001I'll call this meeting to order. Sorry. Uh, roll call. Robert Merl here. Glenn here. Kelsey. Kelsey. She's going to be five minutes late. Jenny. Heidi here. Crystal here. If you'll join me in the flag salute. I pledge algiance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. All right, moving on. We do have a consent agenda item and I'd entertain a motion. I'll move that we accept the consent agenda as presented. Do I hear a second? I'll second discussion hearing. None. We'll move to the vote. All those in favor say I. I. Uh then we have work session. I will turn it over to superintendent. All right. So, Greg, if we could pull Yep. Right there
002is a presentation um that was sent to you. And so this is just to kind of put a little wrap up on this year and a little bit of heads up of what's coming to you next year. Uh at least in terms of in my head where uh I see some of our sessions together going u from July through uh October. So um on the first slide, go ahead Greg. Um is There we go. So, as you know, we made a lot of accomplishments in uh improving our evaluation systems this last year where all employee groups uh um have new evaluation processes uh in place. And so, and one of the things that why that's really important is you have to apply your evaluation systems really consistently if you're going to build trust and in
003order if you do have any performance issues, one of the first things that you'll get questioned on is how consistently are you applying your evaluation systems? And so, uh, we were able to make some significant improvements in our evaluation systems across all groups. I also think that one of the things that evaluation is important is because all human beings want to know where they stand within an organization like how am I doing. So, so I think it's really important that at the end of the year or on an annual basis that you share with people this is how I see you doing. So I think uh it's a really important thing that you apply consistent consistently because I do believe that humans want to know where they stand. Um, and also rubrics were developed with
004the idea that everyone wants to do their best. Some of the language within the rubrics that were pre-existing, I would say did weren't written that way. They weren't written necessarily if someone was underperforming. Um, they were written almost derogatorily. And I don't think that that is a good way of helping people perform better. And so we we we developed rubrics with the idea that if you are underperforming, it's just it's stating where you're at on a particular area, but it isn't trying to make you sound like you're doing it on purpose or to try to make you feel less than. It's just where you're at in a particular area. So trying to come up with more uh I think just better language for how we describe how people are doing. So it's more about how
005people are doing versus maybe measuring their intent in a certain area. So those were some things that we we accomplished this year. So as we move into next year and when I say next year's focus is really in under this idea of evaluation is we also want to make sure that our focus is on feedback. Now that we have this really solid foundation in evaluation set then the conversation shifts to feedback. And I pulled this quote from from Harvard. It says, "Evaluation is a judgment often compared to others which does not inherently improve performance. Feedback is information delivered with the sole aim of improving performance irrespective of the current level of performance. So basically what this is is that wherever you're at, you can always get better. That feedback helps you get better. even if
006you are a great employee, you can always get better. And so and so I think one of the things that by establishing new evaluation frameworks is the the previous forms were so inconsistently applied or maybe weren't uh some of the the the language wasn't positive that people were getting hung up on processes jumping through hoops and as a result of that they were not able to hear the feedback that people were trying to give them. So really, we've tried to clear all that out so that the focus next year as principles are in classrooms is that teachers can hear the feedback that they're given about what they're what principles are saying in the classroom and less about the end of the year evaluation. So observation and feedback and evaluation go together, but really that evaluation
007piece is at the end after a collection of feedback has been gathered and provided to the person. So um when we make evaluation processes all about evaluation, there's often times a disconnect between someone how someone perceives themselves and how they actually did. And so we really want to shift the conversation to be about uh feedback so that everybody improves. Um because what oftenimes happens when the process is really cumbersome and the language like I was saying before makes you feel bad if you're not performing well. what you people will put a lot of and I've seen this they'll do a self-evaluation and they they they tie their identity so much into that evaluation they will put themselves on the far end of being excellent and there's I mean they'll put themselves excellent across the board
008um which I understand but how do we have growth in that if we don't perceive ourselves as having areas to improve and I think that when your systems are really cumbersome and they're written in not a great way, people will naturally gravitate towards I'm just awesome at everything and not focusing on how do I get better. So, um, and so really trying to focus this on on making sure we're giving feedback to help people improve. The other thing, and that last bullet's really important to me, is feedback is a two-way street. feedback on the observed uh performance is one way and the other direction is was that feedback helpful for the person. So if I'm a principal and I give somebody feedback on something I saw I should ask them was that helpful cuz if
