don't want to take that out. But I am going to say is our superintendent actively engaged in the classroom. >> I I just don't think is that really our expectation that they're in the classroom? I don't think it is. There's a lot of other things. I mean I think curriculum, I think
056leadership, all of those other things, but actively engaged in classrooms. I don't think that that's necessarily the case. Oh, I hear you. Are you spending a lot of time in your classroom? >> I don't know. I I do like I mean like you're people know that see you, but I don't know that that really says actively engage. >> No, more in the campus engage with classrooms >> but not in class. >> I mean school events and activities. >> I think those active engage from school events and activities is known and is known by students. That goes more of what a superintendent is. They're not >> spending a lot of time in the classroom. >> Yeah. >> It's actively engaging with school events and activities and knows and is known by students. >> Yeah. And then
057I think the third bullet kind of goes to I think what they were meaning by actively engaged in the classroom that they're inclusive and supporting of our learning environments. I think that's and by promoting good learning environments and >> I'm okay. um instructional leadership and a coherent K12 vision. And I can't remember which group said the words north start. Might have even been your teachers. I can't remember for sure, but that word came out in one of the bonus groups. >> I like this one. I appreciate that it includes special education because that is important, very important in our district. people cited that as both as a strength and a challenge because it comes with some challenges. So that um but they cited as a strength which is um rare in school districts these days
058to have people say um people bring their kids here for your special education program. Okay, keep going or other sounds great. >> Um, authentic trust building uh communication is the next one. Um, I got to get rid of student centered leadership since I just did a copy, not a cut. Um, collaborative leadership and respect for staff. Um, and the community engagement section maintains the second bullet just reads a little funny. >> Oh, there's um Wonder if I I think I cut something out. Maintains. I'm okay with maintain successful. I just think maybe that comment is >> Yeah, I think some Y. >> Yep, there is when I did my cut face. Um, you know what happened there? >> Hold on. >> Oh, yeah. It's just I think it's just deleted. It's just part of the
059the student that fourth bullet just needs to go away. >> Third bullet needs to go away. Thank >> completed there. >> Okay. Collaborative leadership and respect for staff. uh staff members didn't know they really wanted it healthy labor climate too. >> Was that their words? Labor climate. >> Labor climate was not their words. Um they talked about the in in multiple groups worried about the the classified was a harder bargain this time. Um, so we could put in there. So no, they did not use labor plan. We could put and supports a healthy relationship with the associations might be a better feels kind of cold. Um, like the labor climate kind of feels like we are especially for some of our long-term teachers that a little bit more of a work family. How about that?
060Supports healthy relationships with associations. Does that feel more right? >> Feels like they're another group. I'd like a group that makes us all feel like we're trying to have a work family experience. builds positive trusting relationships across all staff. Yeah, I think it just is all staff. Yeah. And that's where it ends >> and we can put healthy trusting and healthy relationship across all staff. That is where I like that. Thank you. >> Yeah. We talk about shared leaderships in bullet right above. Yeah. Yep. I would prefer we maybe just go with it once. I just don't encourage um trust >> just encourage teamwork and mutual accountability. >> Yeah. >> Fosters continuous improvement through trust shared leadership empowering principles and staff to lead their schools in ways that best serve students. The other thing um
061you need to look back there was when we talk about staff staff were also interested in superintendent that knows them just like the students were >> and I'm wondering if we have that in there strongly enough now but I looked it >> I do think I'd like to see something about visibility >> to staff I think that's like where we missed it like when we active in the classroom maybe just visibility somewhere I don't know if that's the correct place to put it but >> yeah and maybe it's collaboration and respect for staff being >> visible and accessible or visible and brokable here now see if it works is visible with staff and nose and is known by them. I use the same word as kids, but um is visible with staff and accessible. >>
062I know accessible is a hard word because it is you can't be that accessible all the time. How about we just put nose staff >> and is visible in schools in classrooms? >> Yes. Then so encourages um so builds positive trusting and healthy relationships across all staff. Knows staff and is visible as schools and classrooms. Encourages teamwork and mutual accountability. Fosters continuous improvement through trust and shared leadership. empowering principles and staff to lead their schools in ways that best serve students. >> And interestingly enough, that um empowering principles was a theme again heard across multiple groups. Even parents said noticed that and liked it. Okay. And then your last one then is excellent fiscal and operational stewardship. real quick. Oh, collaborative one. I'm just reading it again. The first bullet. Um, is it healthy relationships
063across all staff or with all staff? >> Relationships usually are to cross. >> Yep. Okay. There's Thank you. >> You're good at controlling word smithing in a group. >> I I like I love this part like Yes. >> Okay. Yes, I did it when I was retiring in Salem Kaiser. I was um the board was working on it and I was behind the scenes being the editor for them and Yeah. And then they talked about wanting a superintendent who could take a vacation and I was actually on vacation doing the work. >> Yeah. >> So, one of those vivid memories that >> take vacations, Mike. >> Yeah. >> Oh, yeah. >> Yeah. Let's see. He was trying to take a vacation. I called him. Could you help me with this? >> Okay. uh excellent fiscal
064and operation stewardship >> and that's where we put in the bond too and people noted the um fiscal stewardship was really important. >> It is. >> I think it's also a big expectation of ours. >> Yeah. >> Okay. Any other thoughts or themes that you think were missed concerns? It's a tough job. >> And I do I actually I really love the student center leadership because it's it's a it's notable impressive. >> Okay. Okay. We're good. the role. We will move then to the next item which is to approve the next superintendent criteria as we have amended. >> I move to approve the next superintendent criteria as amended. >> Second. All in favor? Motion carries. Thank you. If I see any small edits before we post it, I'll take those liberties. A grammar would be
