August 27, 2025 - Regular Board Meeting

001All right. Good evening. Uh, I'm going to call to order the regular board of education meeting of August 27th, 2025. I have 7 PM. If you all could rise for the pledge of allegiance. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. >> Mr. Richards, if you could call a roll call for attendance, please. Mr. Sunonnyburgger >> here. >> Mr. Powers >> here. >> Miss Burkmeer >> here. >> Mr. Venatilli >> here. >> Mr. Richards is here. Miss Knox >> here. >> Mr. Green >> here. We have a quorum tonight. Uh, at this time I would entertain a motion to approve the agenda as presented. >> Can we pull the personnel report from

002the consent agenda, please? >> We certainly can. Uh at this time I would entertain a motion to approve the agenda as presented uh with the exception of pulling the personnel report out for the consent agenda. >> So request to have a discussion on new business regarding um exit interviews. >> Would you be okay if we did that all at the same time we did the personnel report? >> All right. Um, do I have a uh motion to approve the agenda as amended? >> I'll make a motion. >> Second. >> Motion by Miss Burker, supported by Mr. Powers. Comments, questions, or concerns? >> Hearing none. Uh, roll call if you wouldn't mind. Mr. Richards. >> Miss Burkmeer. >> Yes. >> Mr. Powers. >> Yes. Mr. Sunnyberger. >> Yes. >> Mr. Venatilli. >> Yes. Richards, yes. Miss

003Knox, >> yes. >> Mr. Green, >> yes. Motion carries. Uh, moving on down our agenda. Item D, superintendent's update. Mr. Dankowski. Tam is going to pull my presentation. Okay, Tim, if you can advance to the next slide. Hey, just wanted to run through kind of where we're at with busing um to give you kind of an update. So, um basics of of busing are, you know, it depends on the number of buses that you have. So, we're number of drivers obviously, um distance to and from school, number of students on the bus, number of students at each stop, and the number of hazards or obstacles along the route. So, if we can't, you know, if we have to do a turnaround, if we can't turn around someplace, we have to go down, turn around in

004a parking lot or something like that. And then ultimately construction as well as we're finding out this year. Um, a lot of times people think like our goal going in was to try and get the routes as close as we could to where they were um, last year. And by on average route per minute, they actually are are pretty close to that. Um, got rid of a lot of the the routes that were over 60 minutes. Um, even with the two buildings and then the just click again, Tim. So, a lot of times like like if you look, this is an example. I know it's it's hard to see, but you can see the purple and kind of the magenta. These are two routes. So, if last year this was one route because if a

005lot of people are like, well, if you didn't add the second school, no, because it's actually more efficient if you have more kids getting on at fewer stops. And that's what we're trading off in order to have them go to those that time to those buildings. So, like these routes last year, if when they were combined were actually longer by like three or four minutes. So, if you look at a lot of our routes, they're about 20 21 minutes because that's the trade-off between the the transfers. So, that that's kind of where we're at today. We we brought the bus drivers in and actually Todd can give you more information on this cuz he he was kind of leading this up. So, we had the drivers in. We had the drivers kind of work all

006the routes um beforehand and then knowing nothing substitutes for you actually have to have kids. You actually have to have that. And then thankfully MD dot threw out today to actually start the real construction. So we know that's going to be ongoing. So we kind of hedged with all that. We hedged how long will it take for kids to get on the buses. We hedged for um the construction. We're trying to avoid the whole 23 mile corridor um at at all. And and so like today with the actual thing, we're we're kind of counting minutes and tracking that and Todd and Steve were all out um there and I was checking just okay, what time are they getting there on each of the cameras and from building the building and so on and it we're

007we're actually well ahead on most the route. So, for example, like north, we kind of hedged our bets because we had no idea with the construction that they would get there. Um, probably like 7:40ish we were kind of aiming for. Um, most of the buses made it there by like the first bus arrived at 7:32. Then the next series of buses were like 7:33 and then we basically had most of all except for two were there at at that time. So, we had two that were running late. In fact, you can click the next slide. So, so this is arrival day one. So, first real day of construction. This should wrap up, we're being told, by September 15th. We know it's going to get worse before it gets better because they're going to work their

008way down. They're resurfacing. I don't know if you saw what they were doing on Crashet um earlier in the summer. Um most of the buses were earlier spots, so we think there's a lot of good. We'll be able to tweak that. We will not make any adjustments until the construction is done. Because if we make adjustments now, then if the construction gets worse, then we're going to be in the other kind of um situation. We know the late buses, we know a bus driver missed a turn, so then that was it. There's still because it's students getting acclimated, it's bus drivers getting acclimated and to the flow of everything. Click again, Tim. So what we found is the shortest we we are using alternative routes to stay off of 23. So the shortest has been

00911. We're actually actually I'm not going to tell people because we don't want people trying to use that same route that they have. Um so it's been between 11 and 15 minutes depending on the routes that they're taking so we could see which one's best. Um next slide. So, we know that, but we also know more parents drop off in person on day one because they're out taking pictures and so on. Same thing at the bus stops. It's a little bit slower. They're taking pictures. They're getting on the bus talking to the bus drivers. Next, and then so we have potentially fewer riders. So, that might all settle in because we anybody who says that they might ride the bus at some point in time gets scheduled into the routes. And so, that's part of

010like as we shrink it. So when we were comparing times to last year, we're comparing last year's like finish times to this year's kind of starting times. So we think that there's we we can shave off minutes as it goes along. Um but for today like the arrival went fairly well. We just have to do some more education with like parents and and all that to get the flow of traffic at each building. We we kind of went through we had a debriefing with the principles, talked about that. Um the dismissal was a little bit more challenging. Um click again, Tim. So students learning what bus they are. Um a lot of them remember the buses from last year. It's a totally new route and they weren't looking at because when you get on there's

011only one bus in front of you in the morning. So you get on that bus. So then getting them that took a little bit longer. It took about 15 minutes to get kids on at um North and about 10 minutes to get on. Um we already have made some adjustments. We know that like when they first ran through Steve and and Todd and all that, so we had blocking for this is where the buses are supposed to go so they can all fit. So we're going to readjust them at south. We're also going to change the the flow of traffic a little bit for the buses at north so that they're going the opposite direction because they were kind of going against the grain at the end of the day. Um so we think that

012will probably shave a considerable time off. Um so that's kind of where it's at for busing and it's something you'll see a lot of quicker times originally but we won't make those permanent adjustments. We're we're changing our buses routes every day. There's always people are like, "My kid's not riding. My kid is riding. Can they move here?" So, we adjust those throughout the year. Um, a lot of if people have different times, it really depends on kind of where they're at. If you were in the middle, you get a balanced route. So, it could be like 20 minutes there, 20 minutes home. If you're on the end, then it's imbalanced. So, you might have a longer one. It might be 10 minutes, like 45 minutes there, and then like 10 minutes at back. And it

013just depends because if you were the first one picked up, you are the first one dropped off at the end of the day in order to kind of keep it fair so that we're not balancing on that. But overall, we're it it's much more efficient. We also have we have three more bus drivers coming on. We've already identified three routes that we know we're going to take two routes, make those in three that will um help um and we have additional buses that will help us do that as well. So, I think you'll see each day as it goes through. And then once we kind of hit that um September 15th, if they're done at that point, then we'll start making like some more hard adjustments to that because they'll be wrapped up and then

014that'll help because now we can use 23 mile again and we can make those adjustments. So, any any questions on busing before we move on? >> I have a question. >> Yes. Do you do you guys have a prediction like say when all the construction is done about how much that might drop some routes or like 20 minutes or do you >> I it really depends. I mean, it depends on the route because if you're in east of county line, there's not a ton that you're you're going to to just there's not a lot you can chop off in the local ones. Probably like 20 of the 25 I think we can chop off like e easily five minutes and maybe in the 10. Now the concern is what do we do if you don't

015want to be so tight that if there's inclement weather or something like that then now you're running. So the discussion we had today was do we kind of keep this one and use this for inclement weather and then we just switch to that route and then we can send that out and then and then make them tighter because it doesn't make sense to keep them totally like a lot because you know you might have 10 days of bad weather and then we have 181 days of school. So I think I think most routes will easily be 5 to 10 minutes and then there'll be some that will go and then depending especially when these other bus drivers come on I think you'll see those will be the ones that you'll see a larger chunk of

016time but it's the I know it's different because we've kept the same routes roughly for every year. So if you were live in the same house you're getting roughly at the same time and all of your kids. Now it's different, but overall there's fewer like if you were in St. Clair, you are now saving a ton of time because you if that half that goes to north than what they had before. So it's just it's more balanced across all the students. Did we ever maybe I I don't believe it was shared with the board if it was, but did you guys ever cost out like the difference if North and South were separated like ran their own buses for their own buildings? Like how much what's the cost difference between now what we're doing? If

017the the main challenge with that is if you keep keep them separate the amount we would basically it not probably double the amount of drivers but at least be another third of drivers just because you're covering the entire area to keep them separate. The other thing you can look at is what some districts are doing that are trying to they do hub where parents or whatever have or they bust to like you'd bust to Mac and then you'd have one bus that would take them from there and that can be kind of wonky too. I mean that that offsets some of it. You could do that. Um but then now you have kids changing buses and all that stuff but it it would be approx to to do them totally separate because they all have

018to cover the same route. Plus, you're not saving a ton. >> A third more of our total busing budget >> of Well, just for the middle school. >> Yeah. Because elementary is still the same. >> But what's a ballpark on that? Like dollar number on that? >> Like a third more of a million, a third more of >> $500. I mean, >> well, I would have to do some deeper analysis. You know, we we probably spend upwards of three three and a half million dollars over to Bill's point, I wouldn't necessarily change our elementary, but we did look at trying buses out, but it's really like, you know, we have to add probably eight or nine buses and then also bus drivers to that, but Yeah, >> brand right now a little bit like Bill

019said. >> I mean, I just know for myself, I would like to kind of even a ballpark number in the not obviously today. >> Yeah, if you figure off the top of your head, if it's 3 million, three and a half million, there's about a what, 1,600 kids now going to the middle school. So, you figure just about a third of our students. So, let's just say middle school is about a million. So, that would cost you it's about half a million. >> Okay. I'm just wondering, you know, like if that's anything the board would consider entertaining. I mean, even just for next year or at this point or something, but just something to bring back um for our community if that's something to talk about um budget-wise. But um my other question was how

020are we on like the capacity on the buses? And I only this is more of a I can only speak to what my own kids said today was that they were for the middle schools they were needing to like triple up on their bus in the seats. And to me that's just more concerning like cuz the older kids are bigger. If you're tripling up someone's half in the aisle which then just kind of becomes not very safe. And then I honestly I thought I you know maybe my kids rode the bus today for example. I don't usually I I do usually drive them to school. They're riding the bus because they think they need to get their assigned seats and then they'll quit I guess. But um it's very important. Um but but then to

021your point, you mentioned that like more parents actually drop off on day one. So that's kind of made me think, okay, then do we actually have more kids coming to the bus? And we're already tripling up. >> It will thin out as as it goes overall. We just don't know who and what on the routes, >> right? >> Yeah. Because then you'll end up some will go um depending on whatever the family situation is. They'll go, you know, a parent will pick up two days a week, another then three days a week they're on the bus. So that will all kind of filter out in the first few weeks. >> Okay. Are we are we doing census counts on our buses every day now? Okay. >> Yeah. Steve, as they get off the bus, he's

022he What time do they get there? How many kids? Yeah. >> Okay. Okay. Moving on. So, we got um today state kind of um released the assessment data. So you can kind of see um I know this is probably way too small to see um for ELA, this is just a compilation um for everything. So countywide we we were at top for ELA um again and then math overall we were um second um behind our MA for that. And then um science we were second behind but we were still number one in fifth grade which is good because as that's moving up we continue to move ahead um again our ma was number one and then social studies um we were just 610 of a point behind our as well but again so we were

023second overall in all the things. So they just released this today so we're going to we have to continue to kind of dig through it. Um, moving on to their other assessments. This is growth over time. This is NWA. This is the state did the benchmark assessments. So, we use the NWA map assessment. And so, what you'll see is um this is just kind of a touchstone for where we were back in 2021. And so, you can see this is math K12. And then if you clicked them, you can see so we had at that point in time because if if you remember for those of you that were here on my first board when we talked about growth versus proficiency and we're looking for growth and you can see one grade level got at

024least 16 points worth of growth that year. But one challenge that we had with math was that it was roughly every other year we were kind of um not hitting. So those diamonds are the national average. the center of it is the actual n national average. The top and the bottom is what they call a confidence interval because there's always a um they always kind of put it in because you take the test on one day and they're like it could vary from day to day by this much based off of their research. And so that's why there's a gap there. So you could see and it was hard to kind of sustain kind of growth because you have kids that were kind of up and then they're then the next year they they'd be

025fall a little bit behind. So finally this year is the the first year click on um 2425 for the first time for all of our math we've hit we've exceeded not only exceeded the average so the middle we've exceeded beyond the confidence interval. Um, the other thing, click again, Tim. You can see whereas before we would only get one, one grade level was getting 16 points of growth. And remember, we started this at the elementary, so we're working our way up. Um, now all of the elementary is getting at least 16 points of growth. And then you can see at the um kindergarten, it says 13, that's actually kindergarten. And so are getting 20 points of growth. So, we're seeing this broader level of kind of raising all the boats and um so that that's

026been good to see. And so, the first time this is the first time that we've kind of hit all that. So, this is kind of like I was explaining to the staff on opening day. This becomes kind of base camp. So, this is our new baseline. And so, what we want to do is keep pushing past that. We know because there's a lot. There's the realignment. There's um teachers who had moved to different positions and so on. um that has kind of made a lot of adjustments to things. Um so, you know, we might see some difference to that, but as the teachers kind of get more settled into the new spaces, more settled in with the the instructional approaches we're taking, we we hope to just keep continuing to build on this. Same thing

027for ELA. Um ELA, so we started last year was the first year with the um the more science-based reading approach. You can kind of see this is where we were. So K5 has kind of been the focus really. K2 has been the the intensive focus because we're going to move up by grade bands K2 35 um actually 3 4 5 6 7 8 then through the high school. Um and now you can see this year again they're all oh and you can see again we had one grade level that was hitting 16 points of growth on average. Then if you look at this year again, so again, they're all positive in their direction. And then if you again focus in on where we've been, the the bulk of our curricular work has been, they're all

028kind of for the first time above that because kindergarten was kind of um behind it originally. Then click again and you can see where it was 16 points of growth. Now, where we've really focused, which was K2, you're seeing um again, all of those grades are hitting at least 16 points of growth. And then first grade, which was at 16 points of growth, is now hitting 20 points of growth. So, we're kind of seeing the same trend that we saw um with math. It's just we started that a little bit later kind of and that'll continue to move up. Same thing. Next slide. Um AP scores. So, this is at the high school level. Um this is as I was explaining to the staff I'm like this is kind of again we're looking at growth.