009it wasn't that's feedback for the principal that I need to be a more effective communicator. So that was something that I did as a principal is that I would give a little survey on how helpful was the feedback that I gave you because if I'm trying to communicate something that I see that you need to try to do better at uh but my the words I'm using whatever I'm trying to say is not connecting with you then that's on me as the evaluator to be a more effective communicator. So uh that's another reason I you know this this year we'll have a focus on feedback. So there's a couple things for you. Now let's shift into preview of board meetings for uh the next few months. So so a question onation. Um are we having
010a hard break between the old system and this the new system or are you sort of trying to weave those two together? So on the teacher side it's a it's a hard break. We are moving into a a whole new system of of how we evaluate and a whole new tool with the classified folks. We introduced something this last fall that was a new rubric and a new process. We actually had them do a self-evaluation in December followed up with kind of a preliminary evaluation by so classified essentially got uh evaluated twice this year. uh in part because I also felt like giving them a new rubric in the middle of the year. Uh we said let's do a practice run so people because otherwise evaluation you just pick up off off the shelf at
011the end of the year and you go what am I measured against again and so trying to keep it out in front of them more often. So we did it twice with classified this year. So it was it was a whole new introduction. Well, the one thing that'll change for classified this year, because we won't do it twice unless they're a new employee, is classified will start the year with a goal setting form and they will write goals um to that they'll then strive for during the year. And one really actually really cool thing that happened during classified bargaining is that they wrote into the the language that during the annual goal setting process a review of the job description would happen which I thought was really you know at first I was like whoa
012what's this and then but what really was why I'm think it's a good thing is because they were tying something in to something we' introduced. We're going to introduce this goal setting process. And so then they're building upon it. They said, "Okay, when we really would like our job descriptions reviewed annually with us and versus creating another administrative task, they tied it right into something that's supposed to happen anyway." And so I really saw that as a positive coming from that group to say, "Hey, we really want to see this things. Hey, Dan, you know, the district brought this idea to us. Let's let's tie that together. So that's one thing that's going to be different. So and the administrative one we just kind of the administrative process is not altogether different. It's just we
013came up with a different rubric this last year. All right. So, next month when we have our uh our board meeting, I want to have a discussion with the board about um enrollment and transfer process. Um I'm going to bring you some data over the last three years of how many students we are uh are coming into the district and how many are leaving and the reasons why and a little bit about their grade levels and all of those things. Uh, and then I want some feedback from the board on um the direction you would have us go in terms of of having a better defined process for uh transfers leaving the district. Uh a better defined process and criteria. And I've I've had some conversations with some other school districts. I have some ideas,
014but I want to make sure I do a temperature check of the board as far as where the board's at in terms of um before I invest a lot of time into developing a process is just having a a conversation, looking at the data, bringing some ideas, and then getting where the board's at in terms of next steps on um on how we evaluate and process transfer requests. So, do people have to give a reason why they want to leave you? Yes. Yeah. And there's a there's it's in statute as far as the criteria is um the criteria by which you know whether a hardship exists that would allow that would maybe require the district. there are hardship proision provisions that would potentially require the district to allow students to go to be um released
015from the district. But I I'll just speak plainly. I think a lot of districts historically have been pretty loose for a long time with with transfers. And I think that a lot of districts, ourselves included, are looking at the resources leaving us with students and going, is it time that we we tighten down on the allowances to leave? And I think having a conversation with the board and establishing a better defined criteria would be good, especially um so as the as next school year rolls through and we go through and Diane can talk about the the times when we get a lot of these requests, we can preemptively talk to families about the likelihood of something being approved or not. And if we had a better defined process to say this is the process we
016follow in determining this then you know give a better indicator to families uh as to whether something is going to be approved or not. Um, I know on this agenda it talks about that I was going to give the names of the advisory work group and uh I'm I'm not going to do that on the next agenda, the next item on the the board agenda because I just met with uh another parent like less than an hour ago and um so I'm wrapping that up and I really want to make sure those families know that those parents and staff know that they're going to be on the board agenda and whatnot. I I I haven't communicated that to them yet. So, um I'm pushing that down the road, but we will have that in in
017July. But just so you know, that next item I'm not going to be able to visit tonight. And then also in July, I'd like to review the superintendent, the board superintendent working agreements, see uh if we want to make any revisions, discuss how those those worked for us this last year. Um, and and that kind of takes us into the August 11th. And obviously we'll have some business reports. You know, that'll be Kim Dow's first meeting with us. So, I'm just kind of giving you a general overview of kind of what's in my head of what you can expect. Um, we're planning on the reorg meeting at that July. Yes. Yeah. Can I ask what that is? Does it matter though? When we It's leadership. Oh, reorg. Oh, yeah. I thought you had Nice. Sorry.