065grammar would be approved. >> Yeah. Thank you. Um, okay. The next item we have it's back to you Christie to discuss salary range for the next superintendent. >> Yeah. So, let's um when we post the position, we will put a salary range on there and you got a salary study um from me um that human capital conducted. You are um fifth out of the 10 districts. So, you're right kind of in the center. Um and what I'll be asking and remember this is going to be the 25 26 salary number. So you have to think in terms of next year all those salaries are going to be bumped a bit. Um so we like a range because you could get somebody that's a new superintendent or somebody that's more experienced and you're going to want
066the latitude to negotiate the contract with them. Um, what will happen at contract negotiation time is that the board will designate two people. Often it's board leadership, but it doesn't have to be to be the negotiators of the contract with your um chosen finalists. And then at that point, I think it would be great for us to come back to this document to look at some of the other um provisions. But for tonight, all I need is a range. Um and your um current salary is at 170 and the top end is uh 181 from your comparison groups. These are like size districts and the low preparator is at 155. So um and I don't need a vote. I just need some general consensus around where would you feel comfortable with us posting the salary
067rate >> in your sorry are you going to ask some questions? Yes. In your experience, how big do you generally see superintendent salary ranges posted? >> I think um in the 15 to 20 range. Okay. >> Um I'd probably start my I'd start a little lower than where you are and um go higher. Um one thing that will be hard for you um and I've seen this multiple times is that sometimes you end up hiring somebody that comes in higher than where your superintendent currently is. And I've experienced that. Um, and you you just have to know that's sometimes the way it happens. Um, when you get settled in a district and Mike is like me, is not somebody who keeps pushing for a higher salary. So, um, just know that that may happen. So,
068I would also recommend that you go higher than where you're currently at with your superintendent even though he's a longstanding superintendent. >> And, you know, for us, we especially not knowing our applicant pool, we could, you know, we hired Mike with our superintendent experience. I think that's something that could potentially happen. We could hire someone with a lot. Do you have any ideas of like where that measures up against principles on a high end? If we did bring someone in from that area, I would just want to kind of know. I don't know if that makes sense to any of you. >> Yeah. The compaction issue could be addressed. >> I don't know the names of them. >> Yeah. You know, off hand what your high end of your principal salary is. She know >>
06925 >> 145 >> 25 >> 125 okay >> okay so we have a lot of >> you have yeah that's a great question >> I mean there's a piece of you I was throwing ideas out there right to start the conversation of like do we start I feel like we started about 150 last time is that where we it feels like that's where we posted it almost feels like our range should start at the lowest and give ourselves I mean I'm okay with a wider range change if that gives us options and you know we may pick someone who doesn't have a lot of experience we may pick someone with a lot of experience and I really want to put ourselves in a position where we don't have that ability to have that conversation or
070someone comes in with expectations thinking this starts at a range and they don't have that set of experience or that range >> what would you consider like reasonable for the top range if you're saying a wide range >> I'm think this is what you can't get like 155 to like 185. >> And what kind of latitude is in our budget to do our top end? Like what? >> As long as we're being good >> stewards of our budget, like >> Well, we're at 170. So $15,000 more a year isn't $100,000. >> So what is the the highest comparison? >> It's 181. But what that district do you know what district that? I don't know which district. >> There's one of these listed on these listed here. >> If you look at their total compensation package,
071>> they're also getting a $31,000 TSA >> and a $20,000 trap. So, their >> whole package is 233, too. So, >> um I want to find out what district >> I know. >> You're retiring. follower. >> So even if he went to the 180 to 185 range, um there's still other compensation things >> to consider, >> right? >> What can you tell me what is included in the TSA? Like >> yeah, so um districts will choose to put towards a tax sheltered annuity on behalf of their superintendent or sometimes other employee groups as well. So, in the case of the highest comparator, they're putting $31,000 into a uh 457 or 4035 on behalf and the employer actually can put it in there and at the same time the employee can add to their plan. There's
072maximum limits. Um but and it doesn't uh the thing about taking your money in a TSA is it doesn't you're not subject to PERS. Um and um reduce your tax bill >> and it's and you're reducing your tax. So when I was negotiating that salary going into stay with Kaiser, I chose for a lower salary range and a higher TSA because it um now that wasn't great on the purse side, but it did save the district and you may have somebody that would want to do that. >> And we're not currently operating. >> It doesn't you're not currently Thank you for your service. >> That was it. >> Caught your eye. >> No, I have discussions about that. again early on about a PSA and um because it does lower the salary >> and on
073my end it lowers the pers. So it was a win-win I thought but that didn't we didn't do that. >> So it would be reasonable for them to request that in negotiation and that's kind of so we're sitting here saying we don't have it allocated but it's reasonable for someone to potentially ask for it. Correct. Yes. Correct. >> In our range though, we're putting a base salary range. >> All of these other pieces would be part of our contract negotiation. >> Correct. >> Lacy, what do you think? >> Um, I was just trying to think through a wide range. I don't normally see those, but I don't think that's a bad thing. I think I might lower it just a little like not make it what did you say 155 something like you can make
074it start high or low >> you said 155 to 185 >> I tend to like to signal that we want to be able to reward our staff. So I like >> um is there other language in there to indicate that there are other compensation components to beated? What's that? >> We'll put a um we'll say plus benefit package, but >> anybody coming into a superintendency is going to know >> know those things. In fact, there's people in the state that will um help negotiate the contract. >> Yeah. For them on the other side. Yeah. >> So, and they'll say, "You should ask for this. You should ask for this." and the um if you know that you have a um a 24-month salary and benefits or a no cost termination. So if you decide that
075tomorrow that Mike's done, but he still had two more years on his contract, you would be paying that out. Um which good job on that, Mike. That was But that's not that's the full 24 months is not a normal amount. Mhm. >> Right now it's more normal as 12 months. >> I don't think we're ready to put that. >> No, but it's currently there. So yeah. Yeah. And you know technically you also have to have compensation discussions like this in public. You can't negotiate salary in executive session. So that's why we're discussing some of this in open session and why you'll have uh two members do the negotiations for you. >> So where are you guys feeling more comfortable? Think we're in the time we just put out of the numbers that would feel comfortable.