029How can we kind of expand that because the we used to you had to have teacher recommendation to go in there. It didn't matter how you're doing on like NWA or anything. So if you look at this this is our 5-year trend of AP scores. Um and you can see so we were 2021 six it's actually 54% there then up to 70% and um 76 78 and then 70 which at first glance you're like okay well it dropped a little bit but then if you click the next slide this breaks it down. Um what we've been kind of challenging teachers are any student who wants to do it, any student that has a certain um proficiency or like NWA score, we're going to tell them, hey, you can do this. This is an opportunity for

030you. So in 2021, we had 250 students um take tests and they took a total of 454. And then this past year we had 329 and they took a total of 654 tests. So you're seeing basically um a third more taking the test and then you're seeing just under a third more of tests that are actually taken. And the nice part has been that the num percentage of students that are getting college credit is still hovering around 70% which is much higher than where we were. So again, you're seeing that larger group getting more success as that goes forward, which has been nice to see. Um, the nope, next slide. We're just going to take you just on a quick, we did a tour for some of the board norms before, but I want to

031take you on a quick tour of, and especially for people who haven't been able to see it yet. Um, this is what we did on our summer vacation. Um you can see we have new clocks that are going in across the district. Um they they have at three buildings have most of them in. They are working second shift to do that. The lower leftand corner it's not anything like you know it's not anything amazing but for us we'll have a generator now that goes for our um our core tech system. So then when we lose power we won't lose phones, we won't lose email. We won't lose our network. Next slide. This is just the exterior of the high school. You can kind of see where um and and you'll see the interior of some

032of the things. So, we replaced the the windows above the main entrance. They I I don't know when the panels I don't know if it was glass originally. I couldn't figure this out, but they used to have these plastic panels. They leaked. They they were degraded by the sun. So, now we've replaced it with glass with insulated glass. So, it looks makes the whole high school look much more cohesive and it keeps everything more energy efficient and dry, which is nice. Next slide. The roof. They continue to to make progress on the roof. They're almost done with the actual building sections of it. They're moving on to the pen houses um which are where the like a lot of mechanicals are. So, that should hopefully be wrapped up um in the next month or so.

033Next slide. And then this is the inside of the media center. Um, just tremendous like difference from where it was. It's been updated. Um, and new furniture. Next slide. You can see more flexible seating. The books are to the left. Next slide. New circulation desk. And again, it's it's pushing it out a little bit, getting more super so you can see more of the the media center as it is. Next slide. This is the student success center. And so finally the furniture has been in there. Um this is the new engineering room. And this is Nope. Next slide. The back. This is again not one of those like super like great things that people are like, "Wow, this is great." But we added another pump. We added the sister and all that stuff because our

034goal is not to have to replace the ox floor again because we've been replacing it about going back. I think it's been replaced four or five times in the last 20 years. So hopefully this will maintain that. We know we'll have to come back when and do some concrete work down there. But that should hopefully because it seems like we get 100redyear rain about three times a year now. So that'll have that. Next slide. Just another shot of it. So you can see that that's that should hopefully alleviate any flooding. We've been um pretty good at our buildings. The repairs that we've made have have really seem to help and and stock. Next slide. So this is a overhead shot of the restaurant which you've probably seen before, but now students are actually can use

035it and they're they're getting ready to um open. And again, next slide. This is part of the addition. You can see the hallway is open. Now the exterior is set the and the restaurant's ready to go. Next slide. This is um the auto shop. This is part of phase three. So that's been approved. So again, students are in there. And then the expanded weight room where we flip the wrestling in the weight room and that is um open for student use as well. Next slide. Another one of those things where it's not really, you know, you don't see it, but this is changing the heating and the cooling. So, this is for um north. So, these are rooftop units. We also did univvents in each of the classrooms that have been we did about 50

036classrooms. Next slide. Also, the playground. So, the playgrounds in place. Um it was nice when we were on the tour to see a lot of people already kind of making use of that. Next slide. Then classrooms. So, these are two classrooms at North. What we did is it's we colorcoded them based off of the team. They have some flexible um storage furniture, flexible teaching stations and all of that. Much larger classrooms. These used to be about 640 650 ft. They're now just about 1,000 square feet. Um and again, you can see the flexible storage on the left. This is the the seating and the waiting area for counseling. Um the new counseling center is part of where the media center is now. Next slide, this is the new life skills room. And so you can

037see on the left basically it we just updated everything. We did one for one same spots. Um on the right you can see this these are the cabinets. This was we were trying to find a way that we could do front of room and so basically those cabinets they're all whiteboards so you can use that as instructional space as well. And then this moving on the lighthouse. This is a classroom at Lighthouse. So, we did redid that in preparation in a few years for this to be the early childhood center. So, we'll have early childhood um GSRP ECSC will be in there. So, updated lighting, updated flooring, updated paint, updated um heating, cooling um and the fire um system because it has to be it has to be voice driven. It can't just be an

038alarm anymore. So, all that was done. Um, we abaded the asbesus that's in there. Next slide. This is the hallway. This is the main hallway. So, if you're looking down um towards where you're headed to the office, much brighter. I don't know if you recall, used to have um carpeting and so that was kind of worn out and had some patches, but now this is the the next thing. It's it's just tremendously brighter from what it used to be. And then this is the music room. While we were there, we also, again, this had carpeting, it had bubbles, it had patches that had become worn, so we were able to do that. So, a nice new um music room. And then the playground on the outside. This will be for ECSC um when um they

039move into there in a few years. And then this is also um this is still under construction right here. This will be what the office will be for ECS. They'll use what used to be the original entrance of the building back when that was the only school that we had. Next slide. And then this is moving the south. So we did this is the storage building out back. Um that's been in put in place. We're also updating the bathrooms that are there um so they're ready to use and um students can make use of them during like practices and things like that. Next slide. And then this is one this will be done in in um probably six to eight weeks. This is the band room. This used to be the auto shop. So now

040that we move the auto shop to the high school and we have a much larger band program um with them combined, they will have a nice large room for them to do that. To to the right, there's actually some um practice rooms that they'll have as well, kind of like what we have at the high school. Um but it's kind of coming together. And then next slide. And then lastly, this is with the rebranding. This is what we've been doing at each building. Um it's they're now TARS. There's not sailors, there's not pirates. Um, it's been nice to see kids taking pictures when they were on their tours of the building with the one tar and then the new uniforms for football that represent, you know, our one tar um concept. Any questions on all

041of that? I know it's a lot. >> Okay, thank you. I actually have a question not not bond related but can can you >> can you talk about what's going on with sack? It sounds like from a lot of the parents I'm talking to >> we have a we have an issue with not being adequately staffed. It's creating situations where people who need access to sack aren't getting it. Sounds like perhaps one of our buildings isn't even approved. Um what what is going on with sack and what can we expect to change hopefully very quickly? So yeah, so sack is always um we've we've done a lot to kind of staff up on sack and we actually have more than we we've had because we started using our teacher cadets to kind of help and

042be those assistants. Um the challenge that we have is one with the new spaces the state is just overt taxes. It's we used to have one kind of inspector for all of those and now because we're so they're just overwhelmed with adding those. We they're basically what they told us for the short term they're pulling the one inspector and they're giving us one for every so we'll basically have seven different inspectors and we're like we can't they're like we'll get you back down to two but it's just you guys are so far remote. So that's a challenge with Middle School North is getting that through the actual approval process. We're constantly interviewing trying to find people. Morning is is fairly good. We we've ch we've struggled every year to get enough people to handle um

043the amount of sack that we have. Part of it is um just time period. So the afternoon is a challenge because that would be basically from when school ends roughly 3:00 to 6:30. So it's it's hard to find people who want to come in and just work those like three and a half hours. So we've increased we've been reaching out to anybody and everybody. We've been trying to take people that are working at other positions during the day and see if they want to stay and kind of cobble that together. But the the more we expand it, the more people want it and need it. And especially now, I mean, you have more people that are are doing it. So we we it's every day we are like out there and we get interviews and

044we have people and we're trying to get them lined up. >> Is it a is it a money issue about pay? Because I mean, here's where I like if I'm a parent, right, and you're telling me, "Sorry, you're on a wait list with 30 people ahead of you for sack and I'm looking at a school district that's taken enough of the public's money to build up a $15 million fund balance and $160 plus million bond and like the new floors and the media center and all this stuff is great, but if we can't deliver on the basics like before school and after school care, which is essential to what we do, like none of that matters." And as there just seems to, you know, there's it seems like there has to be a better way

045and it it it need we need to fix it because it it it just doesn't work for our community if we can't provide it. You know, the the middle school north, I mean, that's a year plus in the making. Is it that backed up inspectors that that we couldn't get that approved in over a year? Yeah, we we it was kind of the same thing we had with we ran into this last year with um just early childhood. We put in about nine months before to and then we just could not get it approved. We couldn't get people to come out and and to approve everything because it's not just one inspection, it's several. You have health, you have um fire, you have all of that. They keep adding requirements as well. Um, and so

046we're we put in, for example, let's take early the early childhood expansion. We put in before we heard the governor was going to mention in her speech. So we put in before that even happened to expand that. So that was I think last week in January, I want to say, and then did not get approval until right before Thanksgiving. And it's just that everything gets funneled now through the state moved first the state moved everything over. They took it out of MD. They put it into what's called my leap. So it's in preschool and it's everything after. So then that was all new people who didn't even know a lot of the licensing and they just don't have the volume of people. The same thing with sack is we we increased salaries. Part of that

047is negotiated. I mean there there's some where we're trying to get them to kind of um you know come to the table to try and do more of that but it's also it a lot of it's just the time I mean that's not that's a it's the afternoon the morning we're pretty solid but even like our kids they don't want to they have stuff after school so they can't be those assistants but they can do it during co-op and that's fine. So, so we're solid there, but it's in the evening where it's just a challenge. And this is and it's really it's everybody has a waiting list all over and and we're we're we're trying as much as we can. We have it out on social media. We have it like anybody who wants that,

048but it's people who would you're basically three to four hours all day during that time. So, you can't be there if your kids are coming home and because that's basically what it is is you're covering for people who can't be there for their own kids. So that that's that's a shortage is finding people who want to do that at that time period. >> Okay. I'm kind of not following because is it the we're not getting the spaces approved. I mean we've had some of these spaces before. So like when you get a space approved like let's say Great Oaks hasn't really had construction or nothing's changed. So >> can you expand the space there without >> if you move into a new room, then that has to be in any any area that you so

049like I I'll just walk you through. So like middle school north basically for those programs or in most of our buildings it's the media center and it's the cafeteria that you use because typically they have snacks, they have things like that. If you go beyond those, those are expanded places and you have to have licensing for them. Um it's it's the same thing like when we >> So was the plan for North to to have them at North for a sale or at Lighthouse? >> No, to have them at North to have that program at North. >> Is there like another >> like I know right now for example we don't like Mac typically has had trouble like staffing sack so we put them at Ashley and bust them over. Could we do that with

050North students? Can we house them somewhere else that's already approved? Like is Mccant approved even though it's not? >> No. Yeah, we have other ones that are are used. It's just >> now it's like sounds like you're saying we have staff but we don't have approved space. So, do we have you know is MCON have an approved space that we can now put staff at and we can make room either none of our spaces depending on the we have staff at the space that we have and and we already have waiting lists for all of those. >> So, we still need more staff. We still need more spaces as we go along. I mean, it's um I don't I I haven't tal like Carol, we talked last week, but then we we check in every

051week in order to kind of see where we're at. I mean, so I I guess I agree with Brian in that sense of, you know, like I feel like we should be bending over backwards to kind of try and and help out with with sack. I mean, we have salaried employees around the district. like can we make a you know can can we have a revolving you know one week on one week off of assisting um having other employees assist as sac >> Yeah. Yeah. I we're already been contacting employees and saying hey is this something that you want to do and and add on to if they were having a lunch. >> It's probably an all hands- on deck situation. So, I mean, like, you know, let's let's get some people that um like

052work in this building doing a week on a week off of sack to help out and be in other bodies so we can put more kids in there. >> Okay. Well, yeah, we can look at that. >> I guess my point is if I'm sorry, go ahead, Pat. >> No, I've already talked. Go ahead. >> I'm also thinking, Lisa, we have CBAs that are in place. So, you know, if employees are asked and they don't want to work what would be considered overtime, they don't have to. We can't make them. Um, I see both of your points, but I I gotta be honest with you is I I guess I never understood I was fortunate that that my kids didn't need sack. Um, my number one concern is educating my kids and getting them to

053school safely and providing teachers for them. Not focusing on sack. I'm not saying that it's not important and that we don't need it and that our parents and there's, you know, a certain group of people that need that. I get that. Um, but I I don't agree with you, Lisa, that we should be throwing everything at this but the kitchen sink because I don't agree that sack is that important to this district. Um, you know, my when when the bell rings, if I've gotten my kids to school there, I feel like I've done a good job on a bus. Phil and I have talked a couple times this week about transportation. You know, you were involved with a conversation today. Um, I honestly I feel like Zack, I don't want to say it's a privilege.

