June 18, 2024 Board Work Session

001good evening and welcome to the G and Bara Board of Education regular board work session on Tuesday June 18 at 6m we are located in the center for advanced learning as well as all of our meetings held by governing body of a public body excluding executive sessions are available online and a zoom link is available on our website for that at this point if you haven't seen that yet but for future meetings they are available um call to order roll we have an attendance tonight myself the chair online uh Kathy keatley Blake Peterson is absent tonight David litic is in attendance paully Wan Dr Myra Gomez and Dr Shan Barns and James Hugh superintendent so having a quorum our next item of business is to approve the meeting agenda is there a motion to approve

002the agenda I move I move to approve the agenda as i s so been moved by David St David seconded by Myra to approve the meeting agenda as presented is there any questions or discussion about the agenda see none all those in favor I see Kathy raise her hand so that would be an ey for Kathy as well so we have a meeting agenda our first item is a policy review of first reading and Mr thank you chair uh I'll take back of January before I start this there was a little weather event uh that changed a few things for us and these were on the work session then and they never got re they never got put on to the February session they just kind of dropped off so the policy subcommittee have met

003to consider these they met I believe in December or January and um for policy gcbda GD BDA Family Medical Le we discussed that we needed to continue to follow the law and the changes reflect the law uh some of the Cross outs are now footnotes uh as I looked at earlier this evening and the committee suggested including the brackets of superintendent or designate this policy was going to move forward to the January 17th and now is moving forward to this work I remind myself I I couldn't even remember when he told me that I had to go back so basically this is just to get into the legal changes that we that the state wants to be made and it's a lot of clean up language and reorganization and restating so yeah when I was

004reading it earlier I just popped in my head is pmla not is pmf not part of this I believe it's referenced in uh the next policy we're going to talk about okay yes so so the first one is just the family medic a lot of language and it is in here it's a there we go here it's generally District EMP so it's it goes by many different names but I think it's probably technically p pmla is the yes well it's also p l which is what our policy so that one of that question if you go down uh director Le look to Paid Family Medical Leave insurance yes so both of these policies were reviewed by the committee we suggested moving for they weren't substantive they reflected the law there wasn't a lot of debate

005what lot at all about languaging wording or questions so my recommendation we to move it to the business meeting in September oh no excuse me Jan or July I'll get my year straight July is the next month after J July business meeting and so the sorry missed um the sample one the gcbd version one this is a new one for because it it's it's a sample policy yes it is new Paid Family Medical Leave insurance and that's part of the first one correct I would suggest uh taking off the highly recommend verbage up front and then the version one to make sure it looks an actual policy oh I think we will just we'll put it on our letter Y that'll all be cleaned up okay all right so those will come back to us

006at the July yes yes okay and Kathy I don't know if you had any questions about it I don't see any um she's shaking the okay good perfect thank you I'm have somebody else keep scre all right so next up uh sorry um is the leadership contracts and this is Mr Hugh thank you chair um all leadership contracts uh with the district must be approved uh by the school board in order it for it to be drawn for payment which includes the provision of Labor performed by employees of the district in addition uh board policy GB General Personnel policies provide that employment contracts of candidates to fill license and contracted positions will be approved by the board upon the superintendent's recommendation employment contracts for the deputy superintendent the assistant superintendent are negotiated annually by the

007superintendent and the individual employees these negotiations are independent of the collective bargaining process in place for the district's employee associations so these employment agreements have been negotiated by myself with uh three different individuals um Deputy superintendent uh Tracy Clinger assistant superintendent Angela Freeman and chief of operations John Cook as well as the chair and vice chair have negotiated with me my uh 20 2425 uh amendment to my contract so happy to answer any questions any changes since the last no so it is an action item and a motion to approve to be required move to approve the leadership contracts for the superintendent Deputy superintendent and assistant oh I forgot really good coming it's been mve by my do we have a second second then seconded by Shan to approve sorry to approve the leadership contract

008with the superintendent uh James Hugh chief of operations John Cook Deputy superintendent Tracy Clinger and assistant superintendent Angela Freeman uh any further discussion see none all those in favor I I okay all right next up is this andela doing this one now yes and a support with a little support but this is pretty sorry um we had the opportunity to interview and uh the process for three new administrators in the district um one of which is the new deput director of K12 school uh and Facilities or operations and the second is the new principle ofal School and the third is the program director student Sports student Sports um did you have some background to read about each or do you want me to talk I was just going to introduce our new director for K12

009after you okay perfect so um Sarah deoy is our new director of K 12 school she comes from Oregon City well I think oh she's here introduce her but she's not here that lot Amanda Jones is she she is and Amanda Jones is actually a current employee with us and we hadity to talk with her um an amazing educator who's been working with um our students for feel like the last couple of years in five years um and was obviously the right the choice for the job and andhera is currently an employee as well she is the Behavior TOA at Hall Elementary School and has been this for one year previously comes from the black school district where she was principle at a d school for five plus years and is very passionate about um

010dual language immersion which is going to be critical for us at the recr middle school as we move students into the DI program into so they're super excited about all I'll let the board take action and the board approves the The Hires then I will be happy to introd it item and the three people that are listed are listed as um packages new hires for 20242 and it was Sarah boy Amanda Jones and Andel discussion or uh let's make the motion unless you have a question relating to it otherwise have discuss question Rel okay all right go ahead so I'm sure everybody's absolutely amazing and qualified for these but when I when I actually asked Sarah something earlier today if we're going to vote on a contract but we don't we don't know these people

011right so we don't see a resume we don't see their history we we hear what you guys are saying is that part of yes so what I what I will say is that um the board approves the recommendations from the superintendent which we go through a very detailed process from in um we start with uh cabinet interview oftentimes where cabinet is asking questions of these folks prior to that we screen all the applicants and check and make sure that folks are meet the minimum qualifications um we have the cabinet interview where there's at least four to eight folks depending on who can be available including myself and John um after that it's little down to a community interview where parents and staff and um their colleagues are all invited to participate into that process um

012when it's a principal or a building administrator we put in place to send out surveys to our parents and our staff Community to generate questions from our parents and um for the last since I've been here the last couple of years for our bu administrators we've um strictly used the parent and Community questions for the administrator that's sitting there so that they voice um for and anhelas um because we were fortunate to be able to hire before kids left we were able to do a building um tour where kids got to leave the final two candidates around and get a buing tour and those candidates also sat with the entire staff and um just feel questions from the staff were able to create questions for the staff what they wondered after their tour um and

013answered some more questions from that staff generated questions and after that they go to the process that final uh the final candidates um go to an interview with James John myself and Tracy the elt where it's more of a informal formal conversation to ensure that the candidate is not only getting by us but to make sure that they have any questions that they might have that we can answer for them we want to make sure it's a right bit on both sides um and then our superintendent makes the final decision and then brings it to you by oring law the board hires called license staff members so any of our teachers and Eng who has a teaching license and or an administrative license so those are the ones that you know during our business meetings

014you usually uh through our consent agenda that board the board actually approves those um of course you know we've had some hirings since that time and so that's why we brought this for not necessarily part of the board business meetings but this is a work session but we you know the position starts July 1st get but that's generally the process and of course with human resource and with our hiring managers they verify all of the references and so we have a computer program that we can go in and I can take a look at you know this person or that person and the different recommendations that come forward and if it's from let's say a district that we know we can also you know P calls and gather information in that way but we have