076Well, for me the underlying values would be I want to make sure like I always would like our staff to be at least in the middle range if not higher, right? To be able to signal I know we're not super rich and we can't be the number one person in everything. >> Yeah. So, I want to be able to signal that that we want to be able to pay well and if we can afford that. Um, if our and I can't remember if our recent contract negotiations for our staff indicate they are mid-range to upper mid-range, I like that equitability too of like kind of placing I don't want our superintendent to be the like number one and our staff are the bottom of the pile, right? Like that feels like an odd value misalignment.
077So, I'd want to be consistent there. Um, posting the wide range with the language about the compensation package allows us to put some of our money in something that is is beneficial to them. >> I'm assuming you also post that um salary will be it's on negotiated based on experience, right? I mean, uh I don't think we I can't remember the exact wording, but we say it's negotiated. Yeah. and and people applying should know that. >> Yeah. >> Okay. Yeah. >> That makes me more comfortable with the wider range. >> Yeah. >> So, just for the time that you brought up our other associations, they're on the higher end of town. >> Okay. In your Paris's district, Starling County for your >> So, I would be fine like moving it up to 160 or 165
078to 185 as a base. Um, if that signals that we're equitable, you're thinking if we get a brand new principal, we have someone coming. I mean, I just want our us to be open to pick the right person. >> Yeah. >> And I don't want to set that expectation that it might be 160 with no experience when that's more the middle of the range, which I would assume those superintendents have some experience. Mhm. That I think that's where >> and if you ch if you had the right person and you chose and they really were inexperienced, you may also want to reserve some funds for a mentor contract with somebody. >> Yeah, I think giving us the flexibility to look at the widest range of candidates is probably the smartest. So I mean because even
079if we say we're starting so like if we say 150 to 185 it doesn't mean that in that negoti we have to go as 150. We could say okay 160 if we're comfortable with that. >> So >> and I would go higher than 150 just because your lowest comparator is 15. >> Yeah. So >> I think 155 is where you know >> but this is totally open. I'm just trying to give us a lot of leeway and I'm good with that. Yeah, I like model. >> Yeah. >> Not okay with that. >> But our lowest comparator has to be who >> it's 155. >> I know, but we're not. We're in the middle, right, of the lowest. >> We Well, we're we're the black. >> We are. And this tells us our >> So, we're
080in the middle of that. So, you think that we should be a 155? >> But we don't What if someone's a principal? We end up hiring another person right out of the picture. And right now they're making 125. >> Oh, that's true. >> The job they've taken on those >> is huge. >> It's huge. >> It is. >> Yeah. >> And if they were a principal and good enough to step in, >> you should also you don't you still don't want to be the bottom of the pack, >> right? >> Yeah. Yeah, >> I just feel like we're middle of the or middle range even like they have to manage it in the middle but like I'm comfortable with 160 but you guys >> and I I do have some late breaking news from Lady
081SD. They have a $40,000 range in there. So >> Oh, okay. >> Yeah, they went 210 to 250 in a public meeting. So I can say that. >> Yeah. >> Okay. >> So 160 is what I'm hearing. 160 to 185. 160 to 185,000. >> Yeah, I think that's totally good. >> Okay. So, another not I don't want to change the rain. Another question. When I was looking at the comparator groups, >> am I correct that none of these are within our region? >> Do we say that's sisters though? >> No, Lawrence. >> Florence. Yeah. I'm literally thinking Florence on the coast. What did I say? Sisters >> sisters. Yeah, sisters. >> Still like over. So is >> maybe we don't do we compete with Pleasant Hill, some of the smaller areas that are here that
082people would not have to move >> from to be able to choose jobs. Like that's what stood out was like, wow, every single person would have to move. Mm. Is it important to know what our surrounding? >> I mean, this is a pretty big range. They're probably going to fall. >> You said that. >> Okay. Okay. If people like That's good. That's good. Okay. is if you were comparing yourselves, which districts would you look to >> maybe I'll see if I get this for >> just for information as we move along get those two >> Bethl is >> if they're anything like outside of what we're doing that would be to know but if they're if we're good and cover then okay >> they're higher So that's what I was wondering. This is a more
083expensive. >> But they're in your range. The range that you >> they're in the range, but they're higher. Okay. >> How long have they been? >> Uh he go three years. And and Fern Ridge is one of our longest um superintendent. He's probably done. >> The region's affordability is where I was going. That's >> right. Yeah. Sisters is different. Florence is different >> clear up to like some of these other Yamill it's an expensive area to live is an expensive area to live. Yeah, definitely. >> Lawrence, well, it feels different. It's an expensive area to buy a house. >> Y Okay. >> Well, feels a little bit too small. >> Probably not so much. >> Yeah. I mean, I thought there was a cool place to be here, >> but there are probably some more
084direct comparisons just geographic. This conversation just makes me feel better about making sure that we're not missing something there. I will look at my pleasant. Thanks. >> Okay. Okay, we landed 160 to 185. >> Great. >> Good to go. >> Okay. Um the next thing I want to talk about I was just moving us right pretty is um >> and I did want to talk look at the timeline too but um if you look at your confidential community panel this will be the next um this comes um after the slate meeting and we've decided on kind of your finalists the community panel will sign a confidentiality affidavit but they will interview your finalists So I um in our contract we've given you or we've proposed one um community interview panel with 12 people that feels
