Adams 14 Board of Education, Study Session, August 22, 2023

001foreign welcome everyone red light is on so I think we are live um thank you for joining us for the August 22nd 2023 um Adams 14 Board of Education study session uh Guadalupe maybe we start with interpretation instructions thank you thank you madam president Los participants is [Music] thank you so much um for the viewing audience we're in the middle of updating our webpage so if it's not the live link is not working if you go to our YouTube YouTube channel if I could speak um you can find the the live stream there all right first on our agenda is 1.1 discuss monitoring reports for the 2023-24 school year uh Dr Lydia Madam president members of the board um yes indeed we are we have four monitoring reports to bring to you today um so

002uh per your request we are discussing in August um the August monitoring reports based on our calendar we will discuss them in during the study session so there are ample opportunities to ask questions this is the first time um well we're halfway through you know the cycle review and every year um you know in a year so the purpose of today is you know to understand what the El is uh the reporting that you're asking of me to present to ensure that the goals are being met and have a discussion on a couple of things in here that are not in compliance have a discussion about that request that you're having um and secondly to have a discussion is this the way that you want the data is this the actual data that you would

003like to have so that we can um you know prepare the data as as you need it and want it so we're going to start with el2 this is the emergency superintendent um secession plan we have a PowerPoint presentation the presentation really is calling out those um for for you to follow easier those uh indicators that are in compliance and any indicator that may not be in compliance then that will give me an opportunity to explain why it's not in compliance um and of course your your feedback on the reporting um the first one that I said emergency superintendent succession plan the monitoring report is to ensure that the superintendent has a a secession plan and I certified that this is presented with information that it's accurate with the secession plans I'm sorry with a

004monitoring reports there is a the policy wording that it's in your document because we didn't put everything up in the PowerPoint the idea was not to have the whole monitor um document there but there need goes the interpretation the interpretation is what I as the superintendent interpret you are requesting of me so it's important for us to be in the same page there because I will be basing my report on the understanding that I wrote um here so I I've interpreter that um no fewer than one other executive staff members familiar with the board and superintendent issues and processes and he's capable of assuming the superintendent responsibilities um to mean that that person will be acting as a temporary Acting Superintendent should there be a need for it in compliance for these uh ones in

005order to protect the other 14 board and District in the event of a sudden loss of a superintendent of the superintendent the superintendent then will have a plan so that at any time the that individual or team will be acting as a superintendent um I am interpreting executive staff member as member of my cabinet so the members have been selected from my cabinet individuals who report directly to the superintendent and individuals who whom in my opinion have an understanding of the district and the day-to-day operations of the district um the way that I interpret interim basis it's it's not a permanent position if um for any reason the superintendent is incapable of fulfilling the duties this person will act or team will act um while a replacement is found or while um the superintendent is

006is able to reassume um his or her duties I have um designated two administrators as interim acting superintendents to support each other because of the complexities that we have in our district and uh um current not only legal but also political environment in our district I am designating Ms Sheila Burke a chief academic officer as Acting Superintendent alongside with Mr Salazar who is her Chief legal counselor both are members of my cabinet both members have been part of our cabinet for you know a while of course more Sheila than Joe and um report directly to me so that is the reporting that I have the individuals and if there's any question that you may have or is this what you're expecting from a an interim so I'll listen to her feedback thank you Dr Lydia

007um board members I'd like to open it up to you for questions and comments um I have a couple but uh reserve commandeering the mic as I usually do okay so I I just wanted to clarify to make sure this is only in case of a physical ailment type of emergency or another type of emergency where we are lacking our superintendent for a certain length of time is there like a time frame on here that you know just um not indefinite but you're out for more than two weeks um I guess that's where I'm going with this is just what is the the time limit and is there like an expiration does that give us time to actually say you know after the emergency uh um leave of the superintendent we have so many days

008to work on that uh of getting that position filled or is it for when you I mean that part I think is missing um as far as a length of time and and just to clarify this is just an emergency backup plan that we need to have on on hand correct that is correct so um in the policy wording that you wrote in page one of your documents the the document that you have um it says in order to protect the district in the event of a sudden loss of the superintendent services so that is the way that I'm interpreting certain laws uh just the inability of the superintendent to fulfill you know in this case my duties right so certain laws could mean and maybe you know needs to be interpreted there you know

009a sudden resignation death an emergency that really prevents the superintendent from being um fulfilling that that role so the time frame you know the the way that I understand it and make need to be in here two weeks could be vacation three weeks I mean like oh yeah yeah uh right but but um there is an understanding that well is is not my absence in this case or superintendent's absence of being able or you know absence from the district but inability to fulfill the role um and to your second question yes it is um temporary just immediate somebody that the staff will know they can go in there they're going to be able to guide the day-to-day operations while the board then makes a decision as far as what may be the appropriate next steps

010of course it's illness or death I mean that is death right never coming back but um if it's illness I guess that uh temporary position will allow you to then have discussions for you to decide what the appropriate Next Step might be um I'll kind of jump in here because one of my first questions was around that um I I took a look at some other districts that follow um policy governance and they specifically call out um in the interpretation of the loss of superintendents to mean a length of time greater than x amount of days and they also included um some wording that I I would like to see in the El um executive limitation I got to stop using acronyms um it says not applicable upon the superintendent's resignation termination or extended absence

011as identified in the superintendent contract um I I think we need to be very clear with that um for for a couple of reasons I think um the other part that I was missing was when when the board steps in or when that connection happens like I I don't know that it needs to be called out in the policy but maybe it does um I I just um PTSD when we um would go sometimes months on end and we'd hear oh by the way so-and-so has been out for a few months or you know what I mean which I I don't anticipate happening but I just think lesson learned I need to see it documented if that makes sense so what I hear is you're asking me to clarify differently or actually to add because

012it's not in here what a sudden loss of superintendent services mean uh and uh this would be anything that is not planned unexpected laws that really um prohibits the superintendent from his or her duties um and an amount of time that I would like to see is there any preference of um time frame based on a month or two weeks or that is not planned right because I think that's the difference because even if I wish I could go a whole month you know in a sabbatical vacation or something um see it very hard but um something that is not planned is there well a time frame that you're thinking about if a board will be appropriate yeah I I don't know if it exists somewhere else or it's just been your practice which I

013I appreciate as a board member because I know you will text us even if you're out for two hours that wasn't planned you'll let us know this is your contact person or this is your point of contact or this is who is in your your place right now while you're gone um but I don't know I guess in my mind I'm trying to work really hard to document these things so that they again extend beyond what our working Norms are um so I don't know um so what I hear adding in my interpretation or in here a sudden loss a way in which the board will be informed in this case probably by legal counsel there's a sudden loss of superintendent for X reason for you to know immediately so mentioning here what the process

014is to inform so it's not going to be you're going to be informed after a month in their next board meeting you found out that the superintendent has been out for a month but there's a time frame where legal counsel will advise you we consider this is a sudden loss inability of the superintendent to fulfill the duties therefore el2 is going to get in effect some kind of a notification for you to know within the first you know 48 Hours of it is eminent there's a sudden loss and it's going to be longer then you will be informed yes I'm just happy um and you guys feel free to just reasonable to be notified here I go again um I think that leads into my second point because I but I'm thinking is the sudden

015loss is once the sudden loss is confirmed this is a sudden loss the communication from legal counsel to the board is the 48 hours for that communication yeah which is or no more than I mean I'm thinking it's going to happen I hope that if I die you know like when I die like immediately after night oh by the way she died today we're just kind of confirmed no um I think that you could put language in there um as something to the effective as immediately as possible okay upon knowledge of the sudden loss that way we're not putting it out 24 hours to 48 hours as soon as you find out confirm the sudden loss and immediately the board is informed okay it leaves space for ambiguity right if I'm a superintendent five years

016down the road and we still have this El I might say wow I kind of you know took it as I told you as soon as I thought I should tell you or you know what I mean I think that just leaves space for um for us to not be informed for a longer period of time than just saying hey two days you know what I mean right no but that's where media as immediate as possible comes into play I mean immediate defined by a court no immediate defined by a court is pretty immediate I mean it's not I think days but how is it defined I guess is my question right because somebody can think immediate was four days because yeah whatever they had on their plates I see where you're coming from but

017that that's that's the problem when you try to whittle the policy down to to a place where it captures everything the policy will never capture everything and so there has to be some some room for ambiguity um because it is up to interpretation um given the circumstance if you if you Whittle it down to such a finite level that there is no give anywhere then um you might end up you might end up hurting things more than helping out so I guess can we since it is technically an executive limit can we just say um notification will be will not exceed 24 hours or something like that you can do that too sure the superintendent is not the one advising you who if the Supreme if I go crazy and I don't want to let

018you know into sudden laws means the inability for superintendent to fulfill so the notifications coming from the board legal counsel right not not from because otherwise it would not be a sudden loss it will be just a job abandonment or whatever but when it's determined it's a loss then notification comes from legal board legal counsel if I if I can game out a scenario because I mean what we're talking about sudden losses possible death Health consequence of some sort where the superintendent hasn't passed away but is yeah some kind of a medically incapable of functioning as a superintendent another situation might be where um superintendent is uh in in another country and we have a change of power in this country that doesn't allow her to come back you know that could be considered a

019sudden loss right so um I guess I guess it just comes down to can the superintendent perform his or her function as a result of a loss and if they can't do that because it's a sudden loss then that's when the it triggers the boards information this this is not an executive limitation where we would be addressing resignation or termination this is only for sudden loss not a lot of services yeah it's something where like she got in an accident and she can't perform for two three months we know that that's coming so it's a sudden loss so we have someone in that position right sorry that is correct yeah and again I think we should consider specifically saying that just because if she's incapacitated for any reason it opens up interpretation for everybody else

020so I think we should say it's not applicable if it's resignation termination like whatever all these others um but I think it would be helpful to put that um elimination or resignation yeah and and I think again to director zubia's client I think we do need to establish some sort of time frame um because as much as I love Joe and I love Miss Burke um when we're requiring our superintendent to hold a current administrator license here in Colorado I don't want to get to a point where we have somebody that doesn't have that that's serving in that role for an extended amount of time like I think we need some some sort of trigger to say okay this happened now we're at whatever the next point is if that makes sense um so I