054That's not right. That's not an appropriate term. I'm reaching for another term to use, but um me taking care of kids before my school day starts doesn't call call for me to throw everything at something but a kitchen sink. >> Well, it's it's what we've become like it's I real like when I went to Anchor Bay in the 80s, it wasn't a thing, right? I mean, you it was up to the family to figure that out. That's not the way it work. Like we have we've set up these programs >> so that this is the way it works now. And it's been for a long time that people have had access to before school and after school care. We have way more dual-income families in society today than we did in the 70s and in

055the 80s. And like I'm sorry, but you know, a mother or a father can't go into work and you know every day and be like, "Hey, sorry I'm an hour late again, but you should see these pickle ball courts we get." like we need to focus the priorities on the basics if we really want people to be excited and realize all these big bold >> wonderful things we're doing. And I I appreciate the fact that that we're trying I don't doubt for one second that we're trying hard to fill these spots, but if we're continually trying something that's not working, then let's come up with a new plan. And whose job is it to come to you or this board with like, hey, here's some new ideas. is here's a new plan like human resources

056is very important but if you don't have the humans the resources part doesn't matter >> no the I'll tell you the the challenge so first of all there you have different funding pots for all that so for what we have for the bond cannot be used for salaries cannot be used for anything it can't be used for like maintenance or anything it's like you can buy you can buy a pickle ball court you can buy a wall and things like that but you can't use it for salaries >> I'm not No, no, no. I know from that, >> but I just want people to understand, >> we can't expect people, we can't expect the community to be all in on investing in our school district the way they have if we're not going to if

057we're going to turn around and and say we're doing so much. There's all these great things going on, but we can't deliver on the basis. >> No. And I I don't disagree with you on that. My but typically and this is most districts and and even here it's like sack is your what you get for your foundational allowance okay is typically used for what from bell to bell okay transportation supplies salaries things like that sack is an ancillary service that's not part of your core thing. So, we do not and most districts don't and this is something that the board could decide on. Um, you don't backfill that out of your general fund. Okay. Um, so then your decision is do you raise the cost at what it would be in order to basically break

058even? Okay. So, what do I raise it? So, we always try and keep like we look at the market rates for everything else. We try and keep within that and then we set salaries based off of what is that going to be. So at the end it is revenue neutral or some years we might it might cost us a like a little bit or whatever and we can make it up and all that because otherwise you can raise it and you can get like people but then now how many people are just not going to do it because it's so cost prohibitive for them. So then the big question is do you want to backfill that out of the general fund where now you're not you know it's basically the decision is sack versus textbooks

059or something like that. No and we're we're in a could you know I didn't put it on here but I I know I've shared like last year 60% of districts went into their fund equity. This year it'll be 70 to 75% and we're solid. we'll be like our enrollment looks like we'll be up 74 students somewhere around there but that's the big thing because then if you backfill from the general fund for that what's the difference between backfilling for the other like things and so and and I think that's a really good discussion to have because I agree with you that's why we expanded early childhood center but I we've basically doubled that we're hoping that what comes through and I think that's why our kindergarten numbers this year are because we're keeping what we

060have. We want to provide those services. It's just where do you there's just some complications on what do you want to take that out of the general fund or is it have to be self-sufficient? And that's I think a good discussion for the board to have. Well, I think I would also disagree, Patrick, with your assertion on the on I get I get the premise of what you're saying about, you know, >> what what is our focus as a school district, but on the flip side, um to Brian's point, and in today's economy, lots of, you know, dual income families, um and you know, just the way of life for a lot of families. If we don't have if we become a district or we have a reputation where we are turning away so many

061people for sack and we can't fill and we can't do they're going to go elsewhere for kindergarten and they're going to go somewhere that is providing it because some families don't have another choice and so if we don't offer it we're just going to lose that enrollment. Um, and so, you know, that'll become a it'll be turn into a different issue. Um, which, you know, may have affected us in the past because I know being on this board and things in the past, like I I do appreciate and agree that, you know, I think Phil has done a lot to, you know, fill and like create the SAC spaces and, you know, get employees and and use teacher cadetses and get people in there um to to be able to work them. and they've still

062filled, you know, and we still have this demand. So, I think we're up from what we used to offer um considerably, but we still have this demand. And so, you know, I think we just have to keep looking to ways to grow that um for that reason because my concern is particularly at those younger ages and as we keep continuing with expanding preschool and GSRP options, GSRP is a full day program. parents get used to having their kid, you know, gone for a full day. They're going to enter school and if they need that before after school care that GSRP generally offers cost. >> Um, you know, and we don't have it, they're just going to move on from us. >> So, >> that that's the way I'm looking at it. Um, and and I

063also just agree that, you know, it's it's obviously something that we have going on in the community in demand right now. And you know, I I feel like I'm asking, you know, we ask for votes for bonds and different things and then we're turning around saying, you know, it's like feels like we're saying, "Sorry, you know, we can't help you out on the back end, you know." So, again, that's going to turn around and hurt us one day, too. >> How many students do we have now that were last year that attend SAC? >> I I would have to look that up. I don't I >> Okay, so if we get that information, that would be great. >> No, I know I can. Well, if I don't know the exact number, but I know I

064mean there's probably 150 that are on the waiting list. And >> that was my next question is how many are on the waiting list? >> Was that 150 more this year compared to last year? >> Um, no, we've never been able to fulfill the that's always been even as we expand and we get more people on the waiting list and then that's kind of how it goes. It's >> Was our was our waiting list that large last year? >> I don't believe it was that large. Okay. >> Um, >> so one of the things just so the board knows, obviously if you looked at your board packet, we are increasing the wages for our our sack people tonight. It's it's on our non-affiliated uh item 600 new business. >> Yeah. >> Um, but you know,

065again, if if we're going to do it, I guess I would kind of agree with, you know, Ryan at least. Let's do it right. Um, so I I don't know what other options we have aside from increasing the wages. Um, you know, I don't know if we're reaching out to colleges to their, you know, their early child care programs. You know, I'm sure Mcome has one, St. Clair has one. >> We do. >> And I think what Brian's probably looking for is I don't want to call it a center point of contact, but somebody who's kind of really focused on this. You know, I know Carol >> I know Miss Gonzalez is swamped with what she's got. >> Carol is focused on this. And when we look like for example, you know, Head Start, St.

066Clair had some issues with their head start. and they decided they're just going to kind of condense all the way down to Port Hiron. So, we basically get their staff and we're like, "Hey, do you want to work here? We can put you in those positions." Now, most of them are like, "I I need to work more than three and a half hours a day or something." So, that becomes a challenge. I think the big question for the board is do you want to use general funds to do that or else in order to offset it because it's always the rule has always been for those other programs that you are basically backfilling you it has to be self- sustaining so and if if the board wants to use general funds then then that's it

067I mean we can increase those rates now the the the challenge that you'll have because again It's a small amount of hours there. Again, you could set it at a pretty high rate in order to get people, but then you're going to have every other bargaining unit that's saying, "Oh, that's what they're only working three hours and they're getting this, you know, and so there there are ripple effects to that. >> They want a higher hourly rate but less overall money, then tell them to go work for SAC." Like, I'm not I'm sorry, but like, you know, I'm not I'm not here for the whining about one bargaining group against the other. I'm here to fix a problem. >> Yeah. And and I don't think the public I don't think parents who have kids that

068need sack really give two blanks about whether it comes out of the general fund or this fund or there. They want the problem fixed. And I think my I I can only speak for myself. My expectation as a board member is I would like to see a plan on how we can fix it and that that goes beyond we're trying really hard because I I fully appreciate and and I believe we are trying really hard but sometimes you need to try something different and and I would like to see a plan on on how >> I get that but basically short of backfilling it from the general fund that's I guess that would be the direction I'd need to know from the board you be finance, right? We have to talk about let's can we

069get a plan of you know how much out of what is it going to cost like >> yeah I don't know what it would be >> right what that would cost >> I don't know what that rate necessarily would be at the moment I mean we're moving it up but then >> I mean we can we can survey the people that are there how much are you willing to pay for that um >> right you said every year you kind of look at the market >> yeah what everybody else is charging because that's the other thing if we increase it then they will definitely go someplace else >> how do we fit into the market >> we we try and keep it. I mean, we're we try and stay towards the lower end of it

070in order to be competitive on that. Um, >> that's what I was waiting. >> So, yeah, I mean I we can pull it up because Carol always comes in and says, "Hey, here's what the rates are around everybody else." We look at all of that. Um, the rates are going up. I mean, that was one of the things like our neighboring district, we got a lot of people who came for early childhood all of a sudden because they doubled their early childhood rates. Um, and that was to get past the challenge of if you're GSRP, your teachers, you were getting more than the full FTE from a regular student versus just paying $200 a month. So, you're getting, you know, basically if you did four day, it was 10,000 a student and if it's five

071days, it's 12,000 versus $200 a month or or whatever it was for the whole thing. Well, that cuz we we had this discussion I I want to say probably a year and a half ago where it's you're doing now early childhood versus GSRP. They're both working the same amount of time, but your GSRP, we can pay you more because we're getting more money because you're not paying it. It's coming from the state. Otherwise, we're we're telling you to do the same exact job sometime in the same exact building with the same exact materials, but you're getting paid you could you're getting paid like a third a third of what the other one is just because if we raise this enough, they they won't pay what the rates are for GSRP. >> Will throwing money at

072the problem fix it? I mean, can you if you get more money out of the general fund, >> what what would you do with it? Are you going to raise hourly rates? >> Say you're going to raise hourly rates, then again, you just that that's I mean, we we can survey people and see where they're at and at what rate in order to do that and then then it's the market will tell whether they can come in. I mean, right now, you can see the rates that they're at. The challenge is you can go work at Burger King, you can work at Taco Bell, and and they're starting at some of those at the same salary. So then if you're going to go above market on those, then now you're driving up the tuition rate

073for SAC. So it it's this it, you know, it the it's like with everything. It's what's the old saying? Everybody wants to go to heaven. Nobody wants to die to get there. So somebody has paid if we're paying out a general fund. So you might like perfect example because you might see this will be part of legislative but we'll kind of hit this early. We are already expecting that we are probably not going to get the October state aid payment. Okay? Like we can roughly make it 50 55 days without a state aid payment. Okay? So then at that point it's like okay the you just and it it's not a huge amount but it it happens. I mean your your your burnthrough on a daily basis goes through that. So right now because it's

074never really happened so we don't know. Um the last shutdown was 2008 during the middle of the great recession and they went about six hours and they passed it and we got our state aid payment. But those are the trade-offs. Every there's nothing that happens in a vacuum. It's like yeah we're fine. We can increase. Do I know what? No, we'd have to see. But the general re restraint on all of that has been it has to break even. And if we're not going to do that, then that's fine. Then it just takes a motion of the board and we can look at that and go forward. >> When was the sack deadline to register? >> Well, sack is always it it's it's a rolling deadline because we put on a waiting list and if

075something opens up, then that person moves in. So, I mean, we do have it during the summer and then but and we're always trying to hire throughout the entire thing to kind of fill those spots. So, my point is I'm feeling like this is a discussion we probably should have had in June if we saw the writing on the wall, if you will, that we knew we were going to be in a bind. So, I would be curious to see how long our waiting list was in May, June, July, and maybe maybe we missed an opportunity. >> I don't think you had a there's a window that opens up, right? It's it you you know >> this date at this time you can start signing up for sack. I've talked to people and I have