015a whole packet of application packet with recommendations and information so there's quite a bit there unfortunately though that when you get it it's you're basically approving my recommendations for yeah but I think knowing the process now that recommendation so thank you okay so if there's no further clarifying questions we do still need a motion to accept these three for positions that they've I move to approve the list of administrator new hires for 2425 second move by Myra seconded by David to approve the list of administrative new hires for 2024 2025 as recommended for PR any further discussion you yeah my only question was um is this for the U program director is this a a fill of somebody leaving or is it a new position a program director that got a director position in Pascal

016Washington and you actually met her um so she was only here a short uh time but that is filling a position that we have okay so good all right any other questions about the motion all right see none all those in favor I and Kathy has hand up so any opposed pass thank you I think it's important to note these are all positions that are they're not new chair yes could I um introduce our was hired to the team gbsd family of Administrators so Dr s The Boy comes to us from the Oregon City School District where she is currently serving as assistant superintendent and doing quite a bit of business and um he has chosen to join team gbsd and our administrative colleagues um she has quite a bit of experience as an elementary

017and middle school principal um she's been in education for over two decades a and she is um very qualified to support principles and to fill a similar role that Mr Schmid had done this last year for the district um but she's excited to come to verion Barlo it's a little bit bigger than Oregon City she supervises principles there uh we have a few more than 11 uh here in the district but um anyway it's my pleasure to welcome Dr s the boy to the B Mor School District and she is here with a significant other you want to introduce your sure plus one your yeah this is as of about a week my new husband well not only did she interview with us she actually got married over the weekend have a brownie as have

018a brown on way but I normally we would do this at the board business meeting but because we had done the board business meeting already I really do like to have our newest administrators come and meet you as a board certainly she is going to hit the ground running starting July 1 but she's very excited to be part of the district and you know we're looking forward to have thank you so much you are welcome to stay as long as you want and you're welcome to slide out our next uh item my be some interest to you um it is to me for sure U mhood Community College um discussion with the board about uh potential Bond and are we going to have them come up front and I recognize want to sit here so

019you can see it I'll Stand wh you want said SC whoever well this is getting loaded um first of all thank you all for giving us some time tonight um we are embarking on an important conversation and we want to make sure we're getting up to the community conversations um I'm Lisa scari president of M Community College of position since 2018 and I'm Jordan I am M I'm Vice chair of the Board of Education and I'm Dana Stout I am in my first year at Mountain Hood Board of Education sorry had get share so um we appreciate the opportunity to meet with all of you and to share our plans to prepare and reinvest in Mountain hood and also connect as fellow Educators um people who care about education the college is considering placing a

020bond on the November ballot of this year um and right now we're in the process of sharing our proposal around the community as Dr scar mentioned earlier both internally and externally working to get feedback to see if this project would meet community's needs but before we get into that let me turn it over to Lea to share a little bit more about Mount Hood so as you know Mount Hood has been in existence almost 60 years now um and we've been serving residents during that time at three now um over our district we have about a thousand employees up those three locations um and also many spots like Head Starts um throughout East County most people don't realize that we serve more than just Mom County um so we have a 950 square mile District

021that runs um on 82nd street to the West Parkland um up along the River casc locks Government Camp and then down through clus County to capture City of boring Sandy parts of Damascus and a little slip we have a full range of programs we like to say we started Earth with our Early Head Start program um we have 21 sites in East Mona County um as you know we do dual credit offerings with our school districts great partnership with he there offering your high school students college credit for classes and for adults we do a full range of credit non-credit degree in certificate programs in addition to adult basic education gbb and English as a second next year we are excited we are launching our first bachelor's degree in cyber security it'll be the first

022one in this area um at a community college and we're only one of three in the state that's been approved to be up so we'll have that first graduating class of 2026 and something most folks don't realize we also serve over 6,000 apprentices and 21 differentes now a few of our accomplishments um last year we were voted the number four Community College in the country for the highest quality education at the most important I attribute that affordability to the board who every year when I read budget they say can we get the tuition a little bit more um and most years I'm able to do but it's something we're proud of um give a not to Clackamus they were also in the top 10 but they seven comp or anything um we've served over a

023million students in our time here in East County and something I think is also important we have an annual impact for about $423 million and that's both of the goods and services we purchase um this wages being provide we have contact our students last year we served about 18,500 students a little over a third of them are students of color and our Hispanic students are our largest by population coming in at 21% we are an emerging Hispanic serving institution so we hope within the next four years to actually most of our students are parttime our Medan age is 2 now something I think is interesting I pulled numbers um this was as mid April so the numbers may have changed a little bit but if you look at it we average 475 dual credit students

024a year so those are students in your high school that are receiving College in addition we have 1,150 students that are on campus that actually have crushi and Barlo on their transcrip so and that's been average for the last five years so technically on average we've been serving about 16,27 students from R Barlo so something very significant um and something wor I know that um you are all familiar with why educational entities go out for bonds you've had to do it also um community colleges are not similar or are similar to school districts in that our residents provide our Capital funding not the state like a university and so we're exploring the possible November ballot this is critically important for us because for Mountain hood Community College we haven't had a bond pass in 50

025years in the very beginning when um Mountain Hood was built around 60 years ago you spent $12 million so now it's time to protect the $12 million initial investment we put in and this is part of that process we really need the win um our College facility staff have done an excellent job using the resources wisely that we do get and preserving the taxpayers initial investment so to inform our bond we have done a lot of research and we still are and collecting data this the phase we're in right now is going out to the community like we're here to tonight and uh and uh getting your input um So based on our strategic plan and our academic plan enrollment plan the college developed a fiveyear comprehensive facility plan so all of the proposed projects

026that you see that will come up uh that we are planning to put in the bond are right out of our facilities plan so our projects and needs in those plans uh total more than 200 uh million so we then formed a bond development committee which was a group of community members employees students and board members um so over a series of meetings and you will recognize one of those names up there uh so over a series of meetings the last being a builda bond exercise uh they prioritized and refine the list of projects that you will see in the in the bond um we took that list we did polling and um to see how the projects resonated with the entire community so using that information we categorize the projects into uh three themes

027and you will see again up there um the names of the people that were on our bond development work group and um of course James was there with us and we appreciate you doing that and giving your time because it was a series of a few meetings um but the input was so important and if you want to say anything change you can we'll pass on a very good process and we were able to similar to our own experience prior to 2016 a lot of community a lot of stakeholder involved in a lot of moving parts and pieces around to look at themes that thank you uh so the bond will positively impact our community and the themes around uh our project our prepare invest and connect so the bond will prepare our students for

028Success Through safe and modernized classrooms to meet the needs of education and the workforce today it will invest in facilities improvements that repair and maintain our current assets we are not looking to build anything new we have the ability to repurpose uh some of our existing space within our uh buildings within our facilities right now and it will certainly connect us with our community um including our swimming pool which every the community loves and uh so to do this we propos a $131 million Bond so I'll dig a little bit into the projects just to give you an idea so the for the workforce one of our investments is to establish a multi-disciplinary Health Care Learning lab um we have a number of Health Care programs including Respiratory Care Nursing medical assisting surgical tech prob

029for getting a few and the idea is is right when they go out and work they don't just work right they don't just work and so we want to create that more like environment so the different students will be working um with each other in their own areas but um trying to simulate with the experience in the the um to support that we desperately need to modernize our Labs shared this last time James did a tour with us and walked into our chemistry lab and kind of me a look I'm like I know we're working on it really um trying to get those modernizes and then it's also about the safety of our students we currently have no ability to lock down our facility um when we do our active shooter drills somebody regally has

030to go up to the door take an alage turn it in the doors um and keeping up at night so that's a priority for us as is Siz and pressure fitting for facilities and then also in investing in our assets this we'll be renovating and upgrading Le spaces both formal and informal um will'll also replace updated equipment um help us to become more energy efficient and we have been first approval um to receive an $8 million match from the states we just need to have that get pushed through the legislative sessions here but that's another highlight that we can extend is depend on bond or depend on 8 million match of non-state dollars okay so that was what question and then the last area is connecting um our athletic facilities and our pool are widely