021don't know if you could put that in the El because this is emergency superintendent succession right so this is an immediate thing that has happened and I don't I don't know another executive limitation I don't even know if it is an executive limitation where you're talking about the amount of time that it'll take for the board to to fill the position upon an emergency superintendent succession because that seems to be what you're talking about is yeah where do we leave this emergency succession points and it's going to okay now we've got to move on and we've got to start a hiring process or something like that but I think that I mean I think if we know what the emergency loss what it is it's going to trigger it or not like if we know

022that she was in a car accident and for the next two or three months she's going to be incapacitated of doing it we would know that right so like in a death we know we're gonna have to find a new one you know something that we know at some point like if she's if we say okay next two or three months she's not going to be able to because she's not and at that two or three month range we find out that she's not going to be able to come back then that'll trigger us to have to go into it because we know that it's going to be a resignation so I think I think it's immediate loss but I think that time frame we don't have to put because we'll know the outcome of

023that time frame if something happens and she's gone we know it's going to trigger the search for a new one if we know that she was in an accident she's encapitated for x amount of time we know that these are going to be the ones that fill in and at that point of the end of that once they get to the two or three months and we know that they can't come back it'll trigger a new search anyway so we would go off of the finding a new one this is just I think this is more to help us and like if she does get stuck somewhere or she does get in an accident or something or she does pass away we know okay these are the people who are going to fill in while

024we look for that new search so I just think I think immediate because I like I said if someone something happens we're in an accident we'll know what time frame of well she'll be good in two or three months so we know that we're going to have an emergency until she's back or she can come back and if she can at that three-month run it says I'm not coming back or something then we'll know okay it's time to trigger a new one so we still have these in place and we're going to start searching for someone new and I think that that would cover legally what we were supposed to do as a district that makes sense I think what I'm looking for is where where is it stated that the board has taken this

025action like right now it's this is our limitation if that makes sense so so what I'm not calling her or your husband and like asking like okay at what point do you get what I'm what I'm trying to say is right when does when does the board say okay thank you Miss Burke or Mr Salazar now this is what we're gonna do like I feel like so and I think so difficult to say you know when you should do you know because it all depends on um what it is and the outcome but what I'm adding here that will allow you to then even make that prerogative based on the situation I will be adding um what the sudden uh the sudden um laws of superintendent services does not include termination or resignation um that

026does not will not trigger immediate you know move into interim superintendents because then you will take action on that to decide who that person will be in case of termination or resignation in adding um that um you will be notified by legal counsel immediately as immediately as possible no more than 48 hours when 24 hours upon um notification of the sudden loss or upon decided I guess it's a sudden loss and also just to clarify that this is this action is to allow the board to regroup and then decide uh or determine next appropriate steps so so it is it is not it should be one month or two months or six months or whatever it's just enough time for you to regroup as a board to determine next steps so I'll add that to

027the interpretation so we'll go um by there by then I don't know how that's another executive limitation which is not a forward this isn't about your limitations of superintendent because you can there's an emergency success this now becomes different thing outside of executive limitations for the board to decide in the event that there's an emergency superintendent succession outside of ELP then becomes a an action that the board has to take if you put that in el2 how would they hold a new account to that right I can see that's that's what the el2 is for what is how do you hold these superintended to account for the els for the executive limitations and so that language doesn't fit in because are you going to hold the board the the superintendent to account for what the

028board is supposed to do so so it seems like it needs to go someplace else I think the language needs to be somewhere but not an executive limitation well yeah because that is my interpretation then so it will not make sense in my interpretation because it's what they want uh would it be appropriate then to have it as a following to the policy word in the policy wording you know after it says that law superintendent will not fail to ensure no fluid than other executive staff members is familiar with the board and superintendent issues um and is capable of assuming superintendent responsibilities on an interim basis should the unexpected need arise adding to this language if it happens the board will then take you know the time to appropriate action something like that because an

029executive limitation is for me to report on and that is something that they will not report but it's so connected to this one there's no other way to have these other little you know uh policies but if we adhere separate to the wording if this is the case then the the board will use the inner imposition to regroup and make next steps so I don't report on that is part of the wording policy to explain have language that talks about it in the event that there's an emergency superintendo successes what's that for you too and you can't add that to this one right we can we cannot add it what I understand is to my interpretation because then I'm going crazy it's it we can add it to the policy wording as a separate paragraph

030that you can add something somewhere because it almost will my fear is that regardless of who sits up here on the dice after we're gone the interpretation is going to be very different it will change because the super the new superintendent can have its own and well interpretation like the whole idea of having these is to make sure that it outlives our stands here and that people will understand it I guess when you look at the back part of this there's there is something that says interim basis so that's temporary is there something we could just add there to say you know go to policy whatever if it's you you could do that which triggers your responsibilities and your opponents right yeah right like in the event that's what I say superintendent succession the board

031shall follow Paul and then you don't need to change anything else you just added to that and that that gives us that next step well it'll give him the interpretation of like the 24 hours so once we do find out and then please see this next policy for us all right that is not administrative policy can change that policy what policy would that be wouldn't it wouldn't it fit like under delegation to the superintendent or one of our our policies under one of your policies what would you think we have their B policies that have that's probably word because right yeah and then we just have to address policy yep so Ramona okay so Ramona do we have a policy one of their policies that will need to be revised and go through the process

032to add these pieces or that we can actually then name the policy here understanding that they will change or revise it um it would probably be a b policy like I said um that's their their policies as to how they do their job and one of those is how to okay so um by Friday during the updates then we can share what the thinking is um to see if you would consider that for this year then um and as appropriate based on this conversation I'm gonna took the interpretation with the 48 Hours notification Etc which in that case will not be mine but there's a plan for that because if my in my absence or the superintendent's absence I can't be held accountable on that but there will be a process that you can follow

033and then we'll mention a policy there or the need to create a policy if we don't have one that right okay all right are we ready for um the next one yeah all right el13 staff compensation is um the next policy you have the copy or the policy in front of you um with this one um we have a presentation as well um so next slide next slide please sorry so there are 11 indicators uh presented in this El that you provided me with this document format includes policy wording again what I what what you are asking of me my interpretation and then the data that is reported so the way that we gave this presentation or prepare this presentation out of the 11 Paul indicators there are eight um in which I am compliant

034and there are three in which I am not compliant so um before I go to the compliance and not compliance I do have in your document what you're requesting of me and then my interpretation is immediately followed so I want to talk a little bit because um the other one didn't make sense to explain the process because it was just different a different policy of the succession but how you're going to find these documents based on your feedback is first is the policy wording which is basically the yield that you give me my interpretation numbered by what I interpret for each one of the indicators in the policy um that you're giving me and then we report the data what I heard and I need confirmation it is very difficult is the data is just

035reported at once so what we did is to take again the policy um the interpretation and then the data reported for that indicator so that you do not have to you know go back and forth what is this one for did we answer 3B or Etc so that is the flow of the document um there is a break-in page that is called detailed reports so that is when actually my report starts because otherwise some of these policies can get several pages long out of the eight indicators in which I am compliant next slide please you can find um the policy number one or indicator number one superintendent shall not have authority to recommend influence or change his or or her own compensation number two superintendents shall have the authority to offer employment um pending board

036approval number three at the district shall only issue employment contracts as that are within the fiscal year or less number four the district shall develop and publish a certified schedule that is based on employee education years of services four has a breakdown so 4A goes into compensation the district compensate the district's regular teaching personnel with at least the teachers education and prior experience so um considering teacher preparation and experience for the compensation for being conditioned salary increments upon evidence of the continued professional growth of a teacher which is basically when a teacher acquires a master's then there's going to be a different schedule for that as has been established in the past recognize that within 4C recognize that within the framework of the state statutes employees who do not comply with the requirements of the

037district and the state may not be granted salary increases or be retained on the staff which basically means that we will be ensuring that every person in Exposition will have the requirements the minimum requirements to hold that position um I'm gonna go with a one-star in compliance first I'm going to go to the non-compliant which are actually in red in your document and then we can have a discussion on those for e is the other indicator in compliance and it says we comply with all requirements of state law number five superintendent will not fail to develop and Implement compensation plans to attract and maintain top quality staff um and those are the ones that are in compliance um those are eight in all uh with the subgroups for or bullets for um number four those

038are in compliance if you look um when the detailed reports starting then I will start including the evidence or my narrative on how I am certified in Ohio I describe how I was compliant in there um what is not in compliance there are three indicators that are in the current executive limitation the first one that is I am not in compliance is 4D um the El that was approved on February 14th you went into policy governance and approved this as a book 4D says that we are linking compensation with performance um and that means meaning performance of the employee currently I'm not in compliance with that because there's currently no structure in the district that supports how that is how that is done so similar to the other two which are number six and seven

039the superintendent will not fail to develop or Implement salary schedules and or pay plans for classified Personnel that link compensation with performance again the first one for any employee this number sticks for specifically classified and number seven same expectation but with administrative individuals so I am not in compliance with those three they were approved as the packet you know of Els but the district does not have a structure right now to really determine or to link performance with their salaries or salary increases so um my question to you is well before my question a statement for this time around it will reflect when you consider this El in my report for approval on the first meeting in September it will indicate that out of the 11 I am compliant in eight not in three uh

040you know the reasons why I'm not complying in three my second question is uh is this something that you as a board um would like to see in the future structured even when you say yes I'm gonna be out of compliance this time around because at the time that this was adopted there has been no um structure to support that I think we knew when we were implementing all this that there were some things that we knew were not quite for us but the board made a decision to Let's adopt it and then we will be tweaking them as they as they go right so it can be three out of compliance with a special note there's no structure right form the public to know why it is not in compliance but my question is

041um do you um not to be answered right now but for you to consider is the board looking into having a structure in the future that will link salary increases with individuals performance of course I'll be a much greater conversation it's not like sure go ahead and have it and by next month it's there it this will take a year or two uh process because it will be working with uh with labor as well um so and if you say not at the time not yet then my recommendation uh will be for you to as you approve this as it is also start reviewing this one removing that language if that is something that you do not want to see in the near future um I'll I'll start and I would like to open it

042up for comments and questions um I personally would love to see us take a look at this uh policy and rework it quite a bit um I really do believe that we've got to have some sort of evaluation and um growth plan for lack of a better word I I would like to see us create a culture where we're meeting with individual staff asking what you know do you want to do this for the rest of your life or what positions do you want to get into because what I've experienced um as a parent is seeing a lot of um what we all experience in our jobs you're good at your job let me add five more things to your plate uh we'll talk about pay later or um what you want to do later