076to take them at their word. I'm my children are older so I'm not you know involved in it anymore who told me they literally signed up within an hour of the window opening and were already told they were on a wait list. So they never had a chance >> and that's that's that's just not fair. Like they never had a chance. But one of the I mean sack is so popular because the alternative sack in the in the private sector is the price of a Cadillac a year for goodness sake to to get to get child care. At the same time I see people arguing over I'm not going to give another cent of my tax money. You're not going to buy another pencil. We can't buy our teachers pencils and paper. So it's it's

077it's a very difficult spot. I guess I mean >> I I want to >> sure I I I really want to take care of all of the kids, but at the same time, if you're going to pull more money away and and me as a as a employee of Anchor Bay, if I have to buy another social studies book for the resource center, you know, it it it gets very frustrating. I guess I would just like to see if we kept stack rates even at their current, you know, like we didn't increase the rate to parents, you know, what is it going to cost to us to add what we need to add to get to end our weight list as it stands at the moment. >> Um, you know, like you said, I know

078it's rolling, but yeah, you know, to see where to what would that cost us and then bring it to the board, you know, I hate to say in a month because people are waiting for Yeah, we can >> to do something with the >> fin committee first to see if it's even got traction. But um but then you know to to see if we're even going to consider that you know um to go through and then obviously you know but after that or at that point then maybe the finance committee or someone can play with the numbers and say okay well if we raise rates I don't know a dollar just for ease you know that would offset this by this much it wouldn't it wouldn't touch the general fund you know we can kind

079of come up with those scenarios but I think we have to pick pick a starting point of Okay, as it stands right now, if we got everybody off, this is what we'd have to do. Um, so that's what I would want to see. Um, you know, and then, yeah, you know, and if I just feel like it's an all hands- on deck situation, so we should be kind of just turning turning our wheels and figuring out, you know, who do we have in district that that can um, you know, put in some time or do you know, do what we need to do to to open up more spots. um until we can sort it out because you know to all those things enrollment um bonds I mean we've asked a lot out of our

080community with bonds and all sorts of things and middle school changes and changes that came about that were not um you know not originally part of the bond you know we've we've we've asked a lot of our community and so I I just feel like we we owe this back um and this is just one way that we can kind of help um fix that for families. >> If North were to be cleared tomorrow, is that going to fix your problem? >> The space-wise that will help. And then yeah, we're still working on staffing right now. We're putting staff where it's already licensed and then trying to line people up and we have there like we had three people that were kind of like in the pipeline to come in and you know they have

081to you know you have to have license and you have to do background checks and things like that. So yeah, I mean that's the the conversation Todd and I always have with Carol and all that is there's so many moving parts. We don't want any one thing to hold it back. So we'll hire somebody because even like early childhood, you know, we'll hire somebody even though we don't have the spots approved yet for it and then we'll put them in another class in the time being because it's we just so we have the person and then when the room comes online, we're already there. So, it's we we're not letting any of those we're not saying we're going to not hire people till we have the spot. It's when we have people, we'll put them

082someplace and then we'll try and expand that program while we have it because this isn't isn't set yet. >> Is this also a situation where community members, board members, calling our our reps could be helpful? >> Yeah, it it's >> or is that not helpful? No, it it absolutely would because well I mean this is child care state and national wise. It's the hardest part is Yeah. And the other thing this is part of why we're trying to expand a lot of our extracurricular things because here like we did cooking club. Okay. This is a perfect example. Okay. I do sack. I have all these licensing things I have to go through and I have all of this and safety and and things like that that you have to go through. water testing, lead testing,

083even like this building, we did lead testing. This building was built after they stopped using lead, but we still have to go through that. But if I do an elementary or fifth grade or middle school cooking class, I can give those same exact kids knives and let me use ovens and all that stuff like that. And I have no licensing for that. So trying that's that's been our other kind of like coming at it from different angles. Let's get these programs together so we can kind of have something to go now. need. >> I mean, I'm not trying to be funny, but like, can we have a 6 a.m. cooking club? Like, I mean, >> if you have people who want to do that, that's why we tell people any if you want to do

084that, we will add it in there. >> Breakfast Club. >> Are you volunteering to help? >> No, I'm not. I'm trying to think outside the box at North. >> No. And the thing is, >> come in and make breakfast, right? >> The morning part is not the morning part is where we can get people because they're especially >> we we we can get kids that do that. It's that afternoon time where everybody's like, "Oh, like our kids." No, I'm on basketball or I'm on football. I'm on this. So, because the first thing we did is we just most of our kids, we do the teacher cadet. We do and we have the largest teacher cadet program in the county. I mean, then this summer there's like I think there's like 50 kids in it. 30

085some of them are ours and then they go into um they they become the assistants for that because they're not old enough yet. You have to be an adult to be the lead teacher. So, we did that. That helped that helped expand the program. But then we our demand grew. Um and so we do those things and same thing with clubs. It's hard to find people from that time period because everybody wants to be home and have dinner with their family. But it's we have people who are coming who are working by the time they make it out here. It's 6:00 6:30 and that's what the program runs. And so your challenge is to find other people who want to give up that time period. And it's hard to find people in the community because

086especially they're working two jobs. they're not going to work sack. So that so it's it's a combination. I mean so it might be a different rate for morning versus afternoon which we've talked about and sack has their own association. We have to work through that. Um so yeah I mean we've we've and we're all for any ideas that people have and all that stuff but it's always been with the confines of it needs to support itself. >> Yeah. was going to be done and then you said something great discussion. >> You made a comment about you're all for the ideas that people want. >> I guess my point is we have people that report to you who are very very highly compensated who should be coming up with these ideas. That that's my entire point

087is that like where are the ideas? Where are the alternative plans? Where is the thinking outside the box? My expectation as a board member is we seem to go out of our way to make sure that we are on the high ends scale-wise for for a lot of the the senior level staff that you have. They should be coming up with this. >> No. And I just gave you a whole list of things that we did, whether it was the teacher cadet program that we expanded, whether it's pulling people from other programs that we're doing. And and again, you but your stop is we have to right now we're not backfilling from the general fund. and and again, so if that's the direction you want to go, that's the board's prerogative. But that so so

088that's that's your ultimate challenge is if if you're not going to raise the cost of the program with that that becomes an issue because I mean we we finance committee, we go through everybody. I mean, and our all of our staff is at near the top for their their um what do you call it? their salary ranges for it doesn't matter whether you're we just went through this with busing we just went through with custodians we just went through I mean look at all our bargaining things that we just had most of the percentage increases were for those lower people there so I disagree with kind of the top end um getting most of that because like office and and that's six what 6% raises every year we had um bus drivers I mean just

089to stay competitive with that because we set the market when we did that then everybody else started climbing up. So then we just bumped them up um like for our bus drivers they all went up to 25 and but that's part of our essential thing and we get a stipen from the state. They had the the categorical for that. So we have the money that's kind of allocated towards that. So again it it's there there's other things that you you just have to to to look at as part of that. And so we grab from anywhere and everywhere and every everybody we put it on social media. We we talk to people. Do you know like a high school kid, if you want to do this, we'll find somebody else. We're constantly doing that. It's

090not for that we're not out there. So I I think I'll try to kind of wrap up what I've heard and if if I speak wrong, somebody please correct me. Um I I think I'd like to see something brought in front of finance >> probably roughly two weeks. uh that would give finance some time to to work through what's presented and then share some of that other information with the other board members prior to our next board meeting. I don't I know you said you want to kind of accelerate the timeline to make things happen a little quicker, but um so we can understand I guess the financials of where we're at with with the SAC program now as it stands. Um what if any we're taking out of our general fund to fund that.

091>> Um kind of get an idea. Quite frankly, for me, I just What does it cost for let's say you've got 800 students? >> What does each student cost me to put in that sack program? >> Absolutely. >> I don't know. Per hour because you have to go per hour because some students come Monday, Wednesday, Friday. Some come Monday, Tuesday, Wednesday. >> Sometimes dad picks up on Friday, whatever it might be. So, >> is is that you know, Brian, Lisa, I know you guys kind of started this conversation. Is is that how we want to steer this or are you looking for more than that? >> Well, I mean, we're clearly not going to solve it tonight. You'll probably talk about it for four hours and end up in the same place. I guess to

092Lisa's point, I think a good starting point would be >> what is the backlog and what would the number look like to pay what we needed to pay to bring on enough staff to wipe out the backlog. Okay, here's the number and then we we reverse engineer the numbers from there. Okay, can we offset some of it with a with a reasonable in rate increase that says to the public, hey, you know, there's so much demand for sack that we can't adequately staff it at current levels. Here's the new here's the new rate and also the school district is going to eat this much of it to make the numbers work. I I think we need to start with knowing what that number is, right? >> And the good news is I already have a

093taker for a club at middle school in the work >> and keep working the phones. >> Yeah. >> By the end of the meeting, I expect Miss Gonzalez to have a job offer and a background check out. >> Um that would be great. >> One quick uh question. um in the tail end of this are high school students eligible to to uh be an employee to for sack. >> Yeah. So they do whether it's co-op or things like that is that that's why we started the teacher cadet and and moving it in this direction so that they could get the background on they they cannot be the lead caregiver. They're the assistant for because they're just not of age yet. >> Now they have to go through that academy prior to being an employee to

094do this. Um, yes, that's that's all right. >> Pretty much >> trying to give them background. They go through we actually go through the class. It it's really the high school students. We'll >> really anybody can be kind of the assistant. The hard part is finding the lead person who's an adult who wants to do that >> because I think we have it's like 16 kids right now that are in the program. Um, and and we same thing we chase them down. It's like do your paperwork. We need you to do your paperwork. Here you go. Hey, you know, in order to get them through, >> do you have to be 16 or like is there a minimum? >> I don't know off the top of my head, but I think it's like 16. >>

095Have we I'm sorry to continue this, but um have we looked into We have a lot of independent living facilities. I'm not talking about nursing homes, but adults who are just in a community living situation. I mean, they're eating, not to be I mean to be funny, but they're eating dinner at 4. they're ready to go, you know, >> and and maybe they want to do some clubs like you have people at the VA. I mean, maybe we might have to provide a bus or work something out where there's multiple ones and we're doing a knitting club, we're doing a board game club, maybe, you know, history club where they're looking at World War II, things like that. Still pay them. They don't want to work a lot of hours. They're done with that. But

096then they get that interaction and it kind of mutually beneficial. So something to think about reaching out and going in there and pursuing them instead of waiting for them to come to us. >> So let's let's also look at getting some hard numbers from either you Todd or Carol out to the board in the next seven days just of where we're at number of students enrolled by building. Um where our waiting list is I assume is by building as well. Do they have a preference? A one do they get a one two three choice or is it >> this is where my kid goes so this is where I >> we try and do it in the building that they're in and then but then we do bus if Yeah. So, if we could get

097some of those details, I think that would help the board out and >> yeah, >> you know, prior to the finance meeting and then obviously we can talk. >> No, we got one and then we can we can have it ready by the Yes, >> that would be great. >> I do have one more question outside of the sack program for Mr. Jenowski. >> Yeah, we all done. >> Um, I know it's the first day of school, but I'm just curious on uh away for the day. Have you gotten any feedback from any staff, any principles? Mhm. >> It seems to have gone >> well so far. Okay. >> I think they had six total in secondary level today. So that was that. >> All right. >> So we'll uh you know >> end up

098buying like phone cages like just >> we have cases that they put it in. So they have that. Um so far the kids have been great with it. What we saw the challenge was they you know we had sent out Mike had sent out an email saying make sure you know where your first hour is because you can't look at your phone in order to find that >> from your schedule. Yeah. Same thing with the bus routes. People are like I don't remember my bus route. That was part of even at the high school they couldn't remember what bus that they came in on. So so far the kids have been very good with it. >> Great. >> Do you have anything else as part of your update? I know way sidetracked there. I I

099didn't say anything else. >> That's that's all >> it was. But I appreciate the discussion. I appreciate everybody being honest because if we can't be honest with each other up here, um who can we be honest with? So, thanks for that. Uh so, if there is nothing further, I will move on to uh item E of our hearing of the public. Uh those who wish to address the board may complete a brief request stating their name, address, and the subject of their comments. Remarks about specific employees should be directed to them personally and not included in the public forum. administration will follow up with con with with it with with concerns within 48 hours of the board meeting. Please limit your comments to three minutes. I have one blue sheet here. So if someone else

100wish to address the board besides this person, uh make sure you see Tim over there at the desk here in the next 30 seconds so we can we can hear from you. I have Christina R. Time. Thank you. All right. I'm happy to see uh all the work to many of your schools. Uh I didn't hear exactly what school had the new playground, but that's exciting. Um, but I was hoping to hear Nulit amongst those updates. My child started kindergarten and Monday was the meet and gre uh meet your teacher night at Nulit. And while I was there, we tooured the grounds and my husband and I have concerns as parents whose child is in the CI program. As I understand at Nulret, there was a need to add a third CI class, meaning more

101kids with disabilities are in your district. Adding a third class kept the numbers down per class size, which is I'm a fan of. Smaller class sizes mean more attention to detail that these kids need. Our teacher and parah are phenomenal. Our concerns lie with the school grounds. I truly would like to advocate for a fenced play structure. I've been told by other parents and staff of the school that a perimeter is placed around the playground as well as putting fluorescent vests on the special needs students so they are easily visible. To me as a parent, if a perimeter is needed, then I argue that a fence is also needed. It concerns my husband and I that there is a residential subdivision with a paved pathway directly to the doors of the school. And to me,