085right for Creswell. But um you know we can change our mind and add another panel later if we get a um ground swell of people interested. But um so I took the liberty of putting together what I thought might be your uh community path. So, um, and you can change this in whatever way, but I'm recommending two students >> that we choose by lottery. Um, you could say two students that are lottery from the leadership group at the high school. You could say that, too, but I just said two students by lottery. Um, an invite to each of your association presidents. So, that's a direct invite. A classified staff member by lottery. a licensed staff member by lottery, school leadership by lottery, central office leadership by lottery, two parents by lottery, a community member by
086lottery, and then a community leader invite. And I I might recommend on your community leader invite is your city manager um as your first invite who's very invested in the su succession and success person. So I'm opening that that up for discussion. >> Can you remind me if we chose to have a second panel in the contract there's a cost for >> Yeah. I think I think it's at um I guess at 21, but I um would visit with Hank to try to get him to bring that down a bit and I have another um consultant that would do it for an hour. So I mean what do we think about if we have a large enough interest that we kind of preemptively decide if we have a large enough interest we're just going to
087have to because I'm only saying that because if we do and we wait for a meeting to come have a conversation we might be holding things up and if we make that decision now at least you could call and we could say yes we already agreed to that. I don't know how you guys feel about so two groups of both. >> Yeah. If there's enough interest only if there's an interest that that warrants. >> I feel like that's fair. I don't I want a complete transparency and everybody that wants to be involved involved and they think that if they want if we have that much interest, which I don't know that we would, but I wasn't part of the last process, but I think that that would be completely fair to >> go on. >>
088How would we determine that we have enough interest? Would it be like >> if there's only 24 people, then I say no. Everybody gets >> Would it be essentially just a duplicate of this outline of the two students and like so if we had is that kind of what we think? >> Yeah, I would um I we'd have to look at it but I would you know I definitely you know >> we'll become association presidents in those. So, >> I would probably put two classified, two licensed um and then you know maybe another student or two more parents you have >> that's that's my more my opinion like not that I don't want them to have a say but only two parents and one community member feels could feel low but if where those associate
089uh the presidents are to me I'd like to see that as parents or community member slots if there's interest. I'm the same way. I think we need more parents and there more parents involved. >> Yeah. Because there's a lot of staff because association both are staff and then there's classified endless and those are staff as well. Basically that's four staff and that's over a third of the >> the group is staff >> and so I agree. >> Can you remind me of this is a panel. Is there a district leadership panel? There is not right now. So there is a the board is interviewing and then the screen. >> Yep. Now the other option you could do is you could make this more um I mean you could have it a totally different panel and
090it could even be your leadership team or something could do an inerson interview right before the final interview or the same day. It would still be kept pretty confidential anyway. Um, so you could take leadership out of this group, >> but there isn't any. >> So yeah, there's >> there's school base. >> My concern is being a small district, >> I I see Mike relying on the principal so heavily as implement. I feel like every principal needs to be included. And we have like Amy Aguero is technically a principal >> but runs a large program for us and does like the Jill of all trades role. And so there's key where I'm going is there's key leadership positions that I feel should have a say and are probably more qualified to judge the student center
091piece, the K through 12 vision piece than we would be. I would love to like I would propose adding another panel where we could move maybe the association presidents and then the lottery staff and the specific invite to that leadership team and then fill more community here. >> Yeah, I I'm sorry about that. Yeah, I think I would really want those principles to help us guide that when you did the focus groups and I say signing principal >> like that's a big miss if we don't have that, >> right? But so you already did the focus groups that included the teachers or like this staff, correct? >> Yes. Yes. So they've had an opportunity to >> say what they're looking for like the guidelines. >> They've been heard. >> Okay. >> That's different than judging
092the personality. I just want to make sure that we aren't missing what they want, what they need. >> Thank you. >> Yeah, that would be that's to me money well spent. >> Yeah, I think if we I think we should be open to two. I I'm not I want the community to be able to have a say. I'm totally on board with having a staff leadership. No problem. >> It's hard to judge if we should plan for two because what if we just don't have the >> I'm too >> the um and then we do two smaller ones. Well, I think or maybe >> Yeah. If you really are are set, you want your leaders to be a panel. I think it's important. >> Yeah. So, you're saying that's what I think I'm hearing you
093say is your leaders need to be their own panel. So, that's panel number one. >> And panel number two, we take off the leadership people. That's so that gives you two more spaces there. And you put in uh parents. >> Yeah. >> Two more parents. And we can put parents/ community >> because and then if we get if we get a hundred people I'll come back to you and say we got to do something else. But um >> well we're not going to fill I mean how many let's talk about how many we have on the first one. We'll have how many principles? We have three principles Amy >> there's a large readers >> or minus mean 10. So association >> you could add >> Could we add somebody else? >> You could add your
094city manager. >> Yeah, that would be one. >> Yeah. >> And is there other another um community member you might invite for that panel? >> Potentially. >> We could do that then it would open up to more stuff. >> Yeah, that would make more sense. >> That makes sense. >> Yeah. I I think before we I think the idea is where we want to go. I think we should probably see what that list is that you were talking about from the leadership and then make sure we're all on the same page. I think that's the idea of where we want to go. Does that sound fair? >> And I am totally comfortable with leadership deciding in a phone call if you need to add a second panel because what you're hearing is a big interest.