043and then you're in the next year and then play doesn't know so I I think I would like to see us word it in there where we have some sort of evaluation plan um without also adding burden to our our teachers because we all know sb191 they already have an evaluation system and I don't want to have a continuous sit down and evaluate every move you make kind of thing um I have a concern with the way it's worded it sounds very corporate to me to say linked to compensation um maybe that's just because we don't have that plan put together yet but I I don't like that wording at all but I don't for me I don't like these last three regardless because your conversation and what you're looking at depends on Whose perform

044who's evaluating your performance right if you don't have a good relationship with your boss or your supervisor and you have a bad performance it doesn't mean that you're not doing your job it means that he doesn't you know and that's the hardest part about evaluations right you may have a great evaluation and maybe doing half the work that the other person is but they may have a better relationship with their manager so trying to link compensations or performance is really hard because it really depends on who is doing that plan if you're someone who speaks up a lot you may not have the same relationship as the guy that doesn't say anything and does half the work that you do right so you're linking something that is really a judgmental it's really judged by who's

045doing it if I like you I may give you a better one than the person that I may not like that much and that's the hardest it's objective to who's doing it and I that's why I have a hard time with the evaluation with the compensation because it you could be doing a great job but someone may not like you and do a bad review for you and then you're the person who's getting written up who's getting in trouble whatever even though you're still developing and I think we've seen that in this District often on teachers when they were trying to get them to leave the district or retire or move out we had a lot of people who gave them very bad reviews for some of our teachers and and made their life really

046hard even though they stuck with it and still are they're still hearing those people that were doing that are no longer so I I think it's hard if we don't do something like um create some type of system right then that becomes an issue I think that they're we don't have to recreate the will there are districts everywhere who have performance plans who have evaluation systems and to your point that's why we have them so that that's not the issue where it's solely on just one person going in and observing and having a relationship with a staff member there are many models and the best ones are like up high and then you have different pieces that tell you how effective overall you are not only by observations and you know coaching conversations and things

047like that but multiple things and I think that's what that's what boards that's what superintendents and everyone decides I think by not having something like this then we we're just complacent in a system that's not serving students well and also is not supporting teachers and administrators to their full potential so that they can then get um into other positions that they want to go into right but I think that if we if we don't have this type of a system how are we going to know that that teacher wants to be a coach and then she wants to be an assistant principal and then move up or how do we know that the students in this teacher's classroom are getting what they need and is evidenced by X right so I I think that it

048would be a good idea to look into some type of evaluation process so we did that there's those words yeah we did that happen in business district and what they did is they used it as a weapon to get rid of people who were doing their job because they evaluated them and said they didn't right so you have a teacher who takes a student a third grade class as the lowest but the but it wasn't just one piece right but they still had the whole thing and they still got rid of the teacher even though she took the lowest class made it the highest you terminated or gave her the biggest bonus that you can give them for the test scores but you still got rid of her in the district but like I said

049I think that's why it's like in this District it's it's kind of hard because we had something like that and the teachers that were performing were getting picked on the teachers that weren't performing were not were still staying so I think I think that's the hard part is you're kind of I think we have to earn that trust back and I agree that I think there is something that we have to do we do evaluations we know what they're doing but it's still going to be judgmental until it's still a judgmental State on that person who's doing the evaluations whether it's a coach because if I'm your principal and guess what I don't like you and the coach said you're doing a graduate are you sure you should go look at them again and that's

050like I said that's the problem like it is always going to be correct okay that's that's the other 99 I think that by saying there's no evaluation so we're doing harm yeah but I said we're I would take an evaluation but I think we have to structure it right I just don't like the way that this word because you're putting your evaluation that is very judgmental on someone's pay or performance like it and that's that's where I have an issue with it right not evaluation as in I'm going to come in and observe and hear you go right right I think evaluation for the purposes here are the whole picture can I say that I think we're also missing the fact that you're talking just the classroom but then you have everybody else out there

051and you have all the other folks that you have a lot of them that are doing a lot above and beyond and aren't getting compensated and so it demoralizes the people who are working more and aren't getting anything in return because it's almost like um in the past that mindset that people had about our kids if they do the minimum then they're okay as long as they do the minimum and what we want is to if we expect more of our kids we should have that expectation of everybody and in order to do that you have to have things in place but they have to be the appropriate ones you can't just have a regular you know um not in this place anyways a regular evaluation of some a tool you have to have a

052tool that's developed with the culture of what we want to get to in mind um once again keeping that student-centered and student focused mindset what we're doing for them and I think it would work their art like genesis there's many tools out there that are exceptional tools that you know it doesn't hurt to try and come up with one that is going to meet the needs of atoms 14 but I think we have to have something because people deserve to be compensated for the work they do and you know when when you do it's almost like they say when everybody gets the medal then what makes the athlete that was working harder work harder if he's just going to get a medal like everybody else right I mean it's that mindset of we we want

053to improve and you're right that ladder to progression of what people want to do beyond what they're doing now do we have anything in place that says after so many years this is what you're doing and we talk about growing our own and empowering our staff to go to that next stage what does that look like and is there a way to blend it with what we're doing here I don't know but I think that it's an opportunity for people to grow in their jobs to that next level of whatever it is they want to do and we're not going to know that unless you have those conversations know it's it's compensated so I think it's it feels harsh but I think it's good that we say we're non-compliant here but I also think it

054deserves a footnote to say the board will is investigating this policy and we want to have a performance and growth plan in place for all classified certified all the different groups um and we'll revisit it next year but I personally appreciate the non-complaint even though it feels harsh because it keeps the board aware like okay these are the areas that we're we're not meeting correct yeah and even if it's um you know it could be uh non-compliant with a note and then um I will add that note in there of why it's not compliant it's not negligence on the superintendent's or staff part it is there's no structure to put this in place period right um and um what I hear in the conversations it's two different pieces right because a I have been in

055districts in which we we have a performance pay right and not only in the form of a bonus or but actually you know your salary is based on you know your performance from the year before very structured it's not only yes there are multiple pieces or indicators to determine where a person is not only on the subjective view even when the person feels they subject to give you a very clear process to bring other individuals or administrators um it's a it's a whole structure to ensuring to ensure not only that it is fair but also understanding that it's an evaluation and it will be subjective to a certain degree uh but also includes evidence based [Music] indicators when it's a student is you know student data now not everything is on student data we actually

056have made up a a made a purpose to clearly explain how these accountability system hurts students in communities like ours but then what those pieces of evidence on students performance or growth or acts will be is determined by by the groups right so it does take you know a year two years to even come to this point we are talking here there are three different indicators and awareness the first one does not say it's for certified employees meaning mostly teachers the other one is specific to classified into administrators so those are three indicators on the same concept for each one of the groups my um my recommendation is if if you want to in the future look at this because um with what we have in in hand for sure this is not something that

057I will say we're gonna Embark in this process this year and by the end of the year you're going to have something I I'm realistic with all the other um things that we have but if this is something that you eventually want to go um it can be faced in it doesn't have to be every employee at the same time it can start with administrators and then go to the you know any other group because one group can help us also you know see things that we may need to tweak for the next I do have a question because um we paid for that and I don't know Maria you'll probably remember we we had a pilot of a evaluation um going um so I hate to see us take a step back um I

058also hate to throw just another thing on everybody's plate but I do think we need to look at what's been done so we're not once again starting from scratch and starting the whole process all over again um but we need to identify like which are our priority areas so to me teachers already get evaluated under um the annual copms and I think it's three times a year that they get evaluated um where where my focus what I would like to see which is where the pilot program was going I thought was administration because we have to um approve them every year and we have no idea if they're great or we're just rubber stamping something so to me I I would like to see that pilot program re-examine reinvigorated and and prioritize so that we

059um have something for next year because again my my four-year term is up and I've said every year for four years I will not approve this list anymore and and I I can't in good conscience do that anymore I have to agree and I remember um should be here somewhere because I know they presented to us so I'm sure you can find a video when they were presenting on what that looked like and so it was a good start I just don't know what happened to it and they did start with evaluations for administrators and the presentation that was done to us was very thorough so and we did pay for it so it's out there somewhere I know we paid for a lot of things that we haven't seen on gotten but I know

060that it's there yeah okay we don't have to invest more money yes Madam president as I take notes here um something that Dr lohia raised as an issue with respect to compensation with performance she's she's right because this board filed documents uh affidavits and what have you um indicating to the state board that the process by which we are evaluated as a district is discriminatory and racism and so oftentimes the performance is based off of a discriminatory and racist system so did we fall on any language on how that would play into the executive limitation for me I think it's it's a little difficult because the educator Effectiveness keeps changing um and to me that's where that's where it's absolutely biased and it continues to perpetuate these systemic issues that we we face um I

061think now as a district we can choose between 30 and 50 of students performance to count towards that Effectiveness I'm not sure I think I think for me it would it would be helpful to see that detail like educators are over evaluated over scrutinized and it is absolutely biased so if we have a way to work within the limitations that we have um are you giving any leeway I guess what I'm asking is are you giving any leeway for superintendent to factor in a racist system that leads to ratings on performance would you want something like that for the superintendent I know it's really hard to capture but that's the problem with the system right I think that that's why for me as we go down this road I would love to see us look

062at something that works and is built for this District so something like smart goals or something that we decide what we're going to get measured against because we don't get to decide that our students don't get to decide that so I I think we have an opportunity to to make it yeah to make it Equitable for them but I said that I think the example of what we'd like the treatment we would like as a district as a whole to be that internally we should be walking the same topic yeah I I did have a couple of questions too do you have a different question um in the document there was some that was in red under um under policy wording oh no it's under interpretation number six um so I was wondering no it's

063under policy wording where where the both of them came in I added the red because I didn't want to miss um or clearly or eat for you for your easy access uh I'm talking about the three indicators uh in which it's it's looking that it's not compliant but that's why it's not compliant no no no no okay that I just highlighted to say out of the 11 three are not in compliance and these are the three so for easy access for this discussion of course the final will be all in red there has no there has not been any changes on the EO uh in the my interpretation it's because I added why what I interpret from those because this is an indicator that I need to respond to so I put it in red