102with a child who has no sense of personal safety, that paved pathway with no fence or blockade entices my daughter to wander. So, for safety reasons, I think a fence would alleviate unneeded stresses for parents and staff alike. Thank you. >> Thank you. Uh, I'm going to ask kind of step out of the my own protocol that I just read out here for the board and ask Superintendent Janowski to respond to that because I'm sure you're not the only parent from Nldrid that has that concern. >> No. And then and this is I didn't put it in there. Naldrid, Ashley, and South are going to be the the next kind of like phase of construction. So, we've already we already had the conversation about when typically like for construction we put in construction fencing to

103do something a little bit more permanent in order to do that because already there's going to be an addition there. So, we need to kind of like keep that secluded. So, while we're doing that, let's do something that's more um rather than your temporary fence, let's do something that we can do that we can keep up there that will kind of serve that purpose. And then once all that construction set, then we would have something more. Um, yeah. Well, we were I mean we basically the our submission for everything to go out to bid is September like well no it's architect page turn which is the last thing before you go to bid is September 15th. So then that'll start that process kind of going forward. Um, so that'll be but but even that we

104can kind of stage the fence like even before that. So we we we have a meeting coming up on Monday that we'll kind of like talk about because now we're turning our attention from what happened over the summer to now we're getting ready for the next thing and so that that's already already had some discussions already looking at that. Okay. >> All right. I will move on the agenda to communications. No communications. >> Are you talked out? >> I will move on to the consent agenda. And today's consent agenda will include the approval of the minutes from the regular and special meeting of June 25th of 2025, the financial report, and the bills payable for June through July of 2025. I would entertain a motion at this time to approve the consent agenda including those

105three items. So moved. >> Second. >> All right. Uh any comments, questions, or concerns? >> I'll make that second. >> Yes. I do have a a question about our engagement with Mr. Joseph. >> Um is is that ongoing for this school year? Is that ended? >> No, it winds down over this year and next year. Yes. >> What is uh our our monthly commitment or weekly commitment from Mr. Joseph in terms of him being on site and being involved. >> Um it well this year it'll be significantly less. It's kind of it's a lot of it is based off of there's two parts of it. So they'll be on site. So it was one week during every month that now it'll not be more than three days a month and any given month and probably

106not every month. And then there's but there's also some online that if our instructional coaches or our teachers want to reach out then we also set a rate for that as well. We have not kind of set that um like the amount >> does he bill us hourly for his time? Is it >> Yeah, basically >> weekly. Okay. >> Yeah. >> So I would expect his bill is going to drop from the June bill >> Oh, absolutely. >> To to something substantially less. >> Yeah. >> I assume Mr. Joseph is a consultant. What kind of consultant is he? he's he's for with the compsy based education and curriculum and all that. So we received about 1.3 million in grants um in order to kind of kind of fund that. So again this is not it

107it's categorical funding that comes out of a grant um and so that's what it's there for. So that's kind of what it's target. So he's within that and as that winds down. So and that was the whole thing. It's always 5 years and then I was then our our people have to kind of be on their own. Anyone else comments, questions, concerns about the three items we're voting on? >> Hearing none, Mr. Richards, will you call the role? >> Miss Knox, >> yes. >> Mr. Venatilli, >> yes. >> Mr. Sunnyberger, >> yes. >> Mr. Powers, >> yes. Miss Burkemeer, >> yes. >> Mr. Richards is yes. Mr. Green, >> yes. Motion carries. All right, we're going to continue our discussion on consent agenda items. Um, Mr. Powers requested that the personnel report uh be removed

108from the uh consent agenda and that was followed up by Mrs. Burkme's request that we talk a little bit about ex. So, um, all of you have the financial report in your board packet and I'll turn that over to Mr. Powers so we can we can have a discussion about it. >> Yeah. The reason why I wanted to discuss it separately is just I was reading through it and it just really jumped out at me that we had by by my count 11 teacher resignations over the summer. Not not retirements, not moving from this place to like just resignations. And you know, this is my first summer as a board member. I don't know if that's a normal number. I I feel like it's not. Uh even if it is a normal number, I don't

109want that to be a normal number. You know, I was glad to see all the new hires on the list and we don't seem to have any trouble hiring new teachers as needed. But we also have to be able to keep keep the ones that we have. And you know, I'm sure there's there's some circumstances in there where, you know, a teacher wanted to teach something very specific and there was a better opportunity somewhere else or or their career path is they want to be a principal and an assistant principal position opened up somewhere else that we couldn't provide. You know, that that makes sense. I don't I don't think that's all of them. And so, I guess I'm just I'm concerned at at the number of teachers that resigned. I'd like to know why.

110Um, I'd like to know like do do we like kind of take pause when we when this stuff happens and and kind of, you know, look internally at at, you know, our culture, our, you know, our workplace environment. What are we doing to make sure that we're taking care of those that are here already? I was going to ask a pretty basic question about exit interviews, but something tells me anything I would ask is going to be more than covered uh at the other end of the table. Uh and then some uh in in the rare circumstance that that Miss Burke Meyer doesn't doesn't cover what I wanted to know about exit interviews. I I'll circle back to it. But that that's my concern is just that seeing that 11 teachers resign this summer. >>

111So why don't we talk a little bit about that, Superintendent Janikowski? Wait. Yeah. And you have turnover every year. You're getting more and more, especially now. Um I mean, I can tell you we had three teachers that left for administrative positions. Um we had one that left for child care reasons. We had um so those are some they usually they they'll meet with their principal and be like, "Hey, here's the thing. This is our we're kind of moving and all that stuff." I mean you are in a time with used to be you had a salary schedule and you're locked in and that's it. But now if you're especially if you're math, science, um special education definitely that you you will see a lot of movement in those areas because they're super critical shortage areas.

112For example, we had a teacher we hired what was it two years ago from a district and was in our district for six weeks. Basically, we had given the the career steps because they were in a previous district that you cannot move up a step in the district that you're in. Okay? Because once you're on the salary scale, you're on the salary scale. left there, went left us in six weeks, went to another district that was closer to her house in probably four weeks later and then went back to her original district like a few weeks after that. So went through basically four districts and all that and doubled her salary, more than doubled her salary. So there's a lot of that where you have people that are moving. Um there's also we we're expecting

113people we have coaching. I mean like that they're working with people and we're we want people to kind of change what they're doing and and work focus on all kids and focus on growth and that's part of it too. I mean a lot of them they they we do exit surveys. They actually get an exit survey. They give us a response. We look at those and and it asks like all the different questions and they can respond anonymously. And so we do get that information. Do we meet with them individually? No. I mean, Patrick and I have had this conversation that you get the anonymous you tend to get more out of on those, but it's still not always not does everybody respond? No. And can you make them? No. So there there's there's no

114from an administration standpoint, you have no concern about like whether it's burnout, whether it's frustration, whether it's culture, like there there's nothing underlying that's causing people at a at an abnormal rate to want to leave here when they otherwise would really have no reason to leave here. >> We've had this year was we basically 39 positions. Last year was 37. the year before it was in the 20s but that's out of 300 some and and I would and we knew this is something I shared even with the board back then you have we have a very senior staff okay the only the other part of it is too is there was a buyout that was done before I got here so your first three years you're not going to see a lot of people leave

115because if you're going to leave and retire do anything you're going to take the buyout now yeah like any place so they have issues with you know it could I mean, we know we've had some share that on other issues, they didn't get along with either somebody in in their um department, they didn't get along with something in that or they have an opportunity someplace else. There's various reasons for everybody, but we've also had I mean I can share with you it's like a a lot of people are like I you know, we had one it was very glowing. I mean I I don't want to mention anybody by name but he got an administrative position. Phil Latona and I had mentored him from like day one and he's like, "This is a good opportunity.

116I got that." And I'll tell you, he's already left that district and gone to another one in the the five weeks since that happened. We had another one that was like, "No, this is great. I like what's here, but I live closer over there." So, I mean there there's all sorts of reasons and they and they tell us typically if either in their resignation letter or in the exit surveys that we do. >> So, I just want to push back on that a little bit. I went back and pulled up every personel report since January um and kind of going through just taking counts. So, from like you said, I think we had 39 new hires to the ABA. So whether that's teachers, counselors, you know, um, this fall, well, for this school year, I

117should say. And then, so I had asked you, you know, how many new sections like new teaching positions did we need? You said about 10. >> So, you know, that drops us, we had 39 new hires. That drops us down to like, you know, 10 of those are because we're growing, we need more. Drops us down to 29. Um 12 of those would be replacing people that retired um so counting back. Two teachers were non-renewed um last year and you know so obviously got to replace those. Um two people were on like a FMLA leave and then resigned. So they weren't totally with us at the moment but you know they've they've officially resigned. Um, we obviously gave one person a principal job within our district. Um, and we've made some academic coaches, but it's

118still this still leaves us easily with nine people um, nine hires. And what caught me was I saw on Facebook, you know, Romeo being a similar size district, you know, we had to hire 39 new teachers this year. Romeo put a picture up of all their new hire teachers of 13. Now 10 of ours are for new sections because we're growing. So that's great. But so we're left with 29 new hires to Romeo's 13 of a similar size district. And while yes, some people might leave for, you know, personally positive reasons, they could do that at Romeo. And some people are going to job hop for for more pay because we can't bump them on the salary scale as much as we might want to or this or that. But that's happening everywhere to every

119district. So we're all in the same boat. And yet we're we have to hire 29 people and to their 13. So, and and to that point, you know, with the resignations, we had 11 or 12 this summer and seven of them were from one building. And I don't think anybody up here needs me to elaborate even more about my feelings about that. I think it's a problem that needs to be rectified and I've been yelling about it, but here we are. So, I mean, and honestly, I know of more that may come from that same building. So, it it's it's not ending and it's, you know, we're still in the air. We might get some that leave in the next week or so. So, it's like when are we going to do something about that?

120I would like I know a lot of people on the board like we've said things about asking about exit interviews and it's and you're right like we can't force people to do anything and I get it like not everybody is leaving for a a negative reason or that but I also you know most people when they're in the midst of their career aren't going to burn the place down on their way out the door. But I do think it might be interesting for the board, a committee of the board to set up some maybe a survey or something that only comes to the board, you know, like that way I feel like we would get maybe some honest opinions or some honest feedback. And yeah, you you got to take it with a grain of

121salt. Like people believe for all different reasons, you know, some people are going to burn the place down on their way out, but I I think it would just be good feedback for us as a board to hear. Um, so I'd like us to maybe consider coming up with some sort of exit survey and that way to um, you know, whether it's an email you maybe it goes to the president or I I don't know um something that comes directly to us that gives us feedback about the district as a whole as to why people are leaving. You know, I feel like you could say this about any um any career environment, but you know, like even mine in healthcare, it's like everyone says it's a small world. It's a small world in a sense

122in education too. So, so people like you said, people aren't always going to be honest or they're not always willing to say everything they want to say because they need to leave have another job. You know, they don't want things that they said getting out there. But perhaps, you know, my thought is maybe maybe to just elected board members as opposed to those that, you know, run the run the districts and are the ones that they need to hire them, maybe people would be a little bit more honest. Um, so that's something I would like us to consider um setting up from the board's end. Um, you know, I'm open to however the president wants to maybe think about that or if that's if that's the way we go. Um, >> yeah. Can I respond

123to that then? Sure. I >> mean, and again, it's and I understand. I understand. I mean, I've had this conversation with narratives and all that. So, we got down to nine. We know three took administrative positions. >> Really like you to stop using the word narrative when you talk to people, not just myself, but other staff members. It's incredibly demeaning and inappropriate. >> Well, I apologize for that. But by the same token, we're asked to do, you hired me to lead the district and to do all of that. And then one of the things that we talked about when I met with every board member was we're going to do this. We're going to share that. And then now it seems like the board wants to >> It has nothing to do with that. We've

124been telling you, people have been telling you, people tell you when you meet in that exact building and they meet with you and you don't get back with them about things that they talk to you about. They tell you about the toxic environment in a specific building. You've heard it. You've heard it from me. You've heard it from other board members. You just don't want to hear it. >> I disagree. Absolutely. >> Okay. Well, I'm just I'm just putting it out. >> Mr. Ber, I appreciate your input. Could you please let the superintendent finish his response before interjecting? allow him a chance to fully explain the questions, >> right? >> No, because it's it's the same thing with we I mean, you had surveys that came out that were shared directly and they were done

125behind that. And again, those were not we had just as many teachers that came up and said, you know, that was BS. That was um you know, I they also the same thing. the administrators met with the people in their wings and they worked on that and and so there there's a lot of complicated like things that are part of that and when if you look at like even those nine and you had people who left for administrative positions people that we helped mentor for that you had somebody leave for a child care issue who wrote a glowing letter about this was great I really like where you're headed and and things like that as a district >> worked with you in a previous district and had had a poor experience here and in terms