095I'm good with them making that decision. >> Okay. I actually >> But the decision today though is two panels because one is going to be leadership. >> So if it got so big, >> you you would open it up to Okay. >> Okay. That'd be awesome actually. Wouldn't it be awesome? >> Yeah. Would it be great? That's That would be the best case for awesomeness. >> I know. So you've given me direction to reshuffle this uh panel a little bit. Add a leadership panel. Um, and then we will begin in a week or two to actually solicit to see how many we have >> uh for people and then we'll um go from there and I'll worked with board leadership to finalize but then we'll send it out to you. >> Perfect. >> Um, are
096you guys okay not if as she gets the lottery and whatnot that we just slap the people and have that conversation or do you want us to bring it back? Okay. Okay. You're not supposed to do. >> Okay. Thank you very much. >> Yes. I have um one more thing I want to talk about. Sorry. No, is uh the schedule. >> Um the schedule. Two things. Sarah Cox, it was amazing. By the way, >> Sarah Cox. >> Yeah. Uh it was amazing. By the way, that's what the kids said. Um is wondering about the presentation of the slate is February 25th on Wednesday, right? And you're she's going to be on an airplane. Could can you do that? I can do the the night before Tuesday. >> I can do it. Can we do it
097then? I do that. >> You have to do it anyway. So, no matter what. >> No matter what. I don't know. >> I mean, tell me the date again when it's 20 uh 24th. >> Yeah, I can do >> I can do the fine. I'll just be >> I can do and if I can do the slate meeting and we can just do it via Zoom. I just want it's better if if we say yeah let's most people are on Zoom let's all be on Zoom or >> so it's up to you unless you guys feel differently I think we should do Zoom only because it's really hard when only one person is on >> it's hard to hear too >> is everyone okay with that >> yeah okay so what are the times for
098the 24th >> uh the 24th will be um I think you guys said you needed to be a six o'clock starting And it's really won't matter especially if they assume so. So you tell me whether that's so six is great with >> uh Tim. How do you feel? I know you have a drive. >> Not on Tuesday. I don't. >> Oh okay. So we hit the right day. >> I work from home on Tuesday. >> Perfect. So six work for everyone or do we want to go earlier? >> We can go earlier for me. >> Me too. We can start at like 5 or 5:30. >> But anyone >> Sarah, how do you feel about that? >> That's great. Okay. Okay. So, let's do that. >> Sweet. >> Don't tell us how warm it is.
099>> Yeah. Okay. So, February 24th, 5 to 5:30 or or 5:00. Is that what you said? >> Yeah. It won't be >> It won't be 30 minutes. >> Okay. And we're going to do that virtually. >> Yeah. Yes. >> Okay. And it is better when everyone's virtual if somebody has to be. Okay. And then um the finalist interviews um we were working around Sarah's work schedule and so we punked them later in the week because you know the kids were amazing. Um but um so it's totally up to you if you want to bump it to earlier because I think the 13th was going to be a bright event. >> Correct. >> Okay. March of March. >> The 12th and 13th. Yeah. 11, 12, 13th. So if you want to do 10, 11, 12, sorry,
100whatever, you just can't do the 13th. Is that No, she could originally that she wanted to do 8, 9, and 10, but I was going to be in Washington for a convention. Okay. >> And so I wasn't available. And so she thought it was important that we all be here. So we moved it to 10, 11 or 11, 12:13. >> Okay. >> But I'm not going to that convention now. So if 9 10 11 works better to avoid a Friday >> is what the orch 11 12 whatever we just it's totally up to you. I >> mean did you say you're still not here like you're not back or >> I'm not back >> when do you pre >> Oh so it just is what it got. >> So it is what it is. >>
101Oh it is what it is. I'm >> unless I decided to I won't pressure you on that, but um I don't particularly I mean I really like all of you, but I don't particularly want to hang out on a Friday night um together. So I'm fine with moving to 10, 11, 12 if you guys are. >> We're talking March, right? March 101. So be Tuesday, Wednesday, Thursday. >> The 11th is our regular board. >> I was going to ask I asked about that. How do you work around the regular board? >> Just logistics. I'm trying to figure that. So that would be >> cuz it's a standing meeting. That's the >> We can we can change our >> You can you just have to make sure you >> or do we do 9* 12? >>
102We do I can give any of those. >> I got Okay. So no Monday. >> What's the reality? You think that we're going to need all three days? Um what we >> I think you should plan for the third day even if it's just for deliberations. Gotcha. >> Um and that and deliberations could be a virtual only meeting. I've just seen boards that wanted to just sleep on it before they got to that final decision. I think we could get the interviews done in two. So this is my proposal. I think we go 10, 11, 12 and we move our board meeting either to the 4th. Well, we move it to the 18th because then we would know and we could have an executive session, right? >> Yeah. >> I think that would be better.