064as well because they are they are connected um thank you um I'm saying 11 and I don't uh four years because four has um four additional components yeah ABCD yeah seven but four is divided enough you know amongst a few so subcategories so each one of them represent an indicator by itself but connected to number four so so maybe yeah four um maybe indicators may not be well no because number four doesn't have anything um yeah yeah so number four is just the title of the next five so it's really six plus the five four yeah yeah for indicators in which I need to report nonetheless right uh I mean 11 yeah we we do have some questions about interpretations um the one that I have and then I'll hand it over to director um

065is under interpretation number six um I have some questions around the phrase meet Allstate licensure requirements um I have noticed and I think that we really need to specifically call out how we work with the Colorado Department of Education um to obtain necessary interim certifications when needed um I have a Bicester I'll say because I worked for that department for so long but I I've seen how other districts filled positions with temporary emergency licenses all these things so I I think we need to call that out in in this interpretation just to make sure that's being used considered yes um yeah um and that is exactly what happened so I can add that language whether it's the certification itself or a in permit from the Department of State to hold certain positions um you will

066probably recall when sometimes we're putting individuals on the list for um for the personal actions and you say this person doesn't have a certification no but there's a permit or something that is not showing in there so that is why not everybody on the list will have the actual certification posted on the website because it's in the process and what HR does is to confirm that person can start even with a permanent or I mean with a temporary while X happens and that would be the case in those cases there's a very clear um point on the individual's contract that failure to meet X in a certain amount of time then we'll prevent them from keeping that that position right but I can add it to the interpretation to say all those things are considered

067sometimes we find the cases where an individual can no longer have a a temporary because they have reached the maximum number of years for temporary um in the event that they have to have some credits and they can have a position for two years or one or three depending on the position and if they meet reach that maximum and they still do not bring the credits or whatever it is that they needed to do then they can they're no longer eligible um so we're already doing that and I will add that in there so it's not black and white like that I was thinking about already kind of discuss still in compensation with performance and I think that your interpretation might change because of the conversation that we had what I'm just thinking about um

068through the process of creating some type of compensate compensation and performance system the interpretation for number six could possibly be revised because I think you'll see through the process that like there's a process you have to follow before you can you should freeze uh classified employees compensation for example right but I'm just thinking like kind of just plaguing it so the interpretation of linking and compensation with performance and not just going straight to freezing somebody's compensation if they don't meet the minimum performance expectations usually I feel like when there is some type of a value-tip system that there's a process then that says you get on a performance plan you get on this you get on this and do that I I just don't see it here and so I'm just wondering like if it

069was because we were not in compliance and then we put that in there or if it's or if you're going to revise that later know now that we're kind of asking for oh let's have some type of a system right um that's a great question because what I'm thinking when um we're developing the um you know my interpretation and Consulting with a team you know my interpreting this correctly um in the absence or because there's an absence of the um structure it's very difficult to me to say I'm not going to be freezing it because that structure should say when it's appropriate to freeze in what is the process to freeze it right so in the absence of that it's really um I did not want to put on you know my thinking on what

070that process should be because really this is not my process it would be a collective process of the team said that's why it's left um broad but it's it's certainly the process should not um leave it open to you know uh wants or desires of individual people I'm gonna freeze yours but not yours for X reason the process should call that out very clearly but in the absence of it then I cannot be very specific here yeah now once it is developed or if the board decides to go that way then the interpretation will change because it will be based on what the process calls for clarification will this be something that you're doing not something that I am doing unless um you say we wanna go into the process or start the process to

071develop a performance structure that is linked to salary increases of individuals well the freezing will be part of that structure because we will not have a freeze instructor you know without a system right the only time that salaries are are Frozen um and we have you know um not too many but a few in here well I don't know there's some cases in which a an individual for example if I have this position and I'm asking or my supervisor is asking me now you're going to have this other position without um the one in there will be some conditions in which the seller will be frozen for a certain amount of time because it was a move an involuntary move for lack of a better term not necessarily performance but maybe need um a freeze

072um when we did in the in the spring the equity audit at the beginning there were 19 individuals because we thought we're going to stay at 19 then after May 18th and understanding them budget issues in deficit that we're having those first individual originally we thought we were able to freeze their salaries for a year while they you know for them to adopt the new position in the new salary that to be in effect a year down the road so in those cases we offer that after we understood from our CFO that there were many more issues that we had not uncovered we're not in the position to doing that so um freezing salaries is really not something that there's a structure really to free salaries based on company performance if there's a performance um

073compensation packet then it should include the freezing of the foundries um my other questions are related to the report um under the first under number one we talk about the superintendent contracts yes and I what I didn't see in there is where it's reported to the board on an annual basis and maybe that's covered in a different area like the superintendent evaluation or something like that but I I just want to make sure we're being very transparent and we at some point say okay the evaluation was done based on on evaluation we're going to give the superintendent XYZ um I just didn't see that in there so um I don't know if that's going to be added or if that's in another area of policy it's not really a limit but it's part of the

074contract not necessarily policy because I talked about like going to legal and HR but there was no mention of the board in that area right so I think when we talked about the boarding legal the certification that comes to you is that the superintendent will not coerce or my interpretation is I'm not going to say okay you give me this and I'll give you right I am not involved of uh what my increase would be based on what the contract says and the cola or whatever it is um it is a by cabinet will um specifically finance and HR with the guidance of the board's legal counsel in what we added in there and I wanted to add in there is that the the boards Council was going to be involved in certifying yes the

075process was followed so um I don't know anything about it and they decide in the board confirms the process was not followed he can certified or she can certified there was no coercion there was no anything to that type and the language of the contract was followed your legal counsel is the one that represents you in any contract negotiation or should represent you in any contract negotiation with a superintendent although legal counsel supports the district when he's anything dealing with board superintendent relations that District legal council because your legal counsel and the superintendent will need to secure another Council so legal counsel for the board will certify to you if the process was followed as far as indicating where the salaries I so maybe even just adding that like it it ends at the annual

076change process is documented and copies are stored in human resources and finance and filed with the board legal counsel so maybe just to add like a comma um illegal who reports or copies the the board on the filing some something maybe they're just after this period in the next sentence yeah the board of legal council yes yes and that's something that we added not only to protect the superintendent um from future accusations you were coercing people to give yourself your salary but also to protect uh finance and um in HR because they work for for me they're part of my staff Council does not work for me they work for you so that is when we inserted that to add a protection to the board so you're informed and secure that your council is in

077the middle of it um my second question is round number two of the report um it refers to offers for employee um basically on employment offers um I would like to see it to be more specific and I'm sure it's in our HR policy I hope it is in our hiring policy but um something more specific to say all employment officers are contingent upon successful background check an official HR offer and approval by the board I just um having lived through many um Personnel issues situation that would be yeah I think it would be helpful to call that out in the annual report that we received president yes we can add that actually we had that very same language contingent to um uh to background check to references Etc um and approved by the board

078so every con every offer for a job has that the reason why that is not done before the offer is made because uh many times the employee Waits until there's an offer to know exactly what the compensation will be to then go and resign or let their supervisor know so it's difficult but it does have that language so we can just copy paste the language uh maybe something around and every offer you know shall have the following statements and then we can copy it in there because that's something that we do so um my other question was around number four of the reports um it it's the interpretation part where you talk about um interpreting education to mean Advanced conferred degrees of Bachelor master and Doctorate Degrees from accredited colleges and universities um I just

079want to make sure we're also considering certifications professional development endorsements there there are so many ways that um certified employees can get credentials um and I just don't want to pigeonhole them to just being an accredited institution if that makes sense what was the second one you said certifications something uh professional development there are some professional professional developments that lead to a certification or um I'm thinking like as we get to that discussion around um Equity diversity and inclusion things like that like I just don't want it just to be pigeonholed too um colleges and universities I understand what you're saying um that will my recommendations that will require some research on the impact of certain PD in certain credit hours or whatever on not only the performance but also growth of students there has

080been a lot of research around this very same piece in the last probably 20 years of the impact of even having sometimes a master's or a doctorate degree that is not related to the field is number one so not any I mean I can go crazy going into arts and crafts you know soap making um you know degrees uh that doesn't really does not really impact that so um and this is why I'm adding in my interpretation in a related field exactly to have this conversation so I'm glad you you are pointed it out um currently we have a structure that has been negotiated with labor that a masters will indicate a different salary or base salary in a doctorate even a different one um is not clear whether it needs to be related to

081their field so I can have a Doctrine soap making and you know be teaching something is not impacted right so this would be one um that is going to be closely related to the performance right in the increases in salaries because if the district goes or decides to go in it and at any level of the employee into linking for performance um really the the added degrees that the person will have will not impact that salary because he's based on performance there could be an area in the pie that if you have a doctorate that will add a thousand bucks whatever it is but it will not be necessarily that I do all this PD you know I I sign up I get my Badges and now I'm going to get this much more in

082in salary um as it is right now I will not necessarily recommend um for us to go there unless there's a a thorough research on what truly impacts positively impact student growth as far as degrees and um in whatever additional degrees or whatever you know needs to be related to their subject area based on Research actually uh many many um Studies have shown that Masters and even doctors sometimes in reading or social studies or Sciences will not impact or will not mean students are growing at a faster rate or better um unless that degree is in mathematics and the individual teaches mathematics so I would think what she's talking about too would be with our academies now that we're designing if you have like information technology like I would say someone who went to school

083for information technology but then someone who actually worked in the field and has like a ccmp or sccna is a lot more qualified than the person that went to school for information technology because they're in the field and they actually took the test that cost money to get those certifications and those certifications have to be done all the time and it is expensive and it is long and I think they would be able to teach someone in programming our kids better than someone who just read about it if they have the experience so sometimes I think right there you know because to get a CCNA or to get your ccmp you you don't even need a degree if you can take the test and pass it and you're in the field you can take those

084I mean at some point you those some of those guys would get degrees but in some of the I'm thinking for our high school students especially for the fields that we're going to do engineering you know you guys are going to have most of your engineering guys are going to have degrees right if you take someone off the street they have to if they're an architect in the in the state of Colorado you have to pass seven tests that are fifteen hundred dollars a test your ctna ctmp here 500 and they're only good for three years so I think if they're able to keep those up some of those are more they're more helpful for our students to learn than you know and and be able to to figure that you know because you're going

085to have a lot of certifications especially in Information Technology because I have a lot of variations it is not necessarily from a degree that's what you were talking about I completely right right the other way I did not understand um that I understand because actually we do that and we look at their certifications without four CT specifically I guess I went from K-12 regular um teaching right so I understand that so and especially I think there's an imagine teacher thing that's happening now and I think it goes on effect next year but yeah thank you so as long as it remains related to the field for what they're teaching it is not limited to a credit colleges or universities but appropriate certifications or um or what is the other towards Advanced degree resource certification yeah