018No. And I'm assuming swearing in. Yeah. Yeah. We'll swear in a new board member and the typical things that happen in that meeting. I think we have some leftover housekeeping other stuff too from we did part of it but then we have another part. Yeah. And then assuming that you know there's some direction from the board on on the uh on the discussion we have around transfer then I would bring some something back to you in August. Um again based on discussion on the board superintendent of working agreement bring back something for adoption in August. Um, and then I've I've had multiple opportunities to meet with our new high school principal, Nathan Stanley, and he met with me last week, and he he had outlined, I believe it was about four themes that he took
019he's I think he's met with every single staff member this spring, and he had like about four different themes kind of put together. And he was talking about how he was going to be presenting to staff when they return in August. And I just threw this idea out there. says, I go, "Do you think you're you want them to present this to the board? I think they'd be really curious just as to hear, you know, what you're going to be doing." And and and he thought I said, "You could use it as a practice run for your staff, you know, a couple weeks later." And he thought that was a great idea. And so he says, "Yeah, I could do a strengths and opportunities report." So that's what he called it. So that's what I
020wrote down. Uh so uh so Nathan Stanley will be here uh on that and give a strengths and opportunities reporting. Good. All right. So moving into September. Now this kind of mirrors what we did this last year in that the 15th is technically the third uh Monday of the month and the the 29th is the fifth Monday of the month. So we'll go on the third and the fifth Mondays of those of that month. give us a good couple weeks to get the school year started before we have our first meeting. Um, so I just got some things there. School kickoff report. We'll start revisiting youth truth because that will be another push for next year to see how we're the feedback from our our stakeholders is on that. Um, we'll talk a little bit
021about school improvement plans. Remember this year we talked about theories of action being narrowed down. This year we're going to be talking about what's the evidence that things are working. And so that's going to be kind of a theme in this year's um school improvement plans. And then I thought we might have each principal give a just we'd have each of all four principles there at that meeting just give a brief report on how the school year how's the school year off and roll rolling after two weeks? Things like that would be a brief thing. And then in talking with board leadership, thinking about maybe not having kind of it's a standalone uh board retreat, but just making that work session on the 29th the board retreat. So, and really probably the only thing different
022is we might have dinner together. So really it's a work session with dinner, but I think this would be a great time to start talking with the board about strategic plan development and hopefully by then we can start having some timelines around or outline, but really trying to get your feedback as to uh who should be at the table, how do we want to gather that feedback um in building that strategic plan. So that would happen at that. And then I also thought it'd be a good opportunity for Dez to share what's happening at the North Marian Teacher Summit, which is always that statewide inservice day in October. And that takes us to the October board meetings. Um, so one thing that I thought that we could do is connecting evaluation to the March contract
023renewals. So, you do this really important thing every March where you uh where you renew contracts and and I think that there's a really strong connection between I I see that that that March action you do is really a validation of the evaluation process. And so I really want to kind of draw some connections between what we do evaluation and how that connects to your work in or what you do in March because I think sometimes that process becomes a little bit it feels a little bit rubber stampish that you it's on the consent agenda but it's a pretty significant thing that you're doing and what are the ramifications of those decisions. Um, and so I think that I'd like to give an overview of what all how how that evaluation process connects. And then
024what does your action do in terms of what happens when someone goes from probationary status to contract status? That's a big decision. It's a big commitment the district's making. And what happens every year when you renew a contract for a contracted teacher? Yeah. Okay. So it's not your evaluation. You're talking about um Yes. All staff. All staff. Yeah. And what does it mean when you renew all those contracts? Because you're renewing, you know, about 100 contracts. What the significance of what that is? So, um, and what happens when, you know, what are the steps if we were to choose not to renew a contract? What happens then? I think having those conversations in October make conversations a whole lot easier or at least understood should those conversations be necessary in March. Let's have the conversations
025when emotions are not high. So I think that would be great. I wish I was going to be around for that. And so and then and I have the high school principal report here because what I plan to do is so we have we'll have two meetings in October, probably just one in November, probably just one in December. And each principal will give a report. So you see a high school principal report October 13th, middle school on the 27th, and then we'll have intermediate and primary. And you'll each have a full principal report before winter break. Um, I'll review superintendent and board goals at that meeting. Um, at the work session October, we'll have a strategic plan update, that middle school report. And then one thing I've had a conversation with board leadership about is