103>> Yeah. And if there's if you could have contracts negotiated by then, you can make an announcement. Yeah, I think that's what we should do. Unless you guys feel different. >> No, I agree. >> We should move our board meeting. >> Yeah. Okay. >> Did you get that? We're going to move our March board meeting to the 18th. >> And the interview schedules will be 101. >> Yeah. Yes. >> Okay. Anyone? Does that not work for anyone other than Debbie? But we will miss you. >> Yeah. And way more fun than it was picture. Are are and are you going to try to participate virtually? >> If I if I can, I would like to I mean like if is it available to me? I will be available to do it. I'm not going to
104be >> I will make myself available. >> Okay. So, we'll talk about what sort of setup we might have that could make it accessible. >> That would be wonderful. I like that very much. >> So, to make sure I'm not missing anything, there's nothing between now and February 24 and then March 10, 11, 12, 18. Okay. Then I got an open correct starting at 6 on 10 11:12. >> Yes, I think that's what you told me you needed to start at 600 because it will be in person. >> It's fine. >> Okay. >> Um >> Okay. Okay. I love it. >> Nice work. >> Thank you. We're nothing efficient. >> Awesome. >> Yeah. I love it. >> Awesome. And efficient. >> Okay. Thank you so much, Christie. Um, appreciate your leadership on that. Um, let's
105continue to move. We only have one item left on our agenda, and that's trustee reports. Mike, are you okay if I start down there with trusty notes? >> Yeah. Um, the let's see, I went to the uh cheerleading competition last Saturday, which I'm amazed at the difference in 20 or 30 years to wave those kids. They were really quite an athletic group. The gymnastics and stuff they did was some of them were unbelievable. I went to a landf um and u I got him over and he talked last time about uh checking in to see how we could get flight instruction into the school either late this year or next year. And so I got a meeting set up with Chad and I with the director of flight lane community for the 26th. >> Thanks.
106>> And it's a kind of hype. Here's what we've got. What do you guys have? What can we do to work together? You know, what's it going to take to get that? >> Uh I keep thinking about a young lady that got on a flight, one of our flights out of the local airport. Alaska Airlines came to her. They're gonna pay all her college if she signs off to fly for them for three years in Alaska. Then she'd do whatever she wants, but they'll pay the whole thing. >> So, we got that set up. And then I couldn't stand it. I talked to several kids about you have friends that are not in school here. What would it take to get them back? >> Yeah. >> And if I understand this right, it's about 11
107grand a kid if we could get them to come back to school. And I think as a as a school our size, I think we've probably got a little bit of flexibility to get the kids back. And there's several different things. A lot of it evolves around being able to go to jobs in the afternoon, work, go to school in the morning, seniors, and then work in the afternoon and either help them get jobs, which we can do, or they've got jobs already. But uh just with the kids I talked to and some parents, I think we could get 20 25 kids back next fall pretty easily. And any more than that, I don't know. But uh I guess I need a little more direction. I don't know where to go from here, but if
108we all got together and we wanted to do it, I don't think it would take much of the management from the school. I'd recommend going to the leadership class at the high school, the kids, and just say, "Hey, what do you think about this? Let's get going and and ask around and see what the, you know, what it would take to get these kids to come back." I think the kids would uh be the the biggest cog in the wheel on this thing. And I think they could do the job to get show, you know, at least find out what we'd have to change to get the kids to come back. and and talking to a few of them, I I think we'd have to consider going back to a 6 to8 class day instead
109of four classes. And I know there's a lot of, you know, issues both ways with that, good and bad. But those kids want to go to work and uh some of them have to, I guess, and some of them want jobs. So, we have to consider that. But uh it's up to you guys, you know, what we want to do. But I think we can get a, you know, 25 kids. I don't know what's that is short of 300 grand that we would have to start next year. I don't know how they pay it out. If the kids came back this year, I don't know what they would how they would pay that out or help us, you know, how we get money from the state. But I'm just thinking next fall 20 25 kids
110back, maybe even 30 if we push. I mean, if the kids really got serious and knock talk to their buddies, but it's up to you guys. You know, what what can we do? What do we want to do? >> What are you asking as to whether we would ask our leadership kids to go talk to kids that don't come to school here? >> Yeah. That's a place to start. I mean, it's it's going to be their friends, you know, and and I've talked to a few kids. >> I don't I don't think it is. The kiddos that are not coming here. I don't know if they're that connected. Are they? >> I think there's quite a few of them that are. I think it surprised you. >> It must surprise me. >> I haven't talked
111to anybody yet that isn't. >> So, but I haven't talked to a whole bunch of them either. I'm just all I'm saying is it's worth the effort to maybe ask a question or go to one of those senior class meetings, talk to the kids, and ask them what they think. Are they in the are the kids that you're thinking about approaching to come back are they in the online school? >> A little bit of everything online charter school uh private school >> but not necessarily culture breaks. >> Yeah. >> But just an idea I had, you know, listen the radio and Springfield's got about a bunch of schools. Eugene's already done it. Uh and I I don't understand why they don't try to, you know, what can we do to get the kids back? And
112I'm not saying make it real easy for them, but they're uh I think a lot of the kids I I learned it went through the strategic plan they're building. Those kids had some really good ideas. And I think it's the same kind of thing. Get them talking to their buddies. Hey, you know, we want you to come back to school. What would it take? You know, what the hours and maybe it won't work. Maybe we can't change the hours. I don't know, but I think it's worth looking at. But it's up. I mean, if we want to approach it, we can. If we don't want to and just drop it, but 25 kids and whatever we get per kid, I think that's going to be quite a bit of money that we have for next
113year that we don't have now. >> I really appreciate the effort. I have significant concerns about asking kids to like recruit and talk with other kids from confidentiality to asking them to be put in a position that they may not be comfortable with. Do they know like they would have to know? I don't think we can tell them here's the 10 kids that are in the online school. Go convince. Right? Like it would be up to their own networking and that feels really odd to me. Well, I wouldn't I wouldn't put any pressure on just say here's here we need some help and see what they say. >> I love asking for input on what the problem >> I think that's where the key is going to be is with those we have some kids