086okay that makes sense um I only have two more and then I'll be quiet uh the last one is uh under the report under number five um the compensation study I love that we do this I didn't know that it was done annually um my questions were does it cover all positions because I I attended a couple of classified Union meetings and they were quite a few positions that they were like oh we're hearing they're going to be studied next year or the year after so I just I want to make sure we're prioritizing those that have not been done if if they have not all been done yes Madam president um so we do have a process and I'm going to ask Nathan to speak a little bit to this this process of the

087market where the market is and and comparing our salaries that is done but it is through negotiations so it is the union or the classified or certified not so much certified because well I guess certified as well we're doing it but classified is different and it is based on the negotiation so there are sections that they have agreed with their members or in our negotiations to actually Stick it to a rotation so it's not every opposition every year but there's a cycle to it which I I think it's smart because there's no Manpower for us to do everything on a daily I mean on a yearly basis for everybody but Nathan is there anything you can expect so this year yes ma'am um Madam President Ford thank you so the the survey looks at all

088classified positions and what we did this year and we have an mou in the um the Colorado classified agreement is that we looked at anybody who fell below the midpoint in the survey so if Carpenters made an average of 15 an hour across and I'm just making a number up across all school districts and ours were making 16 we were good the fires were making 14 then that was one that we specifically looked at bringing up and I think you'll remember anybody who made less than the average we brought to you and said we've moved them on the compensation table to make them even with surrounding surrounding districts or we changed how we compensated them to make sure that we met minimum that we met average for the area and we looked at um all

089but two positions I believe were included in that survey and the two positions that were not looked at are positions that we have underclassified in our district that other districts oftentimes will consider as a professional or an administrative and one was our I call them hot shot drivers but they're not hot shot drivers utility drivers which were one of the only districts that have that so they were unable to do a comparison to US to other districts but other than that we looked at every classified position this year and anybody who is below the average point was looked at increasing their salaries yes ma'am um that brings up another question is the scope of the study so you said they look at other districts but we do not look at um I'm trying to think

090like in a doc meeting I think I heard um we were struggling in our nutrition services area because Walmart and targets Bakery increased their salary and so we were losing people to their do we look at comparable businesses as well yes ma'am they look at the entire Front Range okay great thank you please both the market and District um study yes ma'am I have one final question um related to that I know that you mentioned the the unions sorry I'm still shorts um the unions that my understanding is not every employee is a member of the Union correct so does that mean that whatever you do for Union employees you're still doing across the board for everybody else regardless correct any other questions around this this one it's gotten through two thank you Dr Lydia

091[Laughter] all right the third one um el15 budgeting um this one is very simple as you can see it does not have much on it because we this is one that we looked at it was down for May or maybe June last year we brought it to you because the information that was needed to complete this one was not available um and the first indication list can we bring it to uh in August um however the information is still not here so after our CFO did a a deeper dive into you know the timelines in which we would be getting the reports then we we have a recommendation to actually move it to later in the calendar so I'm going to allow him to explain um the rationale our recommendations to bring it to the

092December um January so that two things happened the audit is is totally completed and um the amendment of the budget you have seen the amendment of the budget that you would usually see by January so um if there's anything that you would like to I guess um so we're asking for you to consider uh moving this on the calendar from August because we do not have the data to January for those two reasons um I'll open it up to board members I think I had a couple of changes that I would like to see in this um the first is um the audit report we used to get we used to have an annual meeting with the auditor and again I think it's to protect our CFO and our fiduciary responsibilities as a board because

093in those we would learn about um you know any issues that they identified or I just feel like um that's missing and in the CL um if it doesn't come to the board I think at the very least I would love it if our Treasurer and maybe another board member in conjunction with the DAC finance committee or something we I just think we need that additional checks and balances um and then my other question was around the kafir um there was a part in the monitoring reports that talked about when I was going down when everything is submitted to like the state auditor office and CDE um I again think that anything that's submitted on behalf of the district should be presented to the board um before it's submitted so I just wanted to suggest

094that we have that wording added but those are my only two I I think um if anybody else has questions or comments around yeah I know you guys do but you're sure and and I think I'm totally good waiting until the information happens because that's when we address budgets um I think I'll have more for you on the next deal about the financial Administration but budget I know it's pretty static once we have it set we approve it and then we have in January we will make the adjustments and then the end of the year for the next year Madam president I would recommend to those two because we can make it happen um my recommendation would be then for you to consider bringing this El to the next meeting to have the first and

095second reading adding those two pieces so it's not like we in the one before is not part of my interpretation that everything will be provided to you before but it's actually something that you are specifically putting in the El so that will be then included for in the reporting for January um if if you you know out those two pieces during the during the fall it's okay so those will be included but yeah so that will be number 19 and number 20. um auditor presentation and um the fact that you will con receive everything before it goes to the board or to the for reviews with enough time to us to call you to ask for Mr moth like ah so I saw this and I have a question yeah so in our interpretation we'll

096put in there which those reports we consider should be uh and then you look at if there's any other that you want to see that we missed okay three down on to the last one all right the last one uh El Financial Administration uh executive limitation number 16. uh and this is in relation to um actual ongoing condition of the district's Financial Health the superintendent will not fail to take reasonable steps to avoid causing or allowing any fiscal condition that is inconsistent with achieving the boards and policies disregards the board ultimate authority to determine financial matters of the district places the long-term Financial Health of the district in Jeopardy or cause the same material deviation in spending from the annual budget or budget policy adopted by the board so um there are can you go

097back to the um there are oh my gosh man maybe I'll use my copy here because I oh well here is closer there are 13 indicators here we follow the theme format not only in the document in this document where you have the policy wording first then my interpretation then the data reporter will have the same format we take the policy my interpretation and the report so that you do not have to go back and forth a compliance statement whether I am in compliance with your limitations or not and the executive summary 13 indicators in this one I can certify that also I am in compliance with um the 13 indicators that you have noted and um I don't know if there's any questions or anything that you would like to highlight and or anything

098that you want to um I would like to take back everything that I said previously what I had referred to was for this one I apologize I had skipped forward so in this report it talks about the kafir and I was looking at the cafe I apologize yes so okay don't ignore me but move everything to now okay so I guess in this case because you're going to be accepting this um next board meeting my recommendation then you you still accept it and then at the same time or parallel to it I guess um you'll have a review to for the first reading for the following year um although we're gonna yeah yeah because it says for those two in June so yeah lots of time I was just on the Run yeah yes we

099got it on this one yeah yeah the audit and the all the annual reporting requirements in um a dog is the audit the auditor is coming to report to the board in those um anytime in the fall because you will recall last year there was in the change and that was the case so that is already a given but it can still be added yes so probably what'll happen if we get it early November or December then we'll have them come to that meeting and then we have to get it to the state unless we do a we asked for oh another two months of we have to go through the state Auditors and ask for I can't even remember the name yeah another two months to get it certified last year if you remember

100correct it was like the last day and we were scrambling just to get it so that's why it was such a not not real good presentation by him and I even even realized he goes I don't have anything prepared because we just finished so this time it'll be different because we're using the same company this year right since it was a new company right yeah he could come and make it a little less dry for people I I know I'm sorry it's my life um I think one final thing and I don't know if it can be interpreted in here but I know um we heard from Doc and and we have our doc uh Representatives here I I would really like to see in the reporting like okay we we met with the doc

101finance committee the state the state the state I just think we need to really hone in on how we document their inclusion in this process because um I lived through it as a parent many times when we would rush and get here for a finance committee meeting and then nothing would happen so I I just want to stress that I think were at that point that we need to include it in the report or interpretation or El where we've met with the DAC finance committee on these dates and include them in the process foreign a finance report comes oh yeah and um it's under suction nine [Music] um so we have quarter yeah quarterly Financial reports represented to the board and Publishers I I feel like it needs to say um the dark finance committee

102or we need to they should be meeting everyone somewhere they should be meeting every month when they're meeting they should have a budgetary meeting with Finance because they should be at all the DAC meetings at least one representative which I know last year was a struggle but when I was on it we had it every they were present every meeting so right well and and is it should it be monthly shouldn't what should it follow the quarterly I think you're going to read monthly because Dax gonna look at the budget on what we're doing as well as like what they can recommend by seeing what kind of money they may have to recommend so it should go with the uip as well with the budget and then being able to not only do that but

103also incorporate like if the schools have a member error they can actually give them stuff to say hey this is where we're struggling this is where we may need something and then that would be something where they could look at the budget to say hey this is a recommendation because Zach will meet with them but at the end at the end of the term of DAC in May when they present to us is what they're presenting what they found so they can meet with them and understand the budget but at the end of the day it's really going to be seeing if what they're recommending if we would have the money to be able to implement that at the end so that makes sense help so we're helping the schools with their financial and their

104budget and what you know their recommendations to their principal or where they should be spending money I think it also should help alleviate that whole I have all of this money left or I don't have this money to get what I need because people are it's on their radar and they're doing it more frequently so at least that would be the hope well I'm thinking uh if you would like to add um as a minimum this quarterly to the dark finance committee uh when they're available that will need them to be on your end to change the El um or to add it to the El so you accept it as it is now uh and then you will bring it for first second reading out into number nine end of that finance committee right

105I think that works because then this is the correct one that I needed to add or that we needed to add about the capture replacing I have one yeah all right any other questions comments board members it's just numbers those are the four Els that I have for you modern president will make the changes based on what I heard in my interpretation um the ones for changes for the El Ramona will be working with you on on those on her notes um I will add this on a Friday updates the revised ones for you to consider taking action on Tuesday um awesome thank you so much you guys want to keep plug-in do we need a break um oh my God just keep going okay like in the classroom if anybody needs to get up

106please do so um next on the agenda is 1.2 um discussing educational Equity policy um this is something that I brought forward and I would really just like to seek your your feedback your questions your comments because I would like to propose this um for uh first reading at our September meeting um I think for me um educational Equity is is at the heart of why I do I do um but primarily I wanted it to extend Beyond um Beyond policy I think we talk about creating a culture of inclusivity and diversity and we talk about having curriculum that's culturally irrelevant um I think one of the things that I did out in here that I will have your feedback was um the required EDI training for all staff um because I I read an