126of her performance. So I mean >> I would be limited in your ability to claim that as a successful ask you please while the superintendent to finish is responsible for an ejecting. I like to hear what he has to say and then you can respond. >> So So again you're down to five or or or six let's say out of 300 some. So that's 2% You still at the end of the day have 29 people who chose to walk away from this district compared to a similar size district that had 13. We all every school district has issues. Every school district has people that leave for good reasons for bad reasons because they do or they don't get along with people. But ours is over double of a similarsized district. I'll just leave the board

127with that. I'd like to uh talk about a couple things too. Um uh Mr. Powers mentioned or and Miss Burkmire both mentioned the exit interview piece of it. Um I think for me, you know, we've talked about the survey piece and I'd like to try and do surveys at the beginning of the school year, the middle of the school year, and the end of the school year. I'd rather try and, you know, figure out if to Mr. P's point if if people are leaving a building or the district I try and I like to try and see that prior to try and save them from leaving the district as well. So and I know that some of the surveys are done by you know different um you know different levels or different you know uh

128the ABA did their surveys but I'd like to survey the entire school district. You know if you if you get paid on a on the payroll of the Anchor Bay school district I want to you know I want to survey them so we can look at the entire data. We can also compare it this year versus last year. And we can also should be able to compare it, you know, um building by building as well. Um you know, I don't think that it would cost a lot of money to to do the survey whether we do it anonymous. To Miss Burke's point, you know, maybe the the results go back to, you know, Mr. Green first and he can uh dive into the data, but you know, I I don't expect it to be long,

129but you know, four or five uh quick bullet points. um you know a lot of businesses nowadays you know they they take a lot of uh surveys you know customer survey uh customer experience surveys um you know uh very seriously and I think that you know to to to try and figure out you know what's what's fixed or I'm sorry what's broken needs to be fixed what's going well I I would like to at least try to you know look into doing some type of survey you know >> yeah and I do not have a problem we do many surveys the there's always this thing and I know this goes back to like predates me on well people don't want to say because it's retaliation I challenge anybody when have I ever or anybody retaliated

130about anything that's been on the survey >> is there something else you want to add Burk Meer >> I have more not on this specific but I have more on the uh personnel report >> okay um so in in your mind Burkmare how do you how do you see this this the survey playing out. You you want it sent it sounds like we have two different kind of opinions now. Mr. Richards kind of said he wants he he prefers something sent out multiple times a year to the staff. Is that something we want to do? And then we want to take a look at surveying uh our exiting employees because I agree um in my world I always do exit interviews with people that are somewhere in my chain. You know if they don't ultimately

131report to me if they do then my boss does them. Um, so I agree with the exit interview strategy. Um, I I'll tell you just maybe 60% of the people will actually participate. Um, however, if you schedule it on their last day of work, um, technically you're still my employee and I do operate in a union environment sometimes. So, it's it's today's your last day. I'm paying you. This is going to be one of your last day tasks is to have a a video chat with me and tell me how things are going in in your world. So, I guess I'm asking both of you guys for a little bit more clarity and do we need to form a separate committee to do this or do you feel like there is somewhere that this can

132be picked up, but I also don't completely support cutting the superintendent out of that conversation. But I understand why you feel like you might get more honest answers if if they weren't going to him. So, maybe this is something for a different agenda item, a different meeting. Um, but you know, I I want to I want to dig through this and figure out if this is the direction we want to go. I don't disagree. I'm I'm big on surveys and again, you know, even if half your employees return them, 60% return them on a regular basis, I'm okay with investing that money into 60%. So, you know, M. Burkmire, how do you want to move forward? How do you guys want to move this forward? Do we do I I don't think we have a

133committee that it really fits into except maybe policy. I mean, like I said, I'm open. It it doesn't I don't have to be on the committee. Um maybe it's better that I'm not, but I um I just would like to see um you know, let's have a Yeah, let's have a committee of just the board members maybe meet um whichever one you see fit or make a new one if you need to and um you know decide you know just a couple maybe a couple questions of most important thing to Dennis's point maybe it's something we ask of people on their last I mean known scheduled day like if someone's resigning or has to come in and turn in keys or something to that extent, but it's something we make a habit of um administering

134um and you know just a couple bulleted pointed items about you know why you left and you know what are your feeling you know was there something that Ankor Bay was lacking that you know led to you wanting to leave or you know was it just timing you know just to kind of get to the root of those things. Um, but you know, a committee could kind of maybe hammer that out a little more specifically. And, uh, >> I think I would honestly support a committee that was formed. I know it'd be kind of unusual, but a bit of a revolving community uh committee that it wasn't the same three board members meeting for every survey that you know the oldest person who's been on or who already has done one or two or whatever

135we come up with as and this probably will be policy right to create a committee but or I can create one. So, but my my point is is that I want everybody to have the opportunity to participate in um you know, in these in these surveys, and it's obviously something, you know, we need to work out um with the superintendent. How do we give that feedback? How do we summarize it? Um, I I probably am not a huge proponent of meeting without our superintendent, but I understand the value that that would bring if people felt like they could be honest with us with and maybe didn't feel like they could be honest with Superintendent Janowski. How does any any other I know we're getting way off of left field here. >> I I appreciate Dennis's

136idea of beginning, middle, end. Um, we talk about the the growth, you know, so we're not is not everything's going to be perfect, but if we can show growth throughout the year and then next year when we have the same metrics to to test it against, I don't think we can look at another district, especially not just one when there are so many here and everybody has different variables, different demographics, things like that. Um, and so I think we need to just look at ourselves and be able to measure against ourselves moving forward and hopefully each survey we are better than we were before. >> And certainly we could do them now that we're on tricasters. We could trimesters we could do one survey per, you know, right at the beginning of the year and

137then at the end of the year and find somewhere in the middle. >> Yeah, same survey though. >> Mr. Venitell, >> uh, just a clarifying question for the superintendent. Um we I think uh Miss Burkar mentioned we hired about 35 new teachers. Um yeah >> versus we lost I believe uh 11. Um if there's a loss of 11 and a new hire of around 35 uh what's the reason for all the new hires? >> No. Well, we had some people um at least kind of walk through it. So some moved to other positions, some retired, some so that's the thing. But like but like the EI position at middle school, that's a new position. So some so there was 10 that were kind of like didn't exist like we had expand five we had to

138we had a kinderg kindergarten section pop. So those kind of come in and then you so then you have the other parts. >> So uh some people left some people moved up or uh ver or horizontal and then new people were hired on as the district kind of expands its facilities. Is that >> Yeah. Yeah. That and then we had one teacher become an alder's principal. Um >> it was Yeah, I can. It was There were 12 retirements that had to be replaced. >> Um like you said, 10 new positions that we just didn't have before. >> Mhm. >> Um two teachers we non-renewed, so obviously have to replace them as well. >> Um two people were on like FMLA leave and then chose not to come back again like when it was done. Um

139one teacher became a principal for us. We had three um teachers that became coaches, instructional coaches. Um and basically the rest would have been, you know, resignations of, you know, just >> people chose to >> Yeah, I think it's it's a valid thing to look into. Um if there is some concern as to why they're dissatisfied with their current position as to why they'd want to move around or move up, um I think that might be worth looking into. But and and just this is just my opinion from from what I'm hearing. Uh a couple retires uh cuz we have an aging uh school uh staff population and a couple lateral shifts and a couple of u people turning over. That doesn't seem that alarming to me. I think that's just kind of what happens

140as the district expands. You need to hire more people. So just that number by itself. Uh, but I think, you know, if if there's something to look into, we should look into it and see if there's a reason why there's so much change. But, uh, I would say, you know, as I said, just that number by itself, the 35 new teachers, that that doesn't seem too alarming to me. I think the circumstances warrant that increase in staff. >> Anybody else? Um, Mr. Janowski, anything you want to add at this point? >> No. No. >> Uh, I think so. My commitment to the board is I think a good starting point for me is to reach out to MASB and find out if these types of surveys are exist in other districts, how they're being administered,

141you know, what type of questions are on them and bring that information back to you guys at the next board meeting. Uh so that is on my uh to-do list. So if there's no other questions, we actually do not have a motion on the table. Um, so I would entertain at this time a motion to approve the personnel report as presented. >> I had further questions on the personnel report, but I can wait for a motion. >> All right. Well, let's uh see if we've got a motion in a second before and then I I'll get back over to you. >> I'll make the motion. >> I'll second it. >> All right. Mr. Vandali, supported by Mr. Powers. Miss Burky. >> And how does how does the personnel report? Like I know some there's EDG

142staff personnel listed on there sometimes like all the new like renewed coaches are listed, you know, with like a new contract and they're listed as EDG staff, >> but obviously we don't always list like every potential sub. >> No. >> You know, on the So, so what what qualifies them like to get on the report or not? Like >> basically if they're in a usually it's if they're in an extended position and um that like coaching so they have a coaching contract so they're in for that. So that's that's kind of where it's at there. It's kind of tied to contract. There are other ancillary positions where it could be like a long-term sub or something like that that wouldn't be on there because it it's not that's just not you know we have long-term

143subs for various reasons and and all that and oftentimes you know those positions come and go kind of as um as needed. So if it's something that's kind of like you know they're coaching like because even that so like all of our coaching positions go on because they do that but then you have internal coaches if they're our staff that aren't edgy staff and if they're not our staff then they go through um edgy staff and so that's that's the difference on those but we put all coaches on there because of that. But otherwise, most of the edgy staff people um they don't have kind of an alignment to something else, then typically we won't put them on there unless they're um because same thing if you have a sub, let's just say you even

144have a teaching position that's a sub that we hire directly because if you are in the pension system, you can't be edgy staff because you're in the pension system and they want to track how much you're being paid by a district. So it it's there's different wrinkles depending on how they're being funded, what their status is and all. So then we hire those people directly. >> So we have I'm I mean we have subs that are on our payroll then. >> Yes. Because if you worked So if we have like a teacher >> because of the retirement, >> they're retired and they come in then they're not edgy staff and it actually saves us a little bit because they're getting the rate. We're not paying the edgy staff like >> how how can they be

145a direct employee of ours and that's okay with uh the retirement system. It's actually you have to do it because the retirement system wants to make sure that they're tracking their thing because >> they're offsetting their retirement. >> Well, it really depends on how much they're making and all that stuff. So, it's a little complicated, but they >> then that but basically they want to make sure especially if they retire and they come back within that first year there there's a $15,000. It's basically the exception the >> the football coach cap is what they put in there. You could retire, come back, okay, >> be a football coach and you can't exceed $15,000. But in order for this the state to track it, we have to pay them directly so that they can make sure

146that they're not over exceeding that $15,000. So they can't go >> right. I know there's a markup on edge. So >> yes, >> Miss Burker, I'm sorry. >> So the reason I'm asking like last in the last like week or two weeks, uh I was contacted. We had two at risk tutors that were let go that were employed through edge of staff, but I they weren't on the list. So that's what but last school year they worked at a building and regularly I mean they came in every day and so I was trying to figure out why they wouldn't be on the list as having been let go and then I was so I guess I'm asking like are we letting at risk tutors go? >> Well they're technically we're not letting them go. edgy

147staff would be the one that let let go depending on >> but >> usually what we try and do like with at risk tutors and so on is we're trying to get people who are certified if if as much as possible. So we typically we might have somebody who's non-certified because we're trying to get people who could openly be teachers especially now we're trying to get people that can be grow your own because if we can bring them in as like we we at one of the elementaryaries we had somebody who came in that way then they can if they can qualify for $10,000 from the state get their certificate then they become our own teacher and we're growing our own. So that is our preference. It's same thing kind of like with the kindergarten

148last year at at we had we might put a temporary sub in there from edgy staff but we're always looking to get certified people if we can. So if we can replace that now depending on the position it also depends on the funding source for that. So if it comes in, if it's at risk money, which we know at risk funding because of Medicaid is going to be cut um already it's going to be cut, then the Medicaid qualifications have kind of changed as well. So we're it if we don't see that that's going to be like we're expecting there's probably at least a 15% cut to our at risk funding. So then especially now we don't have a state budget, we don't have anything. We're just trying to keep everything kind of >> So

149why would we only lose at risk tutors from one building? >> That I don't know. I'd have to look into it >> because my concern is is and I don't know if you're aware of this or not, but um we had two atrisisk tutors from one building um who happened to be two people that attended a board meeting regarding the the principal and some of which spoke um regarding the principal issues we had last spring who were let go like a week a week and a half ago and now they're being replaced by a parah in the building. Um, you know, and and and these are people that have stepped up one, you know, as she spoke at our meeting, she subbed for a classroom for us when we couldn't find subs for that one

150classroom. Um, and they're let go like a week before the school year starting with, you know, now all the jobs are filled. They want to work for us. They want to be in the building. They want to help. We gave them no heads up that we were, you know, that they were potentially going to be let go or that we weren't going to need them. And a week before school starts, they were called and told they no longer have a job. Um, it just really doesn't sit well with me. And so, if we kind of knew like we were going to bring bring somebody else on board that maybe maybe because they're certified and that can make sense, but like that we never gave anybody heads up. like I just I just feel like that's

151rude. Um and and then so you know these are involved parents. They try to ask about you know becoming a sub which as we're talking about filling positions we obviously need stack whatever and they were told by our HR that they won't get to that for a few weeks. Um to me that's unacceptable as well. So, I'm like, what exactly is going on in this situation? I mean, it it really comes off poorly. And maybe it's coincidence, but that the only people that I'm aware of that were let go were two people that sat in this in a board meeting here and spoke up for their school. And now they're being let go. And now they're also kind of being in an untimely time as well where they can't just pick up or try and