114that talk to their buddies or friends or girlfriends whatever that aren't school but like I say after you got to the group what we want to do. >> Yeah. >> Anyway, that's all I doing. I hope likely I think the idea is super cool and I appreciate that. I just don't know enough about how to make it happen >> and there's probably a lot of circumstances that go beyond what our kids should know about. So, one thing that we have done is we started the online school program and Amy has reached out to all the families who have um transferred to charters charter programs and some of the kids did talk about that, you know, they wanted more flexible flexibility in their day >> so that they could work in the afternoon and we provided
115that through the online program. And so that's that's an angle that we're trying to get at them to do that. And then that would be a re-entry step as far as coming back to school and working. So we we've been working at that for two about two months now. I think we we brought the online proposal to you about two months ago and so we're working down those lines and we can provide that for them. >> How many students have we enrolled since over the last couple months >> enrolled in schools >> in the online program? she uh 12 to date. >> Great. >> But they're not all from Some of them are from outside that weren't attending here. About half of them. The other half are students that have other circumstances where they needed
116to have that as an option. So, um some kind of a crisis that they're and that's how they're or I needed um and that's how they entered into there. we've opened it up to those kids that are out of the district. I think the thing too might just like like I don't know that we're going to be able to get considered juniors or seniors to come back but I think moving forward it's creating a culture and environment where they want to stay like between 8th and 9th and then 9th and 10th where they're just like okay no this fits really well and it fits with my schedule moving forward and I think that that's what they're doing by implementing these online pieces like by the time you know they're Malachi's age they're they're not coming
117back like it's halfway through the school year if they're gone we're probably not be able to retain them back. But I do think the changes that the admin have been making, I do think are creating a culture where the kids moving forward will keep our numbers and potentially have students be coming in from outside districts because we are creating such a positive culture and opportunities for our students in so many different ways with the new CTE building the fields um the events and again big big time I think K through 12 the culture and we heard that from those students that were here earlier. So, I don't know. I don't know how I don't know how I don't know that there's like an immediate like we can grab them back. This is just my opinion,
118but I do think moving forward that the trajectory and where we're headed is the right space to keep the ones that are here and potentially have an influx of people making this like a desirable district, I think. But it would be great for Mac. I just I just don't think that >> Well, I think I think you're totally right. the CTE with everything that's going to be there. I think it's going to really help. I think the flight I think we're going to get some kids from that want to be here for start county. >> So I think it's like a moving forward thing. It's a hard place to be right now to hear that there are that number of kids that have chosen other ways and I understand and the fact that that's coming
119from a place of caring I think brings a lot of value that you're like man I wish we have so much to offer them and I wish they were here and engaging it. But I do think it's just us moving forward in this forward thinking concept that our board is constantly discussing is where we're going to see success and that kind of moving forward. >> I mean that's that's the end goal, right? >> I do like the point that me made that these some of these kids need to work and I think it shouldn't be exclusive to the kids that you have to go to online school to work. So like they should still be able to be part of this environment. So making that work for them >> is something that would be of
120interest to me because I mean >> I when I was well we did work in the afternoon and that was something that people some people need to do but you still need that engagement with your peers which I think is important too. Yeah, I think I think those are conversations as we move forward to to think about how we are serving them. And as we are making massive changes, especially at the high school level, I feel that's really what we're talking about here because we're talking about working and those things. I think moving forward looking at having the CTE building and the opportunities that will come with that. It seems like it almost feels like to be inclusive in the CTE program, you're going to have to provide work opportunities, right? Isn't the whole point
121of care technical education and training is to get them those pieces. So I think naturally we're going to migrate to having those opportunities through a lot of the changes that we're making over there and so but I agree with that Ebie totally that it is important for them >> um have those opportunities. >> So if you do have names of kids or families that are indicating you they need a flexible schedule. This is one a starting place that they can get into is with the online school with everything work in see what it is we can go from there give in person because our vision is to have an opportunity for kids to if that's the case do online with us and and go to work or have a hybrid schedule where they're doing some
122courses online that they need for a university or something to get on track or recover from. and then the CTE program or or something of that nature. Um, but the online school program gives us a lot of flexibility to work with kids and parents. And I just think it's working its way out now that we have this program, but we can work the way in too if you're coming in contact with those families. >> So, we just have a route to ad that the drug blind I'm just curious, Mike. How many how many kids are we short at high school? I mean, how many what's the difference from the last couple years? Total kids. Well, that's something that we we're trying to resolve right now because our numbers of what we're reporting or what we're
123seeing reporting from us is not um consistent with the numbers that are being reported back from OBD. And so we're working on trying to get a a significant something that we can rely on significant data on the kids of the numbers that we actually have here. Kids that are on transfers from here to other places and then kids that are on transfers from other places to here. And as we go into the budget season and we are working on that as a with a deficit, every kid matters. >> Not only do they matter because we care, but we're trying to nail down this our our financial situation to the dollar. And if we bring kids in this year, we don't give we don't get state revenue for them this year. We don't see revenue for
124them until the following year. So we take them in but we know that we're serving them without any funding following them this year. So they don't do the state doesn't do anything then no until the following year because that's when they get the cap of ADM to give the first student funding to us out of the state budget. >> Okay. >> Amy, did you have something to add to that? >> Oh I just was going to say your question regards to referring families. you they can reach out to me. We have a form a link on our website to guide families through that. And so we're checking that regularly. And then the processes we do meet with them with the building admin and the counselors at the respective building to go through that person schedule.