107amazing book and I think uh cea did this in their summer trainings as well but it's grading for equity and it really opened my eyes to how many um inherent biases are happening throughout our the school system everything from from grading to um testing I mean there are some things we can't impact but um it's a really long policy so um I welcome thoughts and feedback and um All the Above sorry oh that's right there it's on board box so I'm gonna say Nigeria yeah that signed me out oh it's technology huh technology um since it's so long do you guys want to um just submit any comments or questions between now and first reading um like if you want to see any changes before we put it on the agenda for our September meeting

108Madam president oh yes I have a suggestion okay um you have it as a superintendent policy ADB um I would recommend that this be a board governance policy yes with an El attached to it okay so how I broke it up was um through the section where it says F culturally sustaining practices that's where it would break and then it would go into an El that would have um the things that you expect from the superintendent okay and then we need to write that and identify that and then yeah I would submit it for like it would be educational equity and then it would be an ends policy okay so because you expect the whole District to be responsible for this so it would be an end this policy and then you would hold Dr

109Maria um with the El with that does that make sense yeah um how how can we do that in a transparent way like would we need to have a retreat to develop the El or no I think you can take it from this okay and then just submit both for first reading at the September meeting okay four you can have it just as an Ends by itself and then she could report on the end like she does the other ends I I personally would like it to be a governing policy because I do think it's something that should I District I think it should be a governing policy but yeah wouldn't necessarily need the El um with it if it were an end and you just report on the how she's doing on the end

110but it has a lot of prescriptive language in it that you probably should think about not having that we should think about not having um can you point out a couple so I know where to go just like um kind of prescribing what you expect her to do instead of giving her the guard rails of what you got you not to do or yeah I'm pressing an example of the prescription versus the limitation under one a i agree framework may include active recruitment employment support or retention of culturally competent Workforce that reflects the diversity of the student body and then it goes with specific things that you want to see in policy or as the day-to-day operations that will then um that will then have the board under policy governance giving the superintendent this is

111exactly what I want to see versus the guideline in allowing the superintendent work with the staff to build how we're going to get to your end or your executive limitation in your your ends because your goal will be under the policy to have Equitable practices in education does that make sense okay yeah okay all right well then I will work to break this up a little bit yes Ramona if you don't mind helping me and then um we'll be sure to get it um in advance of first reading for the September meeting here looking if you have questions in that communication when it does come out before the September for or the September meeting if we can just have like a quick summary speaking of the mic um explaining the changes and why right because

112I heard ezekiel's limitation I heard um policy a governing policy like I heard all of those things and so I just wanted to make sure that there's a clear understanding of what where do we so it's going to be the biggest thing on there would be the wording and how we're gonna put it in there so what they're saying and then like the top part with their of telling her this is what you need to do or to get more like this is what we want to do right so giving her an opportunity to still go out and look for those jobs but not saying you have to do it this way like giving her lenience to say you can do it we want you to do it this way but we need to know

113how like we don't have to won't want to tell her specifically what to do because then we make her scope this big right and if you're not doing it this way then it's not right so wanting to open that up a little bit and say this is what we want you to do and this is you know this is what we would recommend to do and how you get there you can show us that her body of work that we would that we would look at on how she would achieved that by saying this is what we want does that make sense yeah yeah okay I'll look at it too and send you some stuff so I think um to adhere to our um transparency if you guys don't mind um sending your suggestions to

114Ramona and then I'll work with her to incorporate that um in preparation for the next meeting and then we can one-on-one like work through things but okay all right well that was quick uh next on the agenda is um to discuss the budget for the Board of Education and the district accountability committee structure and present members of the board CFO um Doug will you guys all have copies okay I was waiting for her to put it up yeah sorry that's all right so we'll look at the board of bed see if you guys have any questions on that one um we did uh it's set at 241 thousand dollars you were a board of ed budget that does include some salaries as well um and then uh I guess my questions would be what are

115you looking for or you want to make some changes to it and if so let me know and then we can do when we do our amended budget I can incorporate your changes into that so um thank you for presenting this I think um for me I would love to see I know the board has spent a lot of time identifying um conferences and memberships and and things of that nature and I don't think we've taken the time to tally them all up and and um incorporate them into a budget so um we're left at a kind of mom asking dad like okay so we want to go to this is it on the budget no it's not in the budget so what do we do so yeah I just think um I don't know

116maybe we can um charge our Treasurer in conjunction with me because I've collected all of the memberships and travel and everything that you guys have suggested um because uh yeah like even even just to also incorporate um maybe in our quarterly budget reports this is where you're at this year quit spending money um we we just I want to get us into the habit of of monitoring and holding ourselves accountable for what we do and what we want to do um so that's why we asked that this uh Reebok forward Madam president there is some grant money that's allocated to travel as well so that's not included in this budget okay but even like that would be helpful just just so we know I think it would be helpful to plan as board members um

117I know like uh director Estrada and I are lucky enough to travel next week but we just we or next week next month whoa we just kind of ask we're like okay so we we want to go to this can we go and um I just think it would be helpful to list everything out um well and I think as well as we go through and looking at conferences that we want to go to to better help us that we can look at you know one or two of us going to the conferences and bringing back what we learned so we're not sending all five of us because like I said I don't know now that some of us have been up there outside of maybe the delegate and one or two others to go

118to the Broadmoor every year when we can do something to spend better time because you know if you look at Academy you can do most of that online they have you know seminars that are online for those so I I know it's a great thing for us to go up to but really I think you know we can spend it better on going to some of the other conferences that can help us so I mean yeah so um my question is um you know forever and ever we say we only have one employee and that's usually our superintendent that's the one that we oversee as a board yet on here um on our budget we have um some of our assistant is there a reason that that position lives in this budget and not the

119regular budget where you could actually have the same amount of money in the other budget for that position and it's still a District position and not necessarily specific to the board budget is there I guess I'm just wondering what the rationale is that it lives there and not with everybody else well uh Ramona's is half out of the Board of Ed because she is the Board of Ed secretary so we pull it from there and then her other half is out of Mr Salazar's budget so there's two different areas it it looks at your job description as to where we put people within our budget because if I put her as some something else she's going to be who knows where we would put her so that's kind of how we do it the chart

120of accounts in the state just doesn't allow us to just go and say okay Ramona I'm going to create you your own it falls Within the chart well I get that I'm just wondering when we were doing all the restructuring of everybody and trying to make sure that everything was streamlined the I I guess I didn't just curious as to why that position looks here even if it is half-time Wyatt lives here in with all the rest of the staff the way that I understand or see this is you you have one employee is the one employee of the board um there is a dedicated not every board has a full-time secretary sometimes it's shared some you know not every especially in smaller districts right so the way that I see this there is half

121the time where Ramona is specifically working for board members so she will report to you that part-time it's almost like Joe Joe reports to you as well so um I don't know yet but in I don't know if actually um well he lives in another world yes but um yeah that's a good point because to you know yeah Joe then part of that will be here um that may be more more on the way to organize student for the finance still where the money is going and where it's allocated um so yes um because Joe then will be there it it's how we organized it in finance to know this budget is going here this budget is going here that is a line to the job description so it goes in there um you don't

122necessarily have to have her this is a district document right on the budget if you want to see and actually it's a budget that you will see here or even if we put part of um legal counsel here that it's something that you it's allocated it's something that you cannot play with uh what I hear is it will be more beneficial to add everything that you actually have to organize play with to see which are the conferences um what might be um Consultants that you want to bring in to continue working with the board it and have just one budget designated to that I guess um speaking of Equitable practices like I said when we when you were doing the whole restructuring and and re-looking at everybody's position to me it just makes sense to

123have all um everybody who works for the district separate yeah to be with the district do you see what I'm saying because she's still a District employee she doesn't I mean we don't we're not the ones that go and do the evaluation or are here doing the day-to-day business telling her what to do we might but I mean that's not who right what we do to collaborate with it I just and and same with all the other positions so you have positions that are directly reporting to everybody else that doesn't mean that you're splitting them up at least I hope not because they're all District employees yeah in inform uh really for transparency purposes uh it will not give the false indication that the board has 135 000 that is using for whatever because part

124of that is staff that is supporting the board so um What I Hear then is we will have a specific and separate um um budget with the line items that you actually have to consider for you the expenses uh examples that you were given to will go to this conference two will go to this other conference it's not everybody you know where um it's needed because one of the things halfway through the first page there's a do's and fees that is thirty thousand dollars and that is something that every District gives um because I said 30 000 Ramona and then Ramon explained I said oh okay well that doesn't mean that they choose the board is choosing to pay thirty thousand dollars in fees is the um Ramona was it caspi the Cosby board docs

125all those things that the boards must have so like okay well um that is different it's a requirement for the board to have not something that you um have the discretion to determine how to be used so um will then a separate budget or or she'd with what is your discretion to spend would be better serving yeah it would be also you know we're approached for um when when you have sponsorships or if the students come to us and say we have could you guys sponsor an event for us that would be really nice to know what we have to be able to do that and to be fair with all the groups and not just pick and choose according to what's given to us but actually be proactive and say yes we can support

126or this is what who we want to support and how we want to support them yep that makes sense um for me I um but again this I've always dealt in project-based accounting so Mr Moss I for me I think allocating that salary gives a better um report on what's happening in this budget so to me I think it makes sense to leave the portion that she is paid her salaries and benefits on here um yeah yeah like maybe um salary benefits and then the operational stuff um what I would also live to see is um as Maria brought up a good point like technically there's that dotted line with legal counsel and maybe some of that needs to be absorbed here and um the same with our external legal counsel we we still I

127feel like we as a board need to understand the things that are district-wide that are the board facing I guess and and what that's cost in the district um and I don't necessarily I'm not saying that it should be included in this budget but maybe we just get reports on that as well yeah yeah um just like budget to actual um we'll work um through Ramona to have a spreadsheet so that she can also keep tops of it and be informing you as the secretary um in her role as the secretary of the board so um director Amador are you okay with you and me meeting with Doug to kind of um dig down to all these line items and what they encompass um and then maybe it's something we approve every year when we

128approve the budget we approve the board budget anyone else have any questions comments about the board budget right should we go into um what is the next one Federal programs yeah but it's listed as Federal right okay so since Joe oversees I just put the Dax budget within his oh so it's easier for him to track it and try and find where the DAC is within our 2000 account numbers so okay so probably down on the second page well kind of towards the end of page one you can see what is some in-state travel out of state travel so you know if they have a retreat or something like that then we would pull the funds from there um they have a supply budget of a thousand dollars and books of 500. there's some equipment