031by the community um and it's it's a center for recreation but it also is an economic driver the outdoor pool hosts a number of competition and events that brings a lot of individuals outside of our district in here to shop and eat stay um and the Chamber a couple year years ago did an estim that it brought in about2 million dollars a year 40 people Junior Olympic qualifying tournament there four days and so want to cover that outdoor tool which would allow us to use a year round so not just um also some additional improvements for Access so 8 compliance it around everyone will have access to all of our spaces so what will our bond measure cost uh so because our district is so large [Laughter] well because our district is so large we

032are able to spread the cost out which is a plus so $31 million loan will cost the average uh house in our district $5 a month or as you can see it's 25 cents for thousand um M we believe that the small investment in the future of mhcc will provide significant dividends to our residents of our district to our students certainly and remember we offer quality affordable education close to home for our students um and as well the construction of these projects uh as I'm sure you saw with your bond will bring significant dollars to the area um having so as we said in the beginning right now we're still in the community input phase um once we get all the feedback and ping uh we will then decide as a board and vote on

033if we're going to put this Bond on the ballot this fall um once the board does approve the bond package the campaign to pass it then begins so we would love to hear what you think um of all the the presentation that you've heard um board will be considering this in June um so your feedback is really important to us to ju the 18 our next meeting um sorry about that I've got a few questions thank and I think this is probably I should say this is coming from the Community member standpoint of me not the sure Schoolboard um you guys have had some bad press year or two ago for shutting down several programs and it appears from a community St standpoint you guys are a life support so why should I approve a

034bond when it appears the community col um that's a good question we're not on life support um I well yes we needed to do some cost cutting measures back in 2019 2020 because we were on a trajectory that if we didn't do something then we would be in a very difficult place here and like I mentioned earlier with the board we try to keep to because we know that that's critical for this community um but I would say we still serve 18,000 students we just approved a budget that's $200 million um we are are always mindful because we don't want to we want to be able to classes running programs that are small become cost effect or less cost effective so it's I realize it's tough especially when a program that is loved faculty and

035students that gr that it's a difficult choice to make but we also have to be responsive to the market and when we saw smaller students we needed to and I'll speak to that too because the board when we hired Lisa that was uh in our that was a a criteria of the hire to have a balanced budget and we had reached a point where we were looking at having to increase tuition for our students I think it was at about $8 a credit hour and that was only half of the def some it has to come the other half has to come so the board said no not to to $8 no that's too much for our students we need to take a look at what we at what we are doing and um So

036Lisa LED our effort there and uh we uh we looked at our Pro we we went through an academic revitalization that's called and we looked at all of everything on campus where are the efficiencies with so that we can address our budget um and also provide for student so part of what you're talking about and we actually the classes that are went away in that process were phased out anybody that was in the program was able to finish the program and a lot and some of it was just basic economics if it was costing us more to have a program than we were bringing in if it was something that brought in some money if there was a low number of students in a class how could we and we actually were able to combine

037uh some classes uh so that we didn't have um you know two classes where we could have one would address doing but um that was a directive of the uh and had we not done that and rightsize things as Lisa said we would have been I um and we're not and um so um so and we're able to keep the tuition reasonable for our students and and run the college and and keep it sustainable so we just had graduation we had 900 graduates well they weren't all there but we but a good number of them were and um you know outstanding students and um the classes that we offer at the college our um Workforce based classes our uh graduates come out and are ready to go into that Workforce and so part of the

038bond is we want to be able to update the facilities and the equipment and so forth that our students use so they're even more them to get M Community College to go into okay yeah I mean I'm just saying that's the perception out there so you might want to get out ahead of it yes that was sort of something along the same lines I was think I think I probably have maybe as much history with not good as some others in this room um everyone in my family has benefited one way or another from up Community College whether it was two years that then went on to a four-year College um change of job that allowed retraining to be able to get another job doing other Mountain community colleges in there I would say and

039I'm I'm pleased I'm going back to look at your U uh Bond development workou and you've got some very positive strong people here that's a good move to make um but as as direct baren said um mood needs to in my view up their their publicity G um because I don't think people really recognize what M Cs and I see a lot more advertising basically from other community polies I know what they do I wasn't sure about and I live right in the backyard so I think that's going to be very key to getting people to understand why the bond and why it's necessary and what's still going well what are the things that are still happening that it's not all about credit recovery which is extremely important but it's also that job training it's

040that moving on to getting your less expensive credits that then transferred to so you don't have to payment a for year college um and just making that really shoing um I think that's something that is going make a Break um the 25 cents won't do it it would be the perception that that 25 cents isn't going to go and and I say that in the most kind way because I want it to pass I want to be successful you can't go another 10 years without getting this done 50 years is a little bit long um but I recognized that various times when you wanted to go out it wasn't the T so um can I ask a followup I'm curious where where do you hear about other community what are the places that we're specifically

041missing on targeting I see TV commcial uh TV commercials I get TV I get Internet ads YouTube I see um YouTube things that kids and and professors do I see on the side of Tri buses sure and it and it gives a Pleasant View of what you can do um and then I get other because I'm involved in a lot more I'm on the osba board as well so I'm involved in a lot more education Realm and I hear about what's going on at Community College just up and um and hearing even more about the better what seems to be better partnership between tryment and the other community colge where I think kids don't know kids not kids students they're getting older and older I've gone back and done things but I could improve what

042I was doing um but tryment has changed some of what they do um in order to get students to M whether it's whether or not they're still in high school or whether or not they're in one of our neighborhoods but that's heavily advertised for what they're also doing for the other college so but seeing it in that social media room and seeing it more than just it's not print media anymore right um it's not newspaper it's not it's not I get a lot of print media actually at home I a lot of print media but I don't you have kids um summer coming of college age yeah too soon tomorrow um yeah next year um one more year so I get a lot of print but yeah I don't if I'm thinking about it I

043don't see it in those other areas um I also don't know how much students hear about the opportunities that they could have as as students to partner with M Hood um and maybe that's because my kids aren't interested so they don't come home and tell me that's very real possibility but likely I have two in high school that's more com that's more likely with one than the other so I would be thinking I'd hear something about it um and then I guess my other comment as a community member or way that I think that you could really strongly influence the passage of a bond would be to invite Community onto the camp I think um I mean I I was I basically lived in mood for Thursday to Sunday this week at the pool yep

044um I'm at the pool my family is there right now actually um so we're there a lot but you guys have huge Athletic Facility that doesn't get used to its capacity at all I mean the gym the tennis courts the track the softball the baseball the soccer fields the the pond that like all the way down to Troutdale Road which is just overgrown grass you I mean it's maintained to some degree but such a nice piece of property and our community doesn't have that anywhere else like our schools have it but they all have programs that fill the time and so I think if there was a partnership there to use that space more with the community where the community would be on campus and seeing the great things or seeing the Billboards that show

045what's there or you know as they're driving through it becomes a more familiar place I think I think personally that would be huge for a bond passage I do think Community aspect is huge like I remember because I grew up in this community I grew up in area I went to basketball games as a kid at the gym but I see no I mean I don't even know if you guys operate anymore the other thing you know speaking like all the unused Fields like the baseball field we're we're just turfing our our uh Varsity Fields it'd be great if that one was T so we could hopefully you know host tournaments get people from around different Community get the gra back yeah you know because the current feels old and so we could maybe have