026more frequent um, evaluations for me or conversations leading up to evaluation. Um, and it really goes back to that theme of feedback, being more frequent and giving me feedback. And I I just think everybody does better with more frequent feedback. Um, and so it's something that I'd like to see. Um, I'm thinking maybe one in October, maybe one in January or or early February before my final evaluation around March. So that there's just opportunities. I'd rather have those conversations happening, you know, uh, a couple times a year versus waiting until March. It's just a lot easier to have conversations if there are issues versus and if they're planned versus then you put them on the calendar and then everybody goes, "Okay, what's going on?" You know, I just rather have that built in so that
027those conversations can can happen. So, I'm just putting that on your radar that I'd like to have an executive session to be discussing how things are going in preparation for that final evaluation. I think we did it in March of last year. So, there's your preview. And I told Greg that I'd be done in about 30 minutes. Of course, I took most of the time already there. So, what was your question? I was going to ask if we can do the school tours again. Yes, we I've heard that brought up before and so we'd like to so school tours. I was thinking trying to say that now. Yeah, we need to we need to get you all in classrooms and doing tours and so we will make that a big priority for for next year.
028And that's one thing I met with we had a principal's meeting for next year's principles. Nathan was here today and we're building into our schedule that uh when Dez Dez and I meet with them have one-on-one meetings and so we've expanded that time a little bit that we would spend uh I'd be in every school for minimum of 45 minutes going through classrooms twice a month which was more than which would be way more than I was in classrooms. I was in schools a lot but I wasn't in classrooms enough. So building it into our schedule that every time that we meet with a principal, they're they're taking us through a tour of classrooms. So I can let you know what those would be times for walkthroughs, but we can also build it into what
029works for you all. So yes, I like yours. Yeah. You like yours? We like the kids. Yeah. I mean, you know, on the school board, we like the kids. All right. All right. So, I already said uh number two, you're not doing we're postponing that. So, OSBA conferences. We're just going to have a brief conversation. Um, who wants to go to what conference? And I'm thinking like twoish board members at each conference. So, not everybody can go to a conference. Well, I mean we can, but we are also making some financial sacrifices. I mean myself as a leader, if I'm asking people to make financial changes, I usually like to lead by example. But if everybody wants to go, they can go. I would just, you know, think about can is it doable to have
030two or three people go and bring back information at each conference? I mean, if everybody wants to go to one, I'm fine with that. But I mean, just me personally, that's just my Well, I think if we if we agree to go, we need to go and be there at all the sessions, not pay that fee and then just be there for two or three and not be there the rest of the time, you know, try to make a little fly. How I I've gone last year. I went to both. The year before I went to just one plus free conference and I thought I was leaning toward going but I'm kind of unleaning toward going but if I go I'll pay my own way and go. So I'm gonna I'm gonna put in my
031two cents as my last two cents here. I think that we put in a lot of time. We volunteer a lot. We put in a lot of time as board members and I think in the overall scheme of things I don't think the cost is so prohibitive and I think it's really important that we get training and that is where you get training and that's where you find out what other schools really that's the only one of the few opportunities we have to talk to other school districts to find out what's going on what's happening in education what's happening here what how can we be better you know it's I just think and I think it's a really good bonding experience when the board members go because we can, you know, talk about like ideas
032and things. Not, you know, have a corn, you know, not quite stuff, but I mean like I just think it's really valuable and I uh I just hate to see, you know, limiting that and I I just I think in the overall scheme of things, I think the cost is really a big thing. We're not paid staff. These are we're volunteers, so we we put in a lot. Well, I mean, people were overwhelmingly interested in attending all days. I mean, I wouldn't be opposed to that, but I would echo, you know, kind of what Merl says about if we commit, we should go. But I mean, the scheduling is challenging. Yeah. I I would not go to the free conference again. I would just Saturday, Sunday morning. Well, maybe Diane could, you know, check in
033to see or, you know, we could get a because if if there was a majority going or all of the board going, I would go with you because I've seen to, you know, the team building and stuff like that. I think there's a lot of positives that could happen there. Yeah, Bill did go with us that first year I was there. He was he was there most of the time. I don't know if he was there all the time. That's a lot of irons in the fire, too. Honestly, the summer conference is good for new members. That's kind of what it's for. It's it's really for, you know, learning about boardsmanship and and that kind of stuff. Um the fall conference is probably the more valuable one in my opinion and they're both good. I