129if they ever need any iPads or something like that there's a thousand dollars for small equipment um there's some dues and fees if they ever have any do's and fees that they need to pay they do have a budget for that of a thousand uh Food Supplies they have 4 000 budgeted so if they on the retreat they go to somewhere nice to eat they got some money to do that uh then we got the extra pay for child care and those kind of things built in there as well and that's pretty much it information to death on a yearly basis do they get something at the beginning of the year telling them what they can and can't have I just give it to Joe and Joe couldn't tell them what they have sorry it's

130the shortness in me I was asking how Dak is informed of this information on a yearly basis is it presented at the beginning how is it that doc knows what they're able to spend or if they they're able to request things I guess is what my question is so doc has the total budget of twenty one thousand five hundred unprecedented members of the board Joe is not here but Sheila who has been supported who supports also Joe in her supported doc may have some inside of that question so each year we good evening everybody um each year we always do an annual meeting and a retreat with our with our doc members in those meetings um not only for the Retreats but also for the doc meetings we would meet monthly with the doc chair

131and co-chair to be able to plan those agendas if there's requests that the doctor or coacher has then they would ask for those during those meetings if there's information resources that they wanted then we would go and align those for example if the doc asked for name badges vests tables tablecloths for them to go out to help with marketing and recruitment we would prepare those oftentimes during those meetings they would have ideas we would offer things as a district in return to say might you consider and that always happened in those monthly recurring meetings we would work with whoever the doctor and Coach her was to be able to establish those and the back budget always lived under Federal programs as part of just the requirements that we had and whoever was assigned to Federal

132programs typically supported doctoring those meetings or whoever the administrator excuse me administrator assigned to Doc would be in this case it would be Joseph hermesio so they would go through the budgets and they're depending on what the request was we would look at the different funding sources whether it came from their DAC budget or if it came out of title with parent engagement and so there's a couple of different things depending on what the crest requests were and then we just handled those Case by case internally we established a request form that we would fill out whether it was this or any other Personnel to be able to say we want to be able to keep track of where these dollars are coming from and that it's not just unilaterally being decided but it's going

133through a process and so that's typically how we would follow it so to follow up I guess DAC members don't actually get this budget it's usually staff who is making if I'm understanding you correctly that whoever's supporting deck at that point in time is taking that back and then you guys are looking at to see where the funding is to be able to provide whatever it is they're asking for but there's nothing proactively being done like it's not being brought to their finance committee for example and say this is what you guys have for this year um how would you guys like to spend it because I know as a deck member I never got that for the last 20 some years I was in debt in fact this is the first time thank you

134that I've seen a doctor budget myself I don't know I've never dawned on me to ask for one as a parent I didn't even know one existed I just assumed that you guys would do what you just said and you guys would pull it from different areas but to actually have one um it's impressive and I thank you for that but I think it's also important that our dad know that it lives there and that they have accessibility to it so thank you yeah thank you madam um secretary as part of this it's really up to how the budget is designed and that really comes from the direction of the superintendent and so years past it determines how the budget is going to be established it does go into the DAC subcommittee with Finance where

135they look at those and help become an advisor to the board as you all have experienced around where money can be set up then it's under the discretion of the superintendent around how those monies and as things get established in the same way that the school schools do that so these last two years we do have a DAC budget set up specifically and we have put funds aside because they too have needs and materials that they're going to need to be able to operate and be a committee and so we have put funds aside from that in some cases depending on those we want to maximize some of our grant funding pieces so that's why we look internally at our title funds which are set aside and dedicated for engagement purposes with our community and

136our stakeholders so we usually hand them Case by case to see which is the most appropriate funding source for us to be able to draw from stock budget which is what you have in front of you tonight and I'm just thinking because um this is the first time that deck will be able to see um their budget um thinking for the future it would be it would behoove us right to set some time aside with the chairs and then talk about what this might look like moving forward there is a budget this is when we'll see it this is how you go about accessing those funds Etc just so that again we talk about how things never are memorialized and then they get lost and so we wouldn't want this right and and deck to

137lose sight of oh we do have a budget and so how can we put that in place to where three years five years down the road there will be an annual meeting or something where Jack then sees this and then their voices are at the table for how do we go about accessing These funds what what is it what it was approved or you know those types of things well and I think it'd be nice for them to see it because I think for like some of the dues and fees are like even out of state stuff that they have there they could look at something to go and better themselves with like if they have something where they can travel to go somewhere and do something so I think I think it really resides

138with the person that's running deck or helping the deck to actually understand that they do have a budget there is something that's there and he needs to communicate that with them because like I said I think our biggest issue that I've had is communication and it's not just communication with our DAC and the person that's running it now because like when I was on it Sheila was great I didn't I just had to ask and she brought us our stuff but right now like they ask and like just sitting like I sat through a meeting with them where they met with our new Communications gentleman and that was one of the worst communication meetings I ever sat through as a person to listen to what our district Our Deck employee who's helping them out and

139our communication we're telling our DAC members was was not anything of what we looked for in our district and the the way that we were going and and I that and I think it's very clear that there's some communication error there from the person who's working back from the person they used to because it was very easy to communicate with and this one is very not very easy to communicate with and and I think that that there with our communication is is heavily heavily lacking and I think we need to help that that's where we need to build because we do rely on this and it is a a federal law that we have to have them and I think what they're telling them and what they're doing is not the same and that's talking

140to principals and stuff like that that's not happening when I talk to the principals from them and they're telling them that they are so there's some communication there sorry I missed some of the conversation I have a couple of quick questions um did this budget change from last year um my other question was um I see it's got a negative balance is that just because the salaries are being taken out of there but it's not budgeted there yet just the timing thing that is a an adjustment that's being made so that'll be taken off because when the position control was set up that's why you don't even see it just says salaries regular employee somebody created that and just started using that as a code and we said no that's not correct so yeah it's

141an adjustment that's being made okay Madam president members of the board and um I I think it's phenomenal that we're in very timely that we are bringing This concerns or comments or um you know around that um because in in the big picture as a district we are going through a lot of transformation and part of that is also policy governance and how by Statute every board is or district is expected to have a doc to advise um and and I would like to propose for the board to consider to re-look at the role of Doc under policy governance um because I think um you know I and I I think what they bring to the table is valuable and I think it will be even more valuable and more more effective and an efficient

142use of time if it is actually advising the board on policy governance which is the new um you know the adopted model governance model that that we have in different districts Doc is organized or structured differently I guess but I think to the point of what happened last year what happened this year what is going as we go to through to transition it is a great uh probably opportunity to say okay let's stop for a minute let's look at or revisit what expectations are what is the impact or the advice not the impact but advice that would be more more beneficial for the board considering now that it is a policy governance body to get from that so that we can not only you know support that but also that support the board in you

143know based on on the governance that we have we do have a few a couple of districts neighboring districts here that um have been as you know policy governance for a long time and I would be um I would be happy to connect with the superintendent to connect with their doc um you know or have Dax connect and see uh kind of revisit you know how do you do you know support under policy governance um on slope I know they have been doing it for years maybe decades how do other places do and see how would work what would work here in our district so that as we go to transition um you know we do not get things lost in communication or translation well and I think it'd be great but I think it

144first starts with our communication to make sure that we have the proper things in place for DAC and Sac like we have to get those in place before we can even ask them to to really start to develop what we're going to do as a board and what we're asking to do if we don't have the participation and we don't have the appropriate things that we need by by the by the law I mean telling them hey this is how we want you to change if we can't get that communication to make sure that we're communicating that to our schools that we do need sex and we do need members and we're not able to help our DAC out when we go I mean I've been to the DAC meeting as a board rep and

145we have more staff there than we do parents and I mean and I think it starts with like I said with our with our elementary schools and our middle schools and our high schools having a sack and then developing Our Deck because they need to have someone on there but we have to get and support them in getting those up and running before we can even ask them to start and saying this is what we want you to do when we can't even support them to get what they need like and that's my that's my biggest problem is is the support that they need to help those get up and moving is not there by our employee that's that's my hardest part is is sitting there and asking them over and over and over and

146over again hey how's it going you know and even I ask him hey how's it going do you need help do you need me to go talk to oh no no I got it I got it but it's not happening and that's I need to understand why that's not happening if you keep telling me you don't want my help you don't want their help oh why is this not happening before we can even say how do we want them to help support the board we need to help support them to get what they need before we can say how can you now support us um no and I just want to clarify totally I agree with you and I was not thinking on board telling doc what they went what they want I think this

147is a collaborative you know learning and understanding of what should it be not not a one side pushing the other or one side you know the opposite is not yeah that's not what I meant so yeah I know but yeah well you said just to help I just think that we've really dropped the ball in helping them get this started before they can really even help us right and and that's my the frustration because Maria came from there I came from there at least came from there we've all been on DAC even you know so it's just like the support needs to be there from to help so that we can be collaborative and we can work together I apologize I missed a lot of that conversation as well um I think I'll jump in

148here and just say um these are volunteer parents and students and staff members I don't know if they get paid for the hours that they put into this but I think I think it's helpful to have a reset but I have a little bit of an issue with framing it around our shift to policy governance um to me I think Dak has had a clear charge with uip with budget I think to kind of add to what director Amador said it it does come down to Communications to support like um I I connected with the chair and co-chair and and sent a lot of um supports there's a there's a lot that has been built by previous members on the dock including bylaws including um processes and when and how you interact with the board

149um but I think we we need to have a kind of a heart to heart root cause analysis I don't know what you call it but we we've we've got to reset as we're entering this new year because something is not working um and it can't continue this way um I I just I have the utmost respect for all the time that our volunteers put into this and I think we need to do above and beyond to support that totally off the budget but yeah yeah and and part of it is the structure I mean when we we have people showing up and when we have students saying uh pizza again like it's it's the little things that I think we need to go above and beyond to support our the people that show up

150and and do the work to improve the district thank you guys I jumped in halfway did anybody else have questions comments I think okay director Molina thank you for joining us oh yeah hello uh um yes just piggyback on what uh director Amador uh because I also started from a doc also and let's remind also that y'all are volunteers too aren't we all volunteers also for our district um and we should value and in fact in a lot of uh um you know non-profits a lot our volunteers are like high priority and we make sure that they're taken care of and their needs are that their their needs are met uh because really they are the face of our community because that's where we were right like we were bringing people here for when we