046some of those dollars go toward improving other facilities would be you know to make it more Community oriented it would be great the other so that was my second was like pushing for them upgrading more than just but the other thing was um we might want to put a disclaimer on the quarter a day because him and I were confused because the average house around here is worth about $500,000 which would be $10 a day but then we looked up the tax assess value it's more like 310 but you might want to put a little like Aster like average assess because you're GNA get a lot of people like that that's not true it's only a quarter a month or what or you know5 month unintentionally Miss yeah I think that was one of the

047things we when we were talking because most people don't know what CEST is they get confused so we were like okay let's pull it down to where cost but yeah so as a mood Dropout which I had two classes there that have greatly gotten new will it fix the broken concrete steps which one I don't know if it's like targeting that or not but man that's I do visit Mountain because we do the Stak Pride there you know I'm there for various other things but when I do go down there to post jobs or on the board and stuff it's like there's a hole in the step there's a hole in the step is that going to be addressed this if that's part of the the asset preservation um and we actually if anyone's interested

048to have the detailed list of every single project and what the cost is part of this will be you'll remember seeing that the total cost was 21 million um through the work of the fund development work group right kind of the settling on the5 dollar was would be accessible so part of it will be we can't do everything but it's also scalable so we're also looking at State match right that'll bring in another 8 million what are other ways we can also leverage this to bring I'd also suggest because guts G Fresh United for safety and they just passed the their first time around it wasn't that great the second time around just kind of like we were saying down here the advertising for that and then the thank you to the community afterwards um

049I would strongly if you haven't already get with some of those people from G I think Mike was on there right yeah and find know what that strategy was for the second time around and then my other question would be is do you think putting this up for September since cus just passed everybody's looking at that grab right now is it the right timing that's the million dollar question we're doing another round of polling next week um so depending on what those roots all like will that be consider um it's general elections generally tend to also bring out people of education and when we look back um to the 2002 we didn't pass fortunately it was super majorities that's why it didn't we have we're we have a consult the other thing we're trying to

050be mindful to is yes gression just went out but there'll be other things on the B so if we wait we have more competition and also the jurisdiction is just so much larger for mood than than just the city of you know so a portion of of folks will have the safe but there there's still a lot of other folks to time check Che I I do just to kind of piggy back something you said um about the list of all the things that you have I think that's an opportunity that that will be done with this money I think that that's an opportunity to connect the community to the school the more the more detailed you can be about what's going to be done with the money the higher percentage that are going to

051connect to that and then just my own personal small disclaimer the pool facility people are really excited about that being covered because we might have a little bit of rain in Oregon um my my only caution would be to not limit or be careful how much you limit the capacity for seating because I think that would turn people away from actually using the facility which then obviously doesn't create the intended purpose and that's one of the from the architectural structure we do have size limitations for the time um but trying to be mindful especially well because that's when water state tournament and the swim State meat would both be in the wi time so if you if it limits it so much that you can't host then you won't bring in that money with those

052state tournaments because the capacity won't The Spectators so just something to look at Mar and then we'll R yeah I'm wondering how you're bringing in student in in your design the Development Group only mentions one student and you said you have over 18,000 so are they being part of other areas of the development plan yes students were involved in development of our comprehensive facility plan so like all the work that went up to bringing this shorter leop work group looked at um and actually a lot of their input was over that's why you see come studying they called them but it's spes for students to study side of class um or had a town hall meeting with the students and what was their the B so there was to yeah basic needs in the equ

053center yeah so we did did that and then um you mentioned that you're working towards being a Hispanic serving Institute does your do your faculty and staff reflect the student population or is that something you're working towards on it our students I will say too when we've been going up into the community to meet with you know we're going to the events to talk to people on and we have students and they're amazing and so um they're going with those students also attend board meetings on a regular basis the lead the leadership gives us their report on what they're doing and uh we participate as much in their activities as we can but yes the students Student Success is number one priority I would mention that you are I know parents are the ones paying

054paying for tuition or some parents pay for tuition but student voice has more power for me because it's they're the ones there right Dr Gomez also I would just say in terms of matching the the demographics of students been reflected in St as part of the Strategic plan and something that we're tracking okay thank you I'm sure we'll more from you later ESP as the language gets a little bit closer on what it is that you're going to ask for and the board will vote midly whether to go forward then thank youate take a quick break while we can transition e e e John back be nice he needs to sit over thank you we are back um our next uh agenda item is the hent r Human Resources audit and this has Dr Angela

055Freeman as our presenter we have two things on here the uh Human Resources culture report and the resources Equity audit presentation thank you and I appreciate you all I have jber James what's that I I have uh Deborah James with me who has been working um part of part-time to help what human resources from the Department she your half time and and still me out um one of the projects that she's taken on this year is to help us revise the Hing handbook and you mentioned a little bit earlier which I was excited to have the question about what's the process for how we um we hire and um we are we look at our old man of what you talk about a little bit in the air it hadn't been revised since 2012 I

056think so there were a lot of things and items in there that were simply outdated and some possibly illegal you know questions and policies that have changed so it was perfect timing to be able to hire an outside organization to help us look at a few things how do we diversify the workforce we I'm not could talk about that a little bit to better reflect the students and the community that we serve um as well as hiring right the first time you know as much as we can do which means we we have to put more effort and um time and resources into the hiring process um because we know that we don't fire well we pay for it literally um in the end so um we hired educationquest to my reading I can do

057it and so the purpose of the audit the like I talked about it was updated in 2012 lot of the practices were no longer relevant or used um with the use of the 4030 funds that we we received um a couple of years ago we contracted with educationquest to review our current practices um the audit explored the hiring handbook and practices as well as the current culture and climate of the gpst workforce so when you think about recruitment and retention or you think about hiring follow that employee from the moment that they're hired to the moment that they are not with a um any longer whether they are germinated or retire or just find other opportunities how do we make that experience um uh the best for that that person so those are the things

058that that we looked at and some of the things that you will see it might be the next slide but let's talk about the importance of a diverse Workforce do you do you want to read that I'm taking it up for me go ahead well I can read it to you for sure but it this is a theme that came out very consistently in the report and I think you guys have access to the back but this is a paragraph that really stood out to us um and I'll read it to you even though I know you're all capable of doing that a diverse educator Workforce that reflects the diversity of Oregon students and communities is essential to a high quality education system students are more likely to experience a sense of longing and connection

059when Educators and staff members share their racial ethnic cultural and other backgrounds this increased sense of belonging supports the development of important social and emotional learning skills improved academic learning better student engagement in fewer disciplinary issues a diverse student or diverse educator Workforce Fosters a variety of perspectives lived experiences and approaches to teaching and building a learning environment that welcomes and supports each student diverse Educators can contribute to a deeper understanding of the cultural nuances of their students and emphasize the value the diversity and staff and students strength every so we pulled this out again specifically because this is the theme that runs throughout the report and um is uh basic tenant of the work we did moving forward to start to revise him so how do we how do we um measure um so

060we have a larger disparity in terms of our students of color the teachers of color compared to the state that we have 12% of our staff ing Barlo ID identify as teachers of color well 50% of our students identify and the state it's about 40% to 15% so you can see we have some work to do in this area so it was um it was known already that this was true but it was nice for this report to kind of point it out to us and emphasize what we we were already working on does this include um administrators or distri staff or just teachers in the class I believe it's teach I I think it was teachers yeah yes and so the methods that were used to um Northwest we work with all that she's