152apply for another job. and and then when they're trying to want to sub, they're being told, you know, well, maybe in a few weeks I'm not going to get to that for a while. Like it they just they feel written off. And I just feel like this is a horrible way to display anything, you know, to treat parents, let alone parents that are very involved in our buildings and in our district. So I'm I'm just trying to understand what happened here because I expected to see their names on the edg staff uh report and then I didn't. So I was not understanding why or I'm sorry not on the edge of staff report but on the personal >> Yeah. Yeah. Personal >> I'm trying to understand why like doesn't I I don't know. >> No

153I I can tell you we as for communication that they are not our employees it's edgy staff. So then the only ones that we actually recommend are the coaches for that. And then if it's subbing, we hold subbing meetings. You have to wait until there's a like a sub meeting unless you're in there as a sub as is. We actually host those here and we try and do those on a regular basis in order to get more people into the subpool. Is it our first priority when we're trying to staff with building? No, it it's not in the you know in the first few weeks. It and I don't know. It could have been if parapros moving there. could have been there was a paraposition and so how that bumps out and then based on

154our staffing it could have been based off of if they're at risk and it's >> it's a par sub >> okay >> that they were trying to be but um >> no I mean we always have pair of subs that they can do it and I mean I I mean I would have to check with Laura but we've I don't think we've ever turned anybody away for that so >> but with with uh edgy staff we're able to um uh part ways with someone if we wanted to, right? We could >> technically they are not our employee. We do not >> I understand that piece, but we could say, you know, uh >> we don't need the job, >> right? Right. Mr. Green isn't really working out in this environment. Can you send me, you

155know, Mr. Powers? And and >> so what what generally hap let's just talk about staffing in general. I mean, teaching staff is is different than you have your support staff and ancillary staff. But what happens is as everything kind of comes into like focus based off of sections and things like that then typically you have like let's take busing for example they will have a bid meeting for their positions and then that who gets what position. Every every one of our sports staffs kind of has that as it goes through and it kind of shakes out. um depending on what we have and and again this goes back to what what do we anticipate where are we at on on the different positions what do what do we need how are we kind of handling

156that um you know some buildings are title one they're getting title funding so based off of the title funding they will have more staff or something like that and then that all filters down and generally then we recommend to people like hey put in the sub if you have enough credit hours that you can do that or can be a pair of sub if that's needed or sack if you want sack. I mean all of that. So and and it really depends on their background and things like that. >> Districts absolutely can talk to edge of staff and say I don't want this person back in my district. >> Yeah. If you if you could look into this because it is kind of concerning to me too to Mr. Burke's point, you know, we did

157have um you know um you know staff come here and talk about the the building, the issues at the building and and I'm hoping that it's not some type of retaliation. um that went on, but if you could just maybe put something together. >> Yeah, and I can tell you absolutely not. There was nothing that >> Yeah, I would agree, Mr. Richard. So, whatever uh digging in you could do, superintendent, would be great. >> Share that information back out to the board. Any other comments, questions, or concerns concerning the personnel report? I believe we actually have our new Lighthouse Elementary principal somewhere out there. >> Yes, >> I Yeah, we do have a motion on the floor. >> H I guess I'll have to introduce you. Whether or not we approve you, we'll know. Yes.

158>> Whether you're the new principal. So, >> and he is not edgy staff. >> He is not ed staff. Is he a Spartan? >> All right. No, he's he's a tire. He's a tire. >> Career dissipation light. >> Uh, all right. So, we have a motion on the floor. If I have no more comments, questions, or concerns, um, could you please call the role on the personnel report and then I will introduce hopefully our new line. Sorry. >> Motion was Mr. Vanelli, correct? >> Yes, that's correct. >> Okay. Mr. Vanatilli, >> yes. >> Mr. Powers, >> yes. >> Mr. Sunonnyburgger, >> yes. >> Miss Burkemeer, >> yes. >> Mr. Richards, is a yes. Miss Knox, >> yes. and Mr. Green. >> Yes. Okay. So, we do have our new lighthouse principal, oddly enough, in the

159in the audience, and we just approved to hire him. Um, actually, I'm going to call you out and have you step up to the podium, introduce yourself to the board, um, and tell us a little bit about yourself. Uh, welcome aboard. >> I am a graduate of Bay, so I'm not smart. a little bit of central Michigan in there and um but I have been of Bay um I've been a principal this is going on year eight um I jumped at the chance to be able to come back to district um it has a high set of standards um I know the community I'm part of the community with was even more excited my kids are in the district so I was excited to be able to get back to be able to get So

160many times as an educator, you work in districts than where your family's at and things. So, it's really cool to be part of, you know, that so I appreciate that very much. Um, we had our first day today. It was amazing be able to see the staff, the kids. The building looks beautiful. Um, you know, I I think I did a pretty good job with this missile today. Um, but, uh, we had a couple things to work out, but it was it was amazing to see the They're all excited to be back. They're ready to start the school year. And they they love their teachers. So, and they like me a little. >> So, I'll I'll call your attention out of the back of your building. If you outlook past the bus garage, you might

161be able to see Mr. Titi back there directing traffic each morning. Our middle school north principal. So, he does a good job at that. So, if you're ever struggling with traffic flow and keeping things moving, he's sometimes in yellow if it's raining. I've seen him in a Santa suit. Um, so >> very good. Welcome aboard. >> Sounds like Mr. T has some competition during >> It does. It does. >> Thank you. Good to meet you. Okay, so we're going to move on, I believe, to new business. >> Yes. You're like pointing like you're >> Oh, no. >> My keyboard died, so I have to scroll. >> I see. All right. Right. The first item up number one is our elementary and secondary handbooks. Uh the elementary and secondary handbooks have been updated to reflect the

162district cell phone policy and the transition to trimesters. In secondary grade waiting has also been revised. Final exams will no longer carry separate weight outside of the trimester grade. Instead, all assessments will be included in the trimester grade as determined by the teacher. uh outdated language was removed to align with current procedures. At the middle school level, it is now specified that bus suspensions count towards demerits for reward trips. At South, the penalty for south for major infractions has increased from four demerits to six. So, the recommended action is that the board of education approve the changes to the elementary uh and secondary handbooks for the 2025 2026 school year. I would entertain a motion to that effect. >> I will make the motion. >> I will second. >> Motion by Miss Knox, supported by

163Mr. Vendatelli. Comments, questions, or concerns? >> Um, I have a couple things to ask or point out. one um I think there's a few more like I don't want to say grammatical but wording errors where I caught quarters instead of trimesters. So you probably want to look through that again. Um but particularly I had a question like I know the code of conduct had been updated in a while um until now. So, um, for example, um, I think it was on the code of conduct number 15 talked about like electronic communication devices and laser pointers. Um, and this says like the high school they should use good judgment in hallways, passing time, cafeteria. I'm sorry, it's not working. Um I may be miss I may be confusing code of conduct with the high school handbook.

164So um but anyway it says how they should use good judgment using these devices during hallways passing time cafeteria which kind of implies that they can use them which goes against our away for the day policy. So probably just need to look at that um and either kind of cross some of those items out because we're not using them already in the cafeteria and items. So it kind of just makes a discrepancy. >> Um >> and then >> if I can just quickly >> that yeah the the the whole thing with electronic communication we're like okay now we're going one to one though devices that they can have. So that's why we're like, well, we have it explicit for like cell phones and things like that, but there's and who knows I mean what else

165could possibly come up that would So that's why we kind of that that was that thought process there. >> Yeah. Um and then in the code of conduct, it I know we had some discussions when the policy committee met before like when it refers to the inschool suspension. Was that ever is that set up and firmed up like who's how that's going to >> Yeah. So, we have locations. We have people to to kind of have that. Um, and I think North is the only one that I don't know if they're totally set yet because they're still trying to get everything in place with the the realignment and all that. Um, but it's it's in there for right now. We were only going to do it for the the cell phones to kind of do

166that and then it's explicit in there with that and then we'd expand it. >> So who's going to be running that? >> So we have depending on the building it's um so I think at South that he's going to have one of his it's like either the RSC or um you know restorative person. And then at the high school, we were trying to have um once we kind of see that we because we have a slew of now we added hall monitors and so maybe have them staff that and maybe do it on a rotational basis depending on kind of the how the demand kind of works for that like how many students do we have under that. >> It's a good term. to demand >> and then um on the code of conduct like

167on the eligibility you know for like the afterchool activities um so I think it was in there you know for athletics eligibility is that the athletic director who's monitoring that like that they're maintaining eligibility >> yeah that they go through they do the weekly but we're also coaches we want coaches to do that as well because they're the first contact and you know and then otherwise it's done um really whoever is sponsoring the event with the kid. We we have a system to kind of track that behind and provide that to them. Um you can set up groups in P school and so on. It'll track some of that, but then ultimately it's yeah, it's either the AD or depending on the event, whoever's running it. So >> So they're a club sponsor because I

168mean the eligibility applies to like really doing anything >> outside of class, right? Like so club participation and >> is that right now? That's how I interpret. Yeah, it's been if they have an event of some sort. The only one is if they get a grade for it. So like band concerts part of their grades. They do not. That that's the exception. >> But if they're doing something like a trip or something like that, then they're subject to it. Just the club meetings because we want them like even I'll tell you like athletics, it's like some coaches set up, hey, this is a study table. I'm going to keep you on there. So you're still going to meet, you're still going, you can still practice. It's just the actual competition. It's just the actual if

169they're doing something like hey if there's a cedar point trip that would would go towards it if you know let's say JRTC I mean they have their own system of sorts but this kind of is is kind of built on that as well. Um, >> so it sounds like for the eligibility, whether it's athletics or just a school event, it's up to that sponsor, like that staff member, sponsor or coach to make sure that that stu the student >> we keep a master eligibility list, but then and then they're also known then it it'll also be kind of >> baked into their um interim because it'll say, "Hey, if you if you're below this GPA, if you're below this citizenship and all that stuff then you are basically ineligible or you need to go on

170a plan then it's up to the kid to develop the plan that list goes to will go to each room I mean they've they've done this in kind of to some extent getting prepared for this because it's been two years so >> okay um and then my other question for oh in the high school handbook um under citizenship. Um, this is maybe grasping at straws a little bit, but I kind of found it kind of silly that on our citizenship, um, under to get an outstanding or satisfactory citizenship, the there was the term and like attitude is always positive. And I just felt like I mean, what person honestly ever does is is positive 100% of the time? that it just seems kind of like a silly thing to have. I would personally like to

171just maybe any honestly anything about the attitude. There's something about attitude always positive, sometimes negative or you know and depending on which rating you get. I'd like to see that almost strike out because you can have good citizenship and still be crabby. I mean, frankly, I mean, it just it just sounds silly to me to say you always have to be positive or you're going to get an N in citizenship. I mean, everyone has a bad day. Like, and and we're trying, you know, we're giving it just comes across very silly to me. Um and and then my last piece is just that um and kind of going through the other handbooks. Um it seems like we have in the code of conduct like you know we have our bullying policy for example laid out

172and it's pretty you know it's it's goes through legal and everything else but then when you get into like the high school handbook or the north or the south handbook they kind of like go into their own definitions and I feel like it just opens a gray area of just you know like in if anything if they're going to reiterate it it should probably just be copy pasted. what our actual policy is instead of giving their own definitions of different forms and things like that. I just that's just a nitpicky thing of mine, but I I just feel like it's opening up like a a problem. Um, so if or just leave it out because in my opinion, the the handbooks and the code of conduct basically go together. So let the let it be

173said here and then things that are more specific just to your building maybe how you deal with those issues can be put in your own handbook for each principal but um it's just that's just my personal opinion. >> Are you comfortable with approving the handbooks as they sit or do we want to try to put some >> Well, I think >> some modifications in there. >> Yeah. Yeah. Yeah. Well, yeah. >> Because if we don't we don't have them, right? >> Yeah. Mars full day. Yes. >> So, can >> we approve them with if everyone agrees, but can we approve them with those recommendations to change? >> Yeah. >> Sure. Then they'd have to come back in front of us next meeting for a quick approval, right? >> Yeah. >> That way you can read

174you can read the language that it's been changed to and say, "I'm good with this or I'm not good with this." >> Yeah. >> Especially with policy, you guys can all meet before that >> um and review those. So, uh you're welcome. Uh but I think that'd be a great idea. But I don't I think we want to approve what we've got so we can move forward. But I think we should have policy get together and make sure that you guys are good. The one question I do have is um when I was looking at the cell phone policy, uh it doesn't appear at any point aside from out of school suspension that a parent actually has to be involved and come and pick up their kid's cell phone once it's taken from them. No,

175that was I don't know a whole another conversation not to have the >> All right. So is the policy committing that uh in agreement that we move forward as as they sit? >> That's what you guys do. That's what you the discussion you guys had. >> It's it's fairly in line with what what we wanted done and it's it's you know kind of like don't let uh perfect be the enemy of good type of a thing or maybe I reversed that. But um yeah, I mean it's obviously it's something that we we know that we're probably not going to nail it the first time around. We assess it. We keep monitoring how things are going. We get feedback from the buildings and we modify it as needed. But as a as a launching point, I

176think policy is generally comfortable with the way it's written. >> Okay. Okay. >> Uh, one quick question. I want to follow up to Miss Burke Meyer's questions. Um, with the access for the coaching staff and and other clubs and things like that, if you're not a um, uh, an employee or teacher, you know, we have access, you know, to that. And I know we do, you said we do provide it, but are we able to tell if like the usage percentage on that if if you know the coach, you know, reviews the grades or that we provide them or >> No, not I mean basically you have talked to the coach. Yeah. >> Yeah. All right. Thank you. >> Anybody else? All right. Uh hearing none. I believe we have a motion on the floor.