034haven't gone to the fall. I've only gone this summer following. May maybe we should encourage Blake to go and one other of you who would would like to go at least. Well, is there more than one of us who wants to go? Like if we all pick one Saturday to go or one Sunday, but then you have to pay per person. Yeah, I know. That's what I'm saying. I mean, it can be I can see both sides of it. I if I went I would probably go to the November one because I think Matt's going to be in town in August. Okay. That's been my time. Okay. What about you? I would be summer this year. I've always wanted to go to the November one. It just did not work out with Oh, you've never
035been in the November one? No, mine is sketchy. I've been there to like one session I think when first student took us out for dinner and yeah, but I've like to attend it all. I've I've just never had the time to be able to get away. Yeah, the November might go in November. No, I would I would go summer. Yeah, summer would be easier there. And honestly, I think I've learned just as much not in the sessions as I did in the sessions. It's a great way to network. Um I mean, I've made contacts with people there that I still rely upon for information in this, you know, in this role. Mhm. Um, so it's it's a great way to network and to to glean what other people are doing. Okay. So, you're a summer.
036You want to commit? Um, yeah. I think I I I've already blocked the time out. So, we're chair. Yeah. Another idea is the Friday's like a totally separate conference B. So, someone could go on the Friday, they couldn't go on the Saturday. Okay. So, but summer board conference is not only good just for new board members. It's great for just um an overview of boardsmanship and different strategies and just good reminders and especially like if you're board chair. Is this the one that we can get our mandatory training that's required? No, they don't have mandatory training available at the conferences. It's that public meeting OAR one that I was looking for. They said they were I got that last year to the meeting and I haven't seen it. At last summer board meeting I went
037to the to the to that training the mandatory one and they said that would fill my need you know for that. Okay. So maybe will you double check? Um so you're a yes for summer. I would yes for Saturday Sunday. Saturday. I don't think I'm commit or do you want to wait? But you're leaning November. Yeah, I'm a no for August, but I think November should work. That's the way they have the the uh fees broke out. If you go to the conference proper, Saturday, Sunday till noon, that's $400 part. Okay. If you're taking the pre-conference, it's an additional 3:15. That's what I was saying. So, but a different person could go to the pre-conference. Yeah, you could register only for the pre-conference. I guess new new people could register for that. So, Merl, which
038one are you leaning on? Well, if I went, I would I would go to the Saturday Sunday till noon in August or November? In in August. Okay. I'm going to mark you down for that. Are you fine with that? Dian take care of it, I guess. Okay, we have enough money actually. We aren't gonna meet again until right before this. Reaching out to Blake. Yeah, I think I did. I think I already did. I think he couldn't, but I'll confirm. But I I I sent it to him. Okay. And I think he told me he could not. Yeah. And that's that's entirely And I'll touch base with him to see if maybe he could also if he can't do it, maybe one of us can go with him in November. and I'll touch base with
039Jenny too and Robert. But okay, so we have summer summer. So you two are committed maybe November. I'll check my work schedule and the event calendar and then we'll touch base with the other two and see who's committing to what. Are we good? So I will register you both. Excuse me. Yeah, I will register you now. Okay. I guess do you want to check with Gracie first? Well, I tried to, but she's not She's the kind that never uses two words if one will do. I didn't get a definitive before I left. So, do you want to So, you want to wait and talk to Gracie and touch base with Diane? So, I can confirm that. I hope that's not on Thursday. I don't want to get you in the doghouse in public. The truth
040is the November conference is twice as big. There's yeah a lot more classes. There's a lot more variety. It's I thought too that was the first time last year that I've been to that one and more substantial at the things. But you can't I've tried to get there before. I know. I have too. It just never hard. What? I go to the Portland. Good to know Diane. You might be bringing us some. You go to the secretary part. You don't go to the Well, they've kind of blended it all together now. There's some stuff there for us. All right. I feel like we're done. Moving on. Safety and security. All right. And so I'll just preface this that they'll be sharing some uh information and then we will adjourn and I'll read in the executive
041session information and then we'll have additional information. So, we'll hold all the questions. Very good. Well, thank you. Good evening. Thank you for the opportunity to present on safety and security and our wonderful partnership with police. Uh we'll go to the next slide if you would. And actually to make it easy for you, you can just bring them all in if you want and we make it easier. So, first off, I wanted to share a few things. you know, h how our year went because obviously we're in the uh just finishing up our pretty much our first year with their relationship with Hubard Donald. And I wanted to, you know, here in in public thanky and his department and everybody that works with the department for their wonderful uh uh partnership that's first class communication.