125So it's parttime etc. that try to use a team approach. >> So we can add them to the link. Would that be a better way? Either way, I just wanted to offer that might be easier than my email, but it takes goes to the same person. >> Chanel, you were talking or we were talking, the three of us were talking about numbers at the high school today and we came up at throw those numbers back out here. >> We're like 335 at the high school currently. >> And we've seen a number I've seen a number in here at 360 in the past. Have you seen Ireland 360? Have you seen 380? 380 is in my head, but I don't know if we ever really saw that. >> Yeah, I think I've seen a 365. >>
126365 high school >> and that was seas. So that was actual kids here and so we're down and we've been trending that way. Um, but the classes moving up are smaller than they the grade levels moving up are smaller than they used to be too. And so we'll take that all into consideration and we're forecasting our student count for next year and um and try to, you know, level out with our staffing and all resources with with revenue that we have coming in. You know, Mike and Debbie both brought up an interesting point around working. And I feel like I used to know what our program was around allowing kids to work >> and how that worked. And I can say I just don't really know. I just don't know enough kids to do it
127now to know do we still have that program? >> They can get credits for works for work. >> And if they have enough credits in their junior year, they can start working their junior year. >> Okay. >> And get credits for working. They verify the discussion. Can >> I ask a student in the room the question around that? Did you know that you could get credit for working versus having a free period? >> Should not know that. >> Asking for a friend. >> Mom doesn't want to know. A friend wants to know. >> Daddy, what have you done in the last month? Let's keep this going. I'll be fast. I proceed. >> I didn't do anything. >> Okay. >> There Sarah. downstairs list. I know. >> I I had to write it down cuz I
128always forget something. Um I went to the basketball game. I worked concessions for the football team. I've gone to all the wrestling meets and I'm going to the one on the 16th and whatever those days are. Um LOL last week, bless their hearts, sent Cardwell a message and he goes, "Hey, our our LOL moms want to challenge your Creswell moms to a tugof-war." That's a great idea. >> Think they are. >> Ready to compete. I'm telling you. >> I could have been a mom. Give me >> Well, okay. Well, I mean, that's good to know. And um >> I like how you were like, "Oh my god, we're all like when so like that date he posted on Sports You and he's like, "Sarah Cox, you're our team captain." I was like, "Okay." There literally
129were six moms that were there. The little moms had a little bit more I will recruit better next time. I will recruit better on your team. >> What? >> You got 15 on your team? >> No, I had myself. I had Paige Ledgerwood's tiny mom, Alicia. >> She is tough. Um, Andrea. Oh, what's her mom? >> Oh, >> Andrea. Okay, so Andrea, >> Christy Krueger, myself. >> Um, Fabiola Archbeck. >> Yeah. >> And Emily Russell, >> you need some help. >> I love all those women, but different anchors. Anyways, it's true. >> We need to get a training program going. >> Maybe now you need to start challenging other people. Like you need to get a group of people. You're the challenger. >> There's a home. There's a home. Noted. >> You guys all need
130>> January 28th. I expect you to be >> We can take it up to the highest level. Challenge with their school boards. >> Oh yeah. Oh, you're totally going to win that. I'm sorry. >> So good. Oh boy. Anyways, they won the first one, we won the second, they won the third, and they are the mother tugger champions. >> That's super cute. >> But it was it was a really cool night to be there. They dedicated their wrestling room to um Coach Billy >> and it was cool to see Coach Carwell and Coach Thurman on the state champion like the on part of the slideshow. Our wrestling team has great coaching. There is >> um and then I had a very unique um one-on-one with Christie. >> It was really early in Oregon and it
131was most of the time in Mexico. >> Oh gosh. >> Your board didn't. And I said go for it. >> It was orange juice. >> We met early. We met really early because Marilyn said, "You have to get it done." And I said, "Okay, >> yeah." >> So, I did. >> Perfect. Good job. >> Um, that was it. But I'm going to meet you guys on the 28th. >> Yeah. Remind us. I won't remember. But that makes sense. I'm going to carve and find out who we're dueling. >> Okay. In the morning, we're going to meet out. >> There is strategy to it. >> They just when he told me that, I can't tell you how many YouTube videos I went and watched on how to tugle. Didn't help. You >> got to have the
132anchor in your back. Right. Right. But I didn't know if they were going to have us do it on the mats or on the gym floor. >> You didn't do it enough mats, did you? >> No. But I did bring grippy socks just in case. >> Yeah. I feel like mine. >> Yeah. Okay. Lacy, did you have a tugof-war? No. Nothing that could compete with that. I did attend another one of Val Hoy's virtual town halls just to check in. No education stuff is happening at the federal level that is matching. I submitted a couple questions. she didn't pick them up. I think in large part because I don't think there's there's much conversation making the headlines that competes with everything else. So trying to track that. Great. >> Thank you for staying on that.
133>> Absolutely. >> Mr. Rogers, I met Christie at dinner leadership. I went to a basketball game for a hot second. I was on a walk. Ah, that's it. Okay. Um, I also went to leadership. Uh, I had my one-on-one with Christie and I've had a couple calls and we've had a couple touch bases. I did host a little basketball watch party at my house on Saturday. Um, so that was fun. And we've started softball open gyms participating in that. And that is it. >> Do we need a policy accounting meeting soon? >> Well, I don't think so. Why? >> Okay. We double check. I don't remember. >> I we checked in before winter break and we're I did say we were gonna have a policy. >> Do we need a policy committee? >> No, because
134we we were caught up. >> Okay. >> Oh, and we're very efficient. Okay, great. So, with that, I will let us be adjourned and I will see you guys in February.