177>> We do. >> Would you call the role, sir? >> Sure. >> Uh Miss Max. Yes, >> Mr. Venitelli. >> Yes, >> Mr. Sunonnyberger. >> Yes, >> Mr. Powers. >> Yes, >> Miss Burkemeer. >> Yes, >> Mr. Richards is a yes. Mr. Green, >> no. >> All right, moving on to uh item number two, MASB delegate assembly. The MSA MASB 2025 delegate assembly will begin Thursday, October 23rd at 7 p.m. the Grand Travers Resort and Spa uh up near Traverse City. Delegates uh selected by boards of education across the state of Michigan will decide MASB's position on a wide variety of issues affecting education. All delegates and alter alternates must be school board members. Only delegates and alternates named by your board may offer motions and vote on issues. So the board needs to nominate

178uh a delegate and an alternate. So at this time I would entertain uh a motion to nominate a delegate and an alternate >> and if I may just to jump in like really quick and that's if somebody would like to attend. We have they're going to nobody cuz I know Sher sent this out but they basically told us tomorrow morning they're going to delete our block of rooms that we have because nobody's registered. So if you we have to either decide if people are going tonight or they're not. >> Yeah. >> Are we required to send somebody like is somebody >> required but it certainly doesn't look good if we don't send a delegate. Um, and I I could tell you from attending a couple of these uh meetings, they're uh I think they go

179and help me out here, Phil. I think they actually start on Wednesday, don't they? >> Yes, it's Wednesday through Sunday. >> And uh there's a lot of good sessions and a lot of good information up there. >> Um >> generally Wednesday, Thursday night are like those CBA courses from the MASB, >> not so and then it's like >> courses start Thursday. >> Yeah. And then even Friday mostly I think. >> Yeah, typically Wednesday is a legal update and that courses start on Thursday and then yeah run >> Sunday are sessions. >> I think Wednesday is just listed as >> but just kind offormational sessions. >> Yes, they're inter usually done by like noon or two or something like that. They try to get out of there a little bit earlier. And and the thing is

180if you decide to go I think Patrick you found this one year and somebody who decided to be the delegate didn't go and then they would they will not let somebody else in if they're not on this like resolution. >> Well even even if you're actually two minutes late >> yes they don't. So >> it's like Fort Knox. They wouldn't let me in two minutes late. >> Yeah. >> You had to be here at the start time. Sir, you're not welcome. So >> I feel like it was before that. Good. Um, >> I'm not passing up a free breakfast, but I don't know if I'm delegate material. >> When is our uh board meeting in October? >> We we always schedule around this. I think it's earlier. I don't remember off the top of my

181head. Should be >> 22nd. >> We do meeting the day. >> Actually, it might be the 22nd. >> 22nd. So, okay. >> If >> All right. So, uh, we do have, um, need to get a motion with Do I have anybody interested in going? Let's start. I'd like to make a motion to appoint Mr. Sunonnyburgger as our delegate. >> All right. I think that'd be a great experience for you on the board if you're comfortable with that. >> Do you accept that? >> Do I have to? >> No, you absolutely don't. You absolutely don't. >> There's no pressure. >> They do pay for you. >> Yeah. The expenses are are included. Mileage um meals are included as part of it. >> Uh the hotel is obviously taken care of uh as well. And there are

182probably 250 exhibitors. >> Um, everything from transportation to food to, you know, consulting services. So, >> well, like I said, I'm going, but dele being a delegate is so I can tell you that being a delegate isn't um, >> you got this >> isn't that big of a deal. >> You'll listen to typically about an hour of MASB talking about their positions on some different things. You make a a vote. Um, you're not presenting. You know that. Thank you. If I can do it. >> Yes. >> Uh, I'm confident that you could do it. So, >> but I'd hate to disappoint Mr. Richards with my delegation. >> I got confidence in you. >> Okay. >> All right. So, there's a motion uh for Mr. Sunnyburgger. It sounds like he's willing to accept. Uh, do I

183have a second for that nomination? >> I'll second. >> All right. Still back to you, sir. One one last opportunity. Oh, how about an alternate? We need an alternate. Let's make it all part of the same motion. So, um, who's going to be the alternate? >> I will recommend Mr. Green as an alternate. >> I will take the, uh, alternate slot as I am very likely to be up there anyway. Okay. So, uh, the motion is for Mr. Sunnyburgger to be your approved delegate and Mr. Green to be your approved alternate. Any comments, questions, or concerns? We don't have to room together, do we? >> No. I mean, Lisa, >> you don't understand how far down this filter list I'm going right now. >> Yeah. >> And just not saying anything is probably going to

184be my best option. >> Well, um, actually, so >> that would be a strong likelihood if we don't know for sure by 9:00 a.m. tomorrow when they cancel the room. So, there you go. Oh boy. Um, okay. With that, I think we've got a motion of support. Any comments, questions, or concerns? Uh, hearing none. All those in favor signify by saying I. >> I. >> All those opposed. Congratulations. You said you did say no, didn't you? Well, the motion still carries, sir. There you go. >> The motion still carries. And I'm not sharing a bed, even if it's a king-size bed. >> Maybe with me. We can ride together. Um, all right. Geez. Let's move on to item three, armed security recommendation. The district performed an RFP for armed security services. The district received 13

185biders. Based on review of the bids, it is the recommendation of administration that the board accept the bid from Foris Group. Hortis group was not the low bidder but was the clear best choice for the district based on experience. Quality of guard provided and knowledge of the district and its procedures and protocols. Uh included in your board packet is a copy of the contract with the foris group and administration is asking the board to approve foris group contract tonight. So with that said um I will entertain a motion to approve the fordis group contract as presented. >> I will make that motion. I'll second >> motion by Miss Knox, supported by Mr. Powers. Let's have some discussion. >> If we do not approve this uh motion, uh how long do we have to find a

186different agreement? Ba >> basically September 1st is we have to have something new. >> I think the agreement start date is August 27th. >> Yeah, >> August 27th. >> That would be the day. >> That would be Yeah, we're >> Yeah, I just I think going forward, I would really like to see these motions come before us when we have time to make changes if we need to. So, I feel like now we're kind of up against the gun. Um, I read through the contract, there's one term uh that I really I strongly disagree with and I'm uncomfortable voting yes because it's in there and I'll read it for you right now. Um, says specifically, should Ankor Bay School District become dissatisfied with an officer assigned, Anchor Bay School District may request that the group

187reassign group being forest group. Uh, the the terms are defined up on the top of the contract. uh that the group may uh that the group assign a different officer. Uh Ankerbay School District acknowledges however uh that Fortis group is the ultimate decision maker in matters pertaining to the assignment of its employees. So obviously I disagree with that because if we have someone who's you know we don't want them there we have we should have the ultimate say as to whether or not we allow this person in our ability to do the functions we're hiring them for. And I know ultimately we could just cancel the contract and there's terms and conditions in there for that, but that adds another layer of complexity and uh I guess apprehension and wanting to correct any sort of

188behavior. I want our principles, our staff, whoever is controlled these guards to be able to say, "Hey, you showed up with I'm just using example, not saying they've done the absolutely if they show up with political paraphernalia on them and they want to press express their political opinions to staff and students." Like obviously we're an a-olitical institution. We're here for the best of the kids. If someone's doing that, doesn't mean that they're a bad guard. It just means that we don't want them in our building and we should be able to say immediately switch that person out or make them change their behavior. And so with that, I just I want to know if there's a way that we can potentially change that term specifically to say that we get the ultimate say. Um, but

189I'm curious to hear your thoughts. I believe that language is also in the previous one and it's basically what that language is hoping to accomplish is we do and they've been very good if we have somebody and we're like hey for whatever reason it's if you have what they it's kind of protection for their employees to a certain extent if if we wanted to hey tomorrow we want somebody new in this position they're like wait a second let's we typically the way that it's operated is let we need to find another location for this person we're fine we'll put them to another site or another district or something like that. Just the time period that that so that's that's what that kind of is in there for because it it's the same thing like discussions

190that we've had as we've negotiated all this was um you know we've been using them we use them for like extracurricular activities and things like that and so we we try and can we give them enough notice ahead of time and who's going to do it based off of that. So, I mean, we've been very good in being able to work through it, but that was kind of why that language is in there and that's kind of how it's operated. But, yeah, I I understand that and we can I mean, if that's the amendment and we want to kind of like work on that, we can rephrase it. So, if we don't want them in the district, then and and I know Todd and Amanda can kind of chime in on this as well, just

191because they were kind of hands-on on this in order to allow that to happen. So yeah, we can have and and it's never been an issue if we don't want somebody they take them out. It's just how quickly if you want to move somebody from a different site and all that because those people want stability as well. >> Yeah. No, I I I understand. I I don't believe that we've had any issue with Foris Group. Yeah. >> Um and I I can acknowledge that, you know, things have been going fine right now, but this is obviously a concern if that absolutely >> they're reasonable now. What if a year from now they decide to become unreasonable? And if that's a time thing, maybe we can add a stipulation like they have, you know, 7 days

192to find somebody else or whatever that might be. But ultimately, we should be able to uh pick and choose. I'll let I think you said Mr. Wrathbun and Miss Dape wanted to add some comments. Yep. >> Yes. I I would just like to add that I I do have a great working relationship with the leadership of Foris. Um there has been occurrences over the last couple years where that was the case. um if something wasn't working out, they really leaned on school leadership to make some of those calls and it there was no problem with it. >> How many Mr. Pap how many, if you can specifically recall, how many times have we asked Orice to remove a guard? >> Um probably twice now. >> Twice in the We three-year deal is our last deal,

193too, right? Okay. >> Yes. And I I'll stay infected three times now. >> Okay. >> How long has it taken to replace somebody? >> 24 hours. >> Okay. >> I do have a couple quick questions. Um you know, just first and foremost, you know, I I strongly support having armed guards, you know, on the Anchor Bay property. Um but at the same token um when I look at some of the general comments about the other biders you know um you know a lot of the uh other businesses didn't have the experience and things like that. If we looked at that you know three years ago with Foris Group I think maybe Fordis group was in one school district you know so there's a lot of reasons here that why we disqualified some of the biders

194that we wouldn't necessarily qualified for Group for you know three years ago either. So, if these are the type of qualifiers and I know, you know, um I know that it's hard for some of these companies to hire 14 resources. Is that we're having 14? Correct. So, for having 14 resources, um that's our expectations. To me, we should be sending these bids out a year prior to the expiration of that contract >> cuz I feel like, you know, I have my back up against all right now because um you know, Borders Group is the second highest bidder. you know, we have eight or nine other companies that bid on it and a lot of it is due to the fact that, you know, they're not able to, you know, um, employ those 14 people. One

195of my other concerns is when I look at the total revenue per year, you know, we just signed up Chesterfield with an SRO, we signed up New Bal SRO for basically the same amount of money. So, you know, if if this is the direction we're going in and this is the high dollars that we're going to spend, to me, I'd rather look into hiring and and get getting more SRO's um, you know, instead of having the Florida group. just my, you know, my opinion, you know, we're pretty much close to the equal dollars. Um, you're >> I would disagree with you. I thought about 85 grand with new Baltimore and Chesterfield. >> Uh, both are over $100,000 a year, >> I would say. So, we're paying. >> We're paying about half that for a guard.

196>> Half that. 14. We're paying 1 million. What was it about 80 80,000 tennis? >> Yeah. Yeah. Sold both. >> I didn't calculate it out because I'm tired and crabby. >> All right. >> And I'm not having a What's the smiley day? What's What was the term you removed? >> You had an outstanding citizenship. >> I'm not any citizenship fit today. >> Should have attended. Um Oh, you were there actually. Smiles. That was Mr. Tilman. >> Whatever it turns out to be. I I can assure you we're paying more for >> sure. But to me, 10 of 10, you know, if we're paying, you know, 10 or $15,000 less per year, you know, times the 14, I think I'd rather have an SRO and pay the additional, you know, but >> Yeah. And and I

197would also just say back to you, you know, I don't know if we would be able to get 14. >> No, I I right I right I totally understand there's a shortage, but I I'd rather have 10 SRO's than 10, you know. You know, >> I understand your sentiment. >> Oh, and I'll tell you this contract does not preclude that because there is a thing on there that it's staff. We don't have to have 14. You can scale that back. >> Yeah. I just feel like, you know, you know, I won't be on the board in three more years, but um you know, when they come back for another renewal or something like that, Patrick may be here, but um you know, I just feel like we'll be up against, you know, you