042I'm kind of going off some bullets here. Our partnership, I I I can't say enough. word would not explain how much we appreciate what they do uh for us. the relationships they have with students and staff, uh, the community, how Chief Reese is with returning phone calls, text messages, emails. It's always I can always count on the Chief Breezy for for that communication. Um, and how they reach out to our community, uh, you know, our entire school community. Uh, the focus, you know, service is a a word you don't use lightly. and the Hubard Donald Police Department. Uh that that should be one of their monikers of services, what they do. They're they're there for the community. I think you've all seen how a chief greases operates operates in the community. Uh we just really
043appreciate that. Uh I also wanted to touch on response time. I know that was one of the things that was a concern of mine in my first uh six months on the job before this agreement was just that response time with law enforcement. And that is not a concern. And I I want to give one example. I didn't tell Chief Reesei I was going to share this example, but I was on the phone with him one day in my office and there was a call. I didn't know this, but there was a call that came across the radio about needing backup in the high school parking lot from uh another police agency. So, obviously that got his attention, got my attention, and I didn't know anything about it. U it was kind of an interesting
044uh call. It was everything was good, everything was safe. But before by the time I took the call, I was on the phone with him. By the time I stepped out of my office and walked across the parking lot to get to where this situation was, Chief Breezes was pulling up and he was in hover. So that gives you the an idea of the response time and and how much focus there is on keeping our our students and staff safe in the district. So I wanted to again thank Hoverdonald police and and the department and all of his officers for everything that they do for for us here in North Mar school district. So if you could go to the next slide please and you can bring them all in there too. Uh just a
045few things to touch on you know with the collaboration our teamwork uh the support uh that they give the welfare checks investigations their presence. I I do want to share an example. This is another perfect example of how this relationship works wonderfully. Uh we had a concern of a student here recently actually and the call went to another agency at first uh and uh about a welfare check at home and after Chief Prey heard about heard about that there was lots of communication and that evening Chief Prey and Sergeant Anderson went to the house to to see what was going on. I mean, just that in itself, that's hard for a school district to do. You never know what type of situation you're getting into, but that that in itself and then he communicated back
046to me that evening and it just it raised and it lowered all that concern about the family, about the children. It was just something that that's just another example of what what that uh that relationship and partnership we do. The other thing that I wanted to share uh was uh there's some new officers uh that have come on and I and I actually I don't want to steal any because he knows obviously all about that. You want to share a little bit about that in your department? You bet. So we're excited to announce that we are fully staffed um which is really exciting. And so as part of the hiring process and the training process, if you will, we uh incorporate that in our field training program to where each of the new officers will
047come and and get a tour of the school uh with Wes and meet all of the principles and and hopefully you as well and stuff like that too. And so it's just been really um great kind of introducing them into this partnership also and the importance of it so they they know firsthand what the expectations are and whatnot as well. So the other thing that it's nice to uh share as well is that there is a bilingual officer now. Exactly. That's right. We're excited about that. Yeah. In fact, Roger Montes and we um we'll plan on incorporating him into some parent nights uh you went to middle school and things of that nature next year as well. So uh the other thing to just share a little bit about high visibility. I think all of
048you board members, I know our staff and our students see that, but the uh Hover Police when we ask them and oftentimes when we don't ask them, they're around. But just to give examples, in May and June, we had athletic events, kindergarten roundup, sixth grade, sixth grade openhouse, senior trip, uh departure, senior last day, uh our graduation, eighth grade promotion, and our last day of school. There was there was someone here on site. I'm going to share a few pictures here in a minute that we're we're uh excited to show. And then uh lastly, I just wanted to share from my standpoint this intergal agreement that we have with Harvard Donald Police. Uh it's a uh annual renewal. So it just it renews automatically annually, but both sides do have the school district as well