061same person who did the disciplinary handook work with us um used the documents and surveys and interviews we basically turned over everything that we had left their hearts all of the documents that we had in HR um that we used to hire um any policies that they could review um they surveyed the entire staff um our district office the hiring administrators um and did focus groups um with votes and we spent over a year compiling and and organizing the data so you can see there 434 documents 651 employees responded to the survey 16 answer to the opened questions so we would VI was really excited to see like I've never seen so many people actually write you know put notes in the comments so that was where they spent a lot of their trying time

062trying to find things within the comments um did nine focus group interviews that involve and seven interviews individually and it was one thing I appreciated about their work is they did certain and surveys and then they would finite questions and then do a focus indidual appreciated that they just kept digging de definitely wasn't distur sure um so as Angela alluded to this was broken up into kind of two sections it's the hiring handbook itself and then the clim part so on the hiring handbook itself um they these are just some of the highlights again the report calls out a lot more things but it uh talks about the job descriptions include most of the information but could be improved upon um the go to increase diversity equity and inclusion um that we have different wording

063for workplace expectations in some situations that differed among schools and sometimes that makes sense and sometimes that doesn't so that's something for us to look at uh most interview Protocols are clearly worded an open intoed questions but we need to work on our cultural sensitive sensitivity and behaviorally focused questions and um hiring managers which is a lot of us primarily principles or building level hiring managers identifi the need for training on Equity implicit bias and equal hiring practices and the um hiring managers which again is a lot of building level administrators have a a deep commitment and true desire to increase their their skills so I think the overall theme there is that while there's a lot of good things happening in certain Pockets there's a need to kind of systematize it and make it

064more consistent across the district and among firing managers um some of the comments that came out words I don't know where to find the this or the question where the job descriptions and some of the job descriptions were the same from one you know same job but different um different description or um maybe they were in a different order so just making sure things are more aligned across the board and that's just a result of you know systems being updated buying new software for our employment systems and not always having the time and capacity to update um and then the part for job satisfaction and work culture and and this was a piece that I actually had Vicki add and they were going to just look at the hiring handbook at first and I when

065I first started work in fresh Public School District I was I think they just come from contentious bargaining and there was some some things that had happened um before I got here but there was a bits of some fractured relationships between Administration and teachers District um just all around the board and so I wanted to I did a couple of things I actually did some exit interviews with folks who had already left the district specifically people of color who had left the district to just talk about why they left what would what would bring them back um some key things that we could change to make the workplace um feel better than what they recommend so question questions like that um but then I asked rcky to possibly put a survey together that we could

066ask all staff to said talk about those um those items and get a sense of what are people feeling and what is the what is the culture and the key things we could address just curious when you asking questions was there overwheling um standard or were they kind of so that is the um the results of findings for that's what these are um and and I think there's a summary of the end of the um the packet on that some themes that emerged and all employe satisfaction with their work culture range between 5.0 to 7.3 so um Mid mid level for their work culture um and I'm going to just kind of go off the C because you can read those but mostly people are when it comes to their building and their work spaces

067super high satisfaction they really enjoy working with their peers and their colleagues and in their buildings overall had a pretty positive um culture relationships um districtwide there was uh it went down a bit more as far as um and it's not I will say it's nothing that we didn't know already um a lot of this is affirming things that we've seen through the state um survey that uh employees do I don't know if you had a chance to read that but I think we linked it um if if you don't have it I can link it for you um but we saw it in state survey results um we've had testimony coming to public comment in the district over the last year or so so some of these things alone um some of the results

068align with what we already know um second bullet of question at work I feel administrator to be my cultural identity experience is assets to everyone's learning um 67 to 70% um employee satisfaction was high for their building I said that top down decision making was ified as an issue um this was one that Vicki decided to take um a small focus group of those because it's like he and I like deorah said kind of focus in so that she could give more um specific feedback about how we could get better and that's where she met with um there there was a gender um say imbalance that's not the right work what stood out for her was that women were feeling having lower ratings than um so she both women administrators Hing managers into focus groups

069to try to get more dialed in on what were these um the ideas that they were the problems that they were seeing so that we'll show up in there um I talked about it's consistent with this organ Statewide educator survey and less than 75% of the respondant who identified as spanic Latino or Spanish origin agree that they had access to professional development um and Leadership opportunities so that goes into our our Pathways programs which and to keep in mind this was done back in October so since then we'll talk a little bit about what we've done since October and what we've been trying to live um our Pathways program to make sure that we are recruiting and supporting our administrators of um teachers who want to become administrators are classified BS of who want to

070become teachers um we find that that's the best way to diversify a Workforce or folks who want to be here right they have kids that go to school in our district they went to school in our district themselves I don't think I've ever been in a district that have that many percentage of of teachers and administrators that are actually bres and bar kids um so that's a place that we are actively looking to group those that already work with us and sure um these were some of the recommendations and we just kind of identified them as adaptive need or technical need meaning is it just like we need to reorganize something or do we need to do some deeper work and really thinking about it uh and so the top one was clearly identify the

071Mission Vision and values of gbsd hiring and that's in line with the gbsd mission and vision um and we've actually started work on that this spring I worked with the committee and um I think we have a good one it's in draft form still and our plan is next year to take it to license and classifying groups and down uh we need to create new forms and procedures for every step of the hiring process in alignment with the revised hiring handbook that's a technical need we have we have all the information is just paining Train hiring managers in these processes again the technical need line onboarding procedures across settings technical need and that's another area that I was able to work with folks on this spring to um put consistent onboarding um procedures at buildings

072this right now depending on what building you go to you might get different sense of welcome so we wanted to have some critical minimums in that um and then the training for understanding biased behavioral interviewing techniques training on how to understand intersectionality all that adapted me so that's on the plan we'll see a little bit in the future next and recommendations for um recommendations for the work culture which we just talked about shift to equity Focus district and building L practices um Implement collaborative leadership structures and decision making power and continue to provide professional learning and resources to address racial bias support women in leadership positions and to promote allly ship and again some of this is already um that it's not new so we've been doing some of this work already and for example

073working um for the last couple of years really trying to build trust and collaboration a true authentic collaboration relationship with our our teachers union and our classified Union um by being consistent and humanizing you know the processes and and really asking for feedback and authentic way not just in a informative way to say hey we did that but really value and the input of our all of our staff um we uh see professional learning and res yes so we're obviously working with Joe truss on the addressing equity and anti-racism in our district but moving that into the hiring practices um sometimes folks don't even know that they apply not only about race but about gender for example or things that we um we we always do a confidentiality statement and we all for in HR

074might know what this is but at the beginning of your interview panel well there's certain things that you legally should not be asking great um to to folks who may be in a protective class that women call our age you know um differently abled folks um so just making sure that our hiring managers are aware potential biases and next steps and current steps because we're already doing some things sure I I just want to give a shout out to Angela she's just done so much in the last since she's been here to collaborate and communicate with associations and just build those relationships I've Just Seen shift and I've been in the district for very long time so it's been a really nice shift to see um and that that goes into the negotiations to have

075those relationships as we de into negotiations is just really important um we've also worked really hard to involve staff and administrative hires uh she talked about that process earlier for the principal that's been insist for any building level administrators a h to really you know hear C voice from the folks that working with an a living those schs on a daily basis um we now in the last couple years we've always had a staff orientation but we we've made it much more fun so now there's a new staff orientation um it's basically the Friday before all staff were expected back um in August and it includes not just teachers but administrators and our classified folks and it's a day where they get to learn a lot about the district through Ved them they get to

076meet a lot of people and just build some legality Affinity spaces um uh Don Ho Jackson's done a lot of work around that so we continue to have that celebrate staff publicly I think you've seen all of that happening this year and that's what's going well with us and um just making sure the best we can through Wellness committee through everything things that we are on boarding staff and continue relationships and just to have the positive cultures in the work site and I think that we're all familiar with the people that you work with the closest or the ones you become closest to so of course that's where it starts you feel really comfortable there um and it's easier and to you know push out and say oh the district office isn't doing stuff but