151met him at the store in fact I see them everywhere now even uh I got to join Brandy at the park this weekend wherever Betty and Randy miss Connie everywhere last year in the last few years uh all the efforts that they do to even bring some of the parents in there and encourage them so I do uh thank you muchas gracias and I'm also here at your service gracias foreign thank you guys for the great information it's really helpful to be able to see all the things that we're hearing um and like Maria said it's the first time I've seen the budget to this extent so um outside of work don't go over my work situation um next on the agenda is 1.4 discussing board ownership linkage um board we do have under our

152executive content um thank you Miss Ramona for the information um I think we wanted to kind of it leads into what Dr Lydia was saying is we we have to determine where we make those links and how including with Dak including with um our schools um the different organizations that we represent um I know the board enjoyed having coffee in conversation um I personally want to make it a point this year to meet with each school and to meet with the students to meet with the teachers and to meet with the staff kind of separately because again it's not we're not listening to interfere we're listening to learn what their needs are and then we take it to our superintendent and then um change is implemented that way of course can you can use that's

153not working okay so I guess it's not just you know things that are needed or lessons learned it's also the positives the things that are working um what could be replicated what you know policies are working for them so I'm interested a lot in the positives like I said we we get a lot of the negative and we already know a lot of that I'm very interested in finding out like from the kids what's working what what you like what you know just all of that and what's working in one school building that could possibly work in another school building I mean those things are important and actually having people share it I I guess I'm just a little jaded with all the deficit thinking that goes around and I think we need to stop

154changing the deficit thinking ourselves and start thinking of what is working and what can we look on look at to replicate and build upon as opposed to just all the the negative things and I think there are so many positive things going on that we need to start highlighting those and back to James point of communications I think that that's something that needs to be highlighted this year we need to start really highlighting our students and our parents and all the work that's being done by our staff on the positive site because we wouldn't be here if a lot of things weren't working and we know some things nothing's perfect and nothing's going to work all the time but there are things that are working and have been working and it's about time we start

155highlighting those so that's my two sons um Mr Ramona who are you going to ask something oh sorry um I think for me I would like to talk about two is that the whole linkage Circle I don't know how else to describe it but I know um Maria and I spent so many uh we had so many great meetings with students there and we got we got a lot of positive and we got a lot of simple questions but how how do we do all of that like is it it's probably not appropriate that we bring it all back to Dr Lydia but maybe we um encourage them to meet with our superintendent like I just think we need some process around closing that Circle or bringing that people back around person members of the

156board um I did have this conversation with Ramona and if you if you're if you think it will be useful um Ramona could explain a little bit of the big picture what the linkage is what might you know what what that structure and process is she was ready to share any of that to as a refreshment that will generate questions on specifics if you find it helpful you know she she would be ready to do that now um or do you want to take time to do that now so that we can kind of explain it like is it a short thing Miss Lewis serves it well um okay so the the linkage is you know listening to groups not specifically their you know their their beefs or things that they have wrong you know

157think that are wrong in the district you have guided questions for each group and those are the questions that you ask and you make it clear that you know these are the questions that we're going to be asking we're going to be asking other people these questions as well and then compile the information and let our you know let our superintendent now our our other fellow board members know about this um so it's it's more of a guided thing it's not just like the coffee and and um coffee and conversation that's more just of a conversation with the board member with the the members of the community and seeing how they feel and everything but these are more the questions guiding um guiding them to see how they feel about a certain thing so like

158the CTE discussion with business Community you would have you know you'd ask them questions regarding that kind of situation um so there's there's example questions for each group most of them anyway and you wouldn't ask all of those questions you'd pick a few to ask because the linkages shouldn't be more than one hour because you don't want to take their time you don't want to have to spend more time so that so you're picking like maybe three to four questions and having everybody talk about those questions and how they feel about those so that's a little bit more how you do it is that these questions are really helpful thank you you're welcome almost like a survey like it's almost like we can we can some of them engage the progress or the the invited

159language those are the groups that you would invite to a study session and you'd have that you know out in the open and and talk to them about like like I said the sixth grade in elementary schools that's coming up so you want to know you know what they're feeling about that and I haven't written those questions yet so that could be something that we could all do together but the volunteers in the schools you know that you've talked about wanting more volunteers and and so that's inviting them in asking them what works for them you know and and then trying to get more volunteers involved so those are just some examples so organized thank you I think I'm one of our Outreach ones we can even add like uh like end of year freshmen

160to talk to them how their academies are going yeah because they can give us an Insight on what may be to change for the new freshman class yeah you can see there's the topical linkage so that would be inviting you know more members of the community to those kinds of things that would be that would be a good good thing to talk about is what was your impression of the academies this year you know so and then the purpose for these Ramona just were to clarify then once the board has a you know some answers and they can start seeing some patterns in the responses at the same selected questions that they're asking the different groups then they use this information well sometimes it will be appropriate to bring it to me for XYZ reason

161but then it's really to inform um What specifically I mean not only their Vision or feedback to the superintendent or even to consider maybe we need to request a little bit more information on this El reporting because this is something that seems to be bubbling quite often what would be the purpose or or what do they do with okay now we have all these answers what do what do we do with them because I think that has been you know at least what I you know conversations with board members of um needing a little more guidance we as a body to know what to do with them right is that that's a little bit of well and I think for some of these I guess some of the linkage that we can do in here

162would also go to how we're performing as a district of what we're holding you standard for our Els or stuff like that because these questions can go around that and see what you know if we're talking about you know hey how is a communication issue for something and the communication was horrible I mean we've talked about it you know we know about it so we can still bring it back to you and say hey this is one of our concerns they're still not getting communication or you know the you know the sixth graders in the elementary schools you know what's the logistics going to look like I mean but if it's something that we're designing like some of these Outreach ones or even the invited linkage and we're inviting our students our parents our our

163families into here I mean we could put it towards some of our Els and stuff and see how they're performing right if we're saying that we're holding you accountable for certain things are those being transparent by the principles because that's going to be something that's transparent that should be from the top down right so if it's not if they're not seeing it in the elementary schools in the middle schools and the high schools then we know that we're not following those even if it looks like we're following our government policies this is going to tell us well maybe you think it is because it looks good here but down here it's not transmitting to the parents that's seeing it so you know what do we have to change how do we do that so it

164would give us a good Insight on what they see we're doing for the district as well if we're saying we're doing all this but it's not trickling down to the parents to the students then we're missing something at the top right and that's still what hold accountability because we can go back and say hey I had half my parents tell me that they didn't didn't know about this or they didn't see this or didn't do this right and that goes back to then you can talk to your staff that says oh look it was doing great so it's it holds everyone accountable we can see the performance and everything else and that's performance data that would go into our evaluation that we're talking about on that other one of seeing how we can do you

165admit admin teachers classifies all that to see all the different performances if it's not you know when we start talking to these groups and seeing that it's not following what our vision is I think it would be helpful to um look at these topical linkages and tie them to our our ends because then it also allows us to be more proactive instead of reactive so by the time we get to our annual or quarterly report we can say well not only be more informed but we can identify and address things along the way any other questions all right so I think this is a great document I think it holds us as board members accountable to the community I love the way it's organized I love the sample questions um for me this brings up

166questions around and I know I brought this up before but I think that in tandem when we're looking at something like this then I kind of feel compelled to say Okay um can we also then start looking at resolutions and not now but like regarding compensation for school board members right if we're looking at HB 21 10 55 right we want more diverse voices at the table we want to be more inclusive if I'm a new Young board member who can't afford a mortgage payment right and then I'm looking at the linkage plan that we have for board members I'm looking at how many hours hundreds of hours that I've you know I've spent personally on just board meetings now um yes this is the requirement of a board member right but then I think

167we also have to look at the other part of the equation if we're wanting to diversify the board we don't all have the privilege of just saying hey I'm gonna take 10 evenings out of my month to go to all of these events after my day job right and so I think if right now my you know it might not be the place to talk about this but I think that along with this um I want to bring up again the conversations around um how can we yes bring this to the Forefront and hold ourselves accountable and also open the door for um Community who hasn't had their voices at the table because they're working class communities or because they just haven't had the privilege of having all of their evenings free right so how

168do we be either flexible around what does this mean how do we communicate this to people who potentially want to run for the board and also how do we keep ourselves accountable so I kind of just want to throw that out there because I think that yes this is amazing I want to do this but then for newer board members who are thinking about running right how do we um how do we put those two hand in hand and and I've said this in the past right if we pass a policy or a resolution that says we're going to pay board members not everybody has to get paid if you want to do this as voluntary great good for you opt out or you can give the money that you're getting to an organization right

169give a donation but I think that um that has to be brought up to the table again I think especially now with you thinking about how to be more inclusive and and yes called ourselves accountable but also open the door for other voices at the table that haven't historically have the privilege to be there I think it's also important to clarify that she's not talking about a whole lot of money for compensation either so I think unfortunately people seem to think that it's a lot I mean it's zero right now but then if you do that I can't remember what the amount is but it's 120 a day yeah 120 a day maximum of 120 a day and even if we were to pass that now it doesn't mean that tomorrow this board is going

170to get paid it's new members right but I think that if you want to diversify the board let other people's voices especially working in the class that don't have the opportunities like other people then what can we start doing as a board now to ensure that we're not scaring people away with you like this you don't have 10 extra free nights I added that for future considerations so yeah let's let's talk about it as a board needs um I think that concludes our study session you guys do you um I would like to uh move us into executive session it was posted and we do have a need for an executive session for the purpose of CRS um actually I'm going to make this emotion so I don't have to do it twice I move

171that we move into executive session for the purpose of CRS 24 6 4024a property interests involving Alsip by mile high Greyhound Park CRS 24 6 4024b legal advice State Board of Education accountability orders reorganization you prep State Board of Education litigation Universal Pre-K lawsuits the Rhone um larone CRS 24 6 402 E1 negotiations uh tntp vendor contract matters for special education and other Professional Services 246402 for F1 Personnel discussion regarding support and Tech employee and certified employee contracts employment and complaint matters thank you Ramona roll call please Mr Amador aye Mr s Estrada Ms Lovato aye Ms Molina hi thank you that concludes our study session we do not have any further action anything after executive sessions so thank you all for joining us and we'll see you in a couple of weeks can we

172take a five minute break oh of course yes yes I'm gonna down the rest of my energy