049as hover police has the opportunity to uh give a 30-day notice and then it's a mutual agreement. So I think it's a wonderful uh written IGA and you know I know from my standpoint we're I'm very very thankful for the support and this intergovernmental agreement and I would you know my my recommendation would be to continue that. So I wanted to let everybody know that. So Greg if you would I just wanted to share a few pictures here uh you know as you say pictures uh better than a thou you know a thousand words. Uh here is an uh our graduation senior walk. It's a very great tradition that North Marian School District has. As you can see, the Hardon Police Department is involved in that. They blocked the road for us as the uh
050seniors walked across uh on their walk on that that very special day. Next photo, if you would, Greg, here is our sixth grade orientation. So, uh, Sergeant Anderson and Chief Reese were here, and they had a table, uh, to and had little trinkets and goodies that they gave out, as well as talked with the, uh, uh, all the parents and students on that particular evening. Uh, this is graduation. Love this picture. This is Sergeant Anderson. Got out of his patrol car uh, to talk to some people that were coming to graduation. And I'm telling you, the stickers are where it's at. It seems like uh they're always out them because they're always handing them out. That's what Sergeant Anderson is doing in that particular picture. Uh here's just another photo of graduation as well. Great
051presence there. Uh great picture of uh our outgoing and and retiring uh principal uh with Sergeant Anderson. The one thing I want to say about graduation, it happened last year and it happened again this year. I I wish I would write down and count make little tally marks of how many people at graduation can actually come up to uh the officers and say thank you for being here and thank you for you know supporting our kids. It it happens not just one time two time I mean it is like a bunch of people that do that as they're coming in and as they're leaving. So we we appreciate that and I think the the parents and students appreciate that especially those for those big events. There's a lot, as you know, there's a lot of
052people that come to those events. So, when you bring a lot of people, there can be issues that do happen. Uh, here's eighth grade graduation. Had some pictures here. Officer Montes there on the right and on the left and Sergeant Anderson. The other thing that's I loved at eighth grade graduation, how many kids and how many parents came up to them wanting pictures. These are just a couple that I was able to photobomb in or not photo bomb, but take pictures as well as they were uh with the families. Yeah. uh had to put this picture in the wall when I was like, "Are those real donuts when you send me the picture?" He said, "Yeah." I was like, "I should have worked that night." That was a a fun night. That was a great
053picture. So cute. And then here, I can't really see, but this is middle school field day. Great. Melted my heart. I mean, kid you not. On field day, you know, um these kids were coming up and asking me to sign their books. Oh, I mean, seriously, I goosebumps and literally made me just want to cry, you know? It was just so sweet. Yeah. I was like, "Wow, you want me to sign this?" Wow. And so, I got That's just the best part of the job right there. Sorry. Can I help? No, thank you. So, again, I just want to thank Police, all the officers. I mean it's they're they're here a lot and they're not something I don't think we ever see that there's concerns of you know parents saying why are they always here
054it's just they're here enough to where it feels comfortable uh coming to ball games coming to events and it just feels good that we have that support from from a wonderful agency eating lunch here too by the way do more of that next bought me lunch one day I was like d this is really good so I'm going to try to lose some weight this get better shaved and then do it again next year. But no, we we really appreciate the opportunity um to be partners with you all and and for you guys letting us into, you know, your world and just being able to help partner to keep uh you all safe, the children safe and really just uh establish that partnership with the children and families, too. So, I'm very very blessed with
055a great team. Thank you for the kind words, but we uh we couldn't do it without the the rest of the team and stuff, too. So, thank you from all of us at Hover Police Department, too. So, yeah. So, we'll go ahead and transition. Greg, I think we're going to come over there and just Well, wait. You didn't hang up yet, did you? No. Okay. I just want to be able to read that. Did you? Yes. I'll stop. Thanks. So, we're going to journ the work session at what is it? 6:45 6:46 p.m. And then I'll read this in. The board will meet in executive session or soon to OS192.6602K to consider matters relating relating to school safety or a plan that responds to safety threats made towards the school. Specifically, to hear details of
056school safety that are confidential, such as evacuation, reunification plans, or tactical strategies would be a response to a real safety threat. The board is not deliberating towards any action on the matter. Representatives of the media shall be allowed to attend. Represent representatives of the news media are specifically directed not to report on or record any of these deliberations during the executive session. We will not be returning to open session. And for reference, it's BDC and EBCA. Thank you for attending. Thanks. Great.