077we're building on that as we try to make sure their websites are the best they can be I will add to that and the exent survey revising that ex survey because it's like three miles long and am I'm leaving the district I don't want to take another paid day that answer um you know 200 questions on an exit Sur so trying to revise that to really it be more open-ended so that we can learn from um our staff about what we can do better and making that exit interview process a little bit more accessible I just had an exit interview with a a staff member last week and it was really insightful um and you just take that back to the supervisor commission but they would allow me to share some BS um I also

078want to just reiterate about the onboarding fece um I think that's a whole that we have it's it's wonderful that some places or departments where there might be a party and a handhold and all of that but for other departments might not not be so much so we really want to make sure that every person who joins our district is that same amount of care and um support they their set up for success to do their job do you want questions um is it okay to wait okay we so as I talked about this spring these are the four things we worked on in terms of the revision of the handbook and it was a a group of just administrators at this point partly because we were starting so late in the spring we didn't

079want to pull people out of the buildings so they've um worked and done drafts on all of these things that will be brought back to a more diverse commit in terms of our other employee groups next year but we were able to um get a good start on these four things the Mission Vision and values um Define hiring processes for DLI um multilingual Learners Title One Career and Technical Ed those those are kind of outside of the norm of teacher hire so we wanted to make sure we were a little more clear on how those needed to work Define interview team expectations as Angela's kind of talked about um it's we need more consistency as buildings are saying who's going to be on the interview team it's can't just be who's in the hallway at

080that moment that makes be a little bit more thoughtful and and build the capacity for that team to do a good job and then as we've talked about Define on boarding procedure so that's some of the things we've already started made a good made good progress on and then um this summer the HR staff's going to work on standardizing job descriptions and making them more easily accessible and then committee continue the committee with the employee groups as I've talked about and then this time next year a little earlier than this next year Train hiring managers new yeah and we will um in the fall take parts of what we have done when we have all of our administrators together just start training them on that going I imagine because we have our mission St we

081launch that just so that those will be getting a deal of um or what in our goals and we'll also be looking at the actual so that's for technical that thing so Ted only question is about the because it's been an ongoing question um from the board for years because of different iterations and stuff um you mentioned the exit and the big question is for many people when to leave they don't want to talk to some leaving and so do we do is it just in house they talk or is there the option that we do a third party exit interview survey because again you know if You' got your final check and you're done and you're like I'm done right and so we don't do a third party at this point but all of

082the the actual survey the one is a so they could choose to say their name or or not say their name it's Collective any one space for last year they had about 63 responses so of just bunch of people quit but um and some of those were retiring and you know so that helps I think before it was um oh two3 yeah you be surprised how many people actually want to give and Angel gives the option for folks to do but the option they can do it anous yeah and I think that's new where I got here the exit the former HR director [Laughter] decided I think it was I think the one before the prev did not make okay I think a couple of the treats ago we had HR present on um outcomes

083or or findings in ex Serv so it'd be good to see again yeah and see if we what improvements we've made or where we same so I know some board members like data and I that yeah it was it's been a while Kathy we see no I know I know it's a I'm technically challenged I did hear a comment and I went like this so um I have a a couple comments and just some questions um I really appreciate the work and um I've certainly seen with Angela on board in HR that and we know especially with a lot of our conversations about our go board goals is relationships mean everything everyone feels better more secure more safe more uh fulfilled when relationships are good so I commend your work on that uh one of

084the interesting things um and I I ask this a lot and I um just wonder where it comes up is um it's what are the numbers of people that are currently hiring I know we have our Pathways program and this is the answer I usually get when I talk about this but we do have a really strong grow your own program which is awesome um but if how many uh you know bipo teachers are actually applying for our openings that's like a really key uh data point that I I I have no idea because if we are out of 10 applicants for a teaching position we have um only two bipac well it it's it's our recruitment um efforts that we're doing that we want to get more so that we can select from because

085if we you know hire both it's 100% that we're hiring we just don't have enough to choose from and I I the reason why I think that's really important is because um is it you know because when we don't have our numbers up and our um our uh Gap is wider than the states I do think it was interesting in the report that one factor why ours is higher than the state is that in the last five years the percentage of students of color enrolled in gbsd increased from 42 to 50% so on on top of we didn't have enough you know we still have not ever closed the Gap where we were our student population is changing faster than we can even keep up so I just I want to take that into consideration

086but I think that if we don't know specifically what the what is causing it because without that reflection of how many have been hired then based on reading the entire report it's really just all about bias and um uh all all of the stuff that that you're talking about that clearly we need to work on always and I've I've really seen a really significant uh intentionality at that Gres and bar School Board since I've been on the board so if we aren't making progress I agree but I I I haven't seen the the data that would give me a really clear picture and I guess I should ask that are is based on your uh data from the report are you seeing that it is um unintentional of course bias that is preventing us from

087closing that Gap faster or or what would you say from the report data there's a lot going try answer one so you're asking for my opinion so I don't have I can pull the data about how many folks of color have applied that's a little tough sometimes because folks have the option of whether or not to check that that box so then my own bias starts coming in to start deciding based on what um what how a person chooses to identify so we really kind of want to um be careful with collecting that data um I have my own I guess questions I would I would send back to you on why maybe we're not getting books of color who want to work in our district like what would make a um or cause a

088person of color to want to be here um and that that is kind of a reflective thing that I think I post to principles I post to hiring managers um it's not because the talent is not out there I mean I would I would challenge folks to say you know are there qualified black and brown folks that that are teachers that are principles that are want to be administrators or do they have a desire to want to um join the education Workforce absolutely I'm one of those folks I decided to come to school district and it wasn't because it was a diverse place to work right it was it was because I was um someone called me personally a person of col that I trust called me personally and told me this was a safe

089place to be so I think that there's um work for us to do as a district of creating a safe place of belonging um so that folks of color who do decide to to work in our district go out and share and um they're a person that um does a community trusts that would can be invited to apply so I think that's a piece of it and of course I don't have the the actual numbers or data I mean I guess I'm a number I'm a I'm the data right here so um that would be where I would start I think that we do have some work to do of where we where we Market our um our job so we are looking at you know kosa is is where we um post most of

090our administrator jobs so I know most people who are for a principal or administrator job that's where they're going they may not go to an aala website or somewhere else but for other positions like maybe in our classified um are for some classified positions there may be other places that we need to look at to to be able to post our position so I don't know if that question but I definitely get some it might not be completely accurate about how many folks of color are applying for our exp well but I think that your your point about um if people aren't then we need to look at what you know the reasons for it I mean that will be more telling I think uh and if this is clearly what the issue is then

091yeah we need to look at that um one of the things that is really key and I'm glad that it was all pointed out is the consistent of all the hiring um because one of the things um in terms of like the job descriptions the report talked about um sometimes Department uh like individual principles go in and if they can't they don't know what the title is or what they're looking for they might just create their own and so that was a lot of the confusion too so I'm really thankful that you've identified that streamlining um I think the challenge will be in you know like we've talked a lot about uh the each school is so individual in terms of culture and we certainly want that because teachers will align with a a school

092that aligns with them but I do think that there are some I hope non-negotiable across the boards which is exactly what you're talking about so I I like seeing that I I think that we need it in a couple of other areas too and um the you know the only question that I have is that I remember you know back in I don't know 30 years ago when we couldn't say we were giving preferential treatment because it was you know it just against the rules in the law and um how how do we get around that now because I you know even in in reading some of the comments and people say hey if they're equal I'm going to give the bipo teacher you know preferential treatment and it's it's stated in here and I

093know that when you say even in the job descriptions um to to align them all we want to be really clear that we're going to do that and I just I wonder how we you know balance saying that and still not getting caught legally not sure this doesn't exactly answer your question Kathy but um through the grow your own program I worked on that this year and I worked with over 25 Folks at various stages of becoming teachers and lining them up with resources but one thing we tried to guarantee them is as they applied for jobs most of them are already working in our district but as they applied for the next job that I would do the effort to guarantee them the interview that doesn't mean they're going to get the job but

094I would do the work to try to guarantee them to get at least the interview and get that far into the process so that's one thing um it's not preferential hiring it's but it's just a leg up to make sure they're considered and it's similar to what we do um with Veterans for example or um folks who are over there hear the baby cry um so similar to that it's it's not uh preferential hiring but it is definitely guaranteeing um an interview or someone who may have experience barriers that other folks don't that goes with age and gender and um cultural and ethnicity as well yeah and I was just reading some of the comments in here and the job description so I just wanted to ask that question because it is a you know

095a delicate balance we are trying to build uh close that Gap and we want to do that and we just need to you know stay within the the rules for that I if I can if I can interject for a sec one of our um our new newly revised Mission I don't know what we call it Vision Mission Vision vision and values um and I won't get it right but it was basically we're looking for the most qualified human that also our kids can see themselves in or but but it's very our our ultimate goal is to get that the full someone who um ultimately is the the best person for the job um so we're not going to sacrifice qualifications and um expertise um or or anything else yeah and that's not implied here

096at all and I didn't mean to imply it either but it was just the just what I've wor heard you know read from the comments right and those comments are from just people Anonymous folks in our district so that yeah okay I think that I would say that you know hiring is the most important thing we do in education when we hire well our students benefit when we don't hire well we also know the challenges that you as a board that myself and our district leadership team our hiring managers and everyone ultimately students do not benefit when we don't hire well so um I do have um a watchful eye and I am continuing to share with our team the importance of making sure we get the best folks and gr kids in whatever capacity

097whether you're an administrator whether you're a teacher whether you're a support staff and that's a big order because we don't necessarily reflect the students and community that we serve currently that's always going to be a progress when I was in HR with the folks before me and certainly the role that Angela is actually try to navigate through whatever's help and the rest of us so um this is working the right direction but we certainly have quite a bit of work I have a suggestion um chair and vice chair can discuss this on your own but as we were uh I'm just thinking that we're the hiring committee for our next superintendent so when our admin team goes to ciming on how to improve their hiring practices is that something that we could also get so

098so that we can better hire our next or just improve our hiring that's a big responsibility for us um so shouldn't we get the same training that our leadership team for you for thought for our chair and viair as you move forward I'm right jail this memory will so it's the the same uh same training as um people all right were you nodding your head you want to see I'm sorry what's that oh I wasn't sure if you were nodding to say something or just not INR no okay all right um I had a couple of comments questions um so let's see um the hiring handbook hasn't been updated for 12 um I know we had a student discipline handbook was also a number I 10 plus yeah so 10 10 years okay 10 years

099um are we putting something in place that's like a ticker that says let's look at this instead of waiting for another 12 years and I I don't say that seiously but if I don't put a marker someplace to look at it it time gets away from us um and things people change stuff Chang it moves over and suddenly you realize that we haven't looked at this a lot so is what's the mechanism that you'll put in place to and and how frequently should it be reviewed two years five years what's sort of the expectation on this um yes okay is the answer to that and I don't know that we have a official timeline I think everyy is ongoing so at least let's talk about job descriptions for example um we need to re in

100the process right now revising all of the job descriptions as we can making it um be the same format for example or experience and required um skills and knowledge and making sure it's does kind of the same thing um and then every time there's a new posting um if there's something that changes we have to go through our unions to it's new job so ficia and I and Jen and I have talked about that's a natural time to you know update our job descriptions and to make sure that it's on a rotating schedule um and just having that in kind of a every other year of rotation to make sure that our job descriptions are looking um consistent um as far as the hiring handbook I would say at least every three years for sure

101but I think it's an ongoing process to ask hiring manager how's it how's it going and some with question Banks that are that are in our hiring handbook sometimes that once we know from 2012 we're updated and we shouldn't be asking anymore um terms change you know um that we we know can be problematic um that at the time right now we aren't problematic right so we want to make sure that those Lang the language is updated and that we're um not doing anything to or saying anything that might cause more barriers for for folks to to be and part of that then might be as well making sure that the people who are involved in doing that they are understanding what's changed or what's different because they may have been there longer than some

102of the HR directors and so making sure that they're up toay on as well um and then I already mentioned the exit serving part you said something a minute ago and it's on the page whatever page um 11 and 13 um the the canas Mission Vision and value revising the introductions from those and you said couple minute ago does HR have its own sort of vision goals yes per and are they have a wonderful try to I mean it would be and I know that that's kind of something that Retreat you know revisiting that to make sure that matches with what the the board committees been working on as well you know kind of all those pieces fit together um but I just wasn't sure if there was something that was because you said something

103a minute ago that hiring the best most qualified uh person be in front of her children and's done an excellent job with ping a group together and she's had maybe three or four meetings with a um a hiring handbook committee that um our folks who are in principal positions are hiring manag administrators in the district to um to start the work on this and the first activity was looking at the district goals and values and making sure that weine our hring we just wanted it's still under the district umbrella and we just wanted to make it more specific to the hiring process make it real yeah okay I guess I would ask since I'm part of the board goals committee if that the overarching umbrella and the district goals should that be established first for

104we just realigning these right before that's established is is our timeline problematic yeah I think there you know potentially some challenges around you know at some point you're going to hire a new superintendent and when you hire a new superintendent you're has to be some alignment with board goals and the district values as well as priorities um usually there's a process called strategic planning right so you know there's really no perfect time to do these things but you know there's certainly some opportunities uh in the future for the board and the district to really you know kind of align these practices and strategies um so it can reflect the values of the bran B School District in our community but with that being said you know we're kind of you know kind of navigating through

105some times where you know we're trying to work together to align again vision mission and values from both the board the district leadership and you hired in practices you you know um the good thing about it is it's a working document and there's going to be opportunities for us to continue to tweet what I kind of asked about the you know 10year timeline you know I'm looking at Sean and he's like kind of doing this yep y because in HR right you're like 10 years is a long time but you know no excuses we just have not been able to keep up and that's why it's so important that we're working on systems that day because we don't want to have the same conversation 10 years down the road or maybe some of you may

106still be on the board and if we have the same kinds of you know practices that's not that's not a good thing right but I'm very cognizant of the fact that you know and probably was part of trying to help support and change some things but at the same time right we we have run up against some obstacles for various reasons and you know no no blame we just have the opportunity to really do some good work right now I'm apprecia all our focus and our and our energy and the momentum that I think we have and the Buy in that we have from staff again I think the most important thing we do when I continue to say that to our team they know it's true and when I continue to go to schools

107and I engage with Staffing kids I'm just like okay we hired M or we have some work to do okay and I appreciate yes any other questions from um the the document that we received um the other document on was the work culture the HR work culture um of the 99 Pages which ones would you like skip are there highlights to it are the sections that um the document that you received which I think yeah so at the end of each chapter There's a summary and if you don't want to read the entire details read it you can you can just you know have have have it next to your nightstand um but there's the summaries are generally a couple of paragraphs and it pretty much brings it all together so if you want to

108just get an overarching idea of what the report found um if you're a data nerd like Cy you can just go into there's a lots of charts lot of resources and gra and at the at the very end there's a list of resources um that you can dig into as well that we're going to be us go ahead gy well I was just gonna say yes I read the entire thing uh did look at every chart uh chapter seven is where the most of the recommendations come from um and um shoot now I forgotten what else I was going to say dang it oh well next time sorry my brain's a fog but I can't remember what I was gonna say I would tell you chapter one is just really their methods and I know

109Kathy read it if that's one chapter you um anything else Cathy anything else any other board member appreciate this um it is we do appreciate and further conversation I'm sure and I did write down Myra your thought about um making sure that the board has access to some of the same training as we been hiring our very iair I so that I believe we are on to our next um agenda topic and are you guys I to fly in than you I appreciate you all thank you yeah so just a on the agenda topic announcements oops um so yeah so the next thing that we had well there were so we do have the future board agenda topics and Kathy and I have been kind of going through some of it trying to figure out

110and we still need to meet I think with um with Tracy and James to figure out on some of these where to get them plugged in because when I look at it now um I'm not quite sure if we've already done something with a number of these things um and I don't know if folks have been turning things in this is what I printed out as of uh this morning and so it it didn't seem to have the last thing that was in it on April 17th was the last thing that was entered um and I know that we do have a couple of things that have been either added to an agenda that have been reports and um I would like to say and I'm GNA blame John for this since John's here um

111after years my name on this so I was at graduation graduation document it was also wrong and it's wrong here so that's two two okay that's two I've been working in the district for 22 years too it my not spell corre John it's thought we've gotten that apologies so um so Captain am look at that we did have we didn't put it on here I'm just going to bring It Forward right now um we have had a number of folks come to us during public comment um and during that public comment portion of the agenda and we get the little yellow sheets from Sarah we pass the yellow sheets around the yellow sheets to someplace else we wondered whether or not there could be an easy way to get just a quick uh feedback on

112some of those because we hand them and we don't see or hear anything about it we expect that they'll be taken care but we don't hear anything and we certainly heard at the last board meeting someone who felt like there's wasn't addressed and so we just wanted to figure out if there was a place to put a check mark on form just get back to without adding a bunch of extra work but how because that keeps the board out of the operational part and puts it back to that's what I was thinking there could be some opportunity where we could I I do a section of these highlights where I think you know things more to know but getting into a lot of detail um so let me let me talk to our team and

113then um I'll make sure that we are included kind of closing the loop check mark and I realized that some people of closing the loop may not be what ears are um but I just want to help folks understand when they come to talk to the board that um that something is happen and and since I mean this is a public meeting but just to be transparency sometimes when people come to our meetings and they talk to you as a board folks act like we have not been working with them so part of it is also you know like lot of times I would say we actually know what's going on and what's happening I think just put on the form and certainly we can um close the loop and we'll we'll figure out the

114process um without being correct one more piece to that same conversation I think part of maybe the misperception of the people coming to talk to us is that maybe Mr Hugh gets back to them but they're also expecting the board get back the board in some way to get back to them to respond and that's not necessarily our place but I don't think that they all know or understand that so I think maybe maybe a piece of closing the loop is you communicating that really clear when you do respond that the board has forwarded this forwarded this to me they will not be responding this you know I'll make sure the board knows that they know it's on behalf of the board as well and that we you know we you say we're handing over

115to the superintendent but I think because people have emailed the board Yep they're they're expecting it kind of from both whether you know and sometimes they'll email you and they don't email me yeah and so some that's when the chair and the vice chair will follow up with me and say did you get this or individual board members like hey just want to make sure that you're in the because I will also say that you know I'm the superintendent but I'm not always the first to know right I would like to believe I'm not the last to know but I mean there are sometimes communication where people are directing communication to you as individual board members and I don't necessarily get the information in order for we to respond for our team to respond the

116appropriate administrator I need to have that information and you folks have done a good job this year I've gotten followup from the chair the vice chair individual board members and I just appreciate don't assume that I have the information right and and I think I've had that conversation with all of you individually so that's a good that could be a standardized you know I'm not thinking it needs to be this long but could be a standardized um education piece of your response that so they understand right and and again sort of clarifies that you came and said it to the board but the board's not issue that it is being handled to um it's going be so that's just kind of um just looking at some things from the last Mee it was it was

117quite a robust meeting just kind of how do we help people feel confident when they bring in we're not going to solve problem but we're also not going to okay um I think with that um just a reminder then we are getting ready Kathy and I talked and I think we need I don't know if we have a meeting set Sarah to talk about what's going to be for the August yeah I was hoping that we could do that somewhere in the middle of July yeah because the team's going to need some time to get organized and planed and so Sarah can maybe work with both you and Kathy I'm not going any and Tracy myal I think I have just like one one block of time where I'm headed to a conference but outside

118of that okay um and then just figure yeah just figure out what all we want to have on that and we've had a number of things that um have been very positive things through the year that have um so I think with that I said yes me one thing that we need to start thinking about I think is the hiring process for the new superintendent and we can do that that's one of the things definitely that we're talking about for the ODS okay I just want to make sure it's yes oh no no we're not I thought we do that next I amning to grab there was a bunch of documentation and stuff from when we did kce's B so I have some of that andine uhuh um okay so that's good on that um

119announcements um we have I I don't know if everybody gets I'm not sure if yall are on the the mailing list to get stuff from o just are you my because you've been to conference I've been to three I think I've only missed one year and okay okay um anyhow so the summer Board conference is coming up um the regular conference is Saturday August 10th and 11th Saturday and Sunday August 10th and 11th there is a pre-conference it's an all day conference on August 9 it is a um accredited Leadership Institute uh sessions and um the conference itself is being held in Salem they moved it away from bend it was getting a little bit too expensive to do it in Bend um so for us at the day Tri it's going down there and

120coming back um they try and reserve the limited Hotel space for people we're coming from part of so those of us that local you do get your mileage reversed um and Sarah sets up the the registration the last date to register is July 19th if you register after that there's $100 Lake fee um and once you are registered um if something comes up and you cannot make it um let SAR know right away because there's a deadline for cancelling the registration as well um they uh Fe was that yeah and a cancellation fee right right right the cancellation fee exactly and so they um uh they try and keep it intive get to the point get stuff done it's also an opportunity to talk to other board members from across the state um good chance

121to talk to folks about what's going on in terms of all kinds of things that are happening um so anyhow that's coming up and Sarah you're going to do the admin professionals session or haven't decided yet I get my yeah at the schedule too um and let's see summer board um our next um meeting is not until July 3rd um that is our regular board business meeting that will be in the council chambers at 7 o'cl we do not have a work session schedule in July we we get the time off because then we'll be doing our August when is our 2 23rd okay and are we going to do the Thursday before to are we going to have a lot of new folks that we want to meet we definitely will have that opportunity

122for the board to meet so let me get to that get right dat on here so that is August [Music] um 22 23rd isri um so it's just the 23 just the Friday yeah I had blocked I had blocked out two things so get the board count yeah I typically don't add it so you guys officially approve the new calendar in July okay it's approve July 3rd okay sh if I could July 3rd remember it's our summer meeting which means we are allowed to wear Aloha attire which is casual right and usually that meeting is not a real long meeting in the past um um there are some approvals and things to do but um it's usually uh simpler menu of some type of uh you know terak or some kind of a and then

123we all get to wear and I appreciate being able to wear in Aloha shirt instead time thank you you sleeping as so I don't see any other notes I vot for myself I don't think there's anything else that we have Mr I don't think there's anything else so uh Kathy I don't think there's anything else um and so with that thank you for being here this evening we are Jour thank you it's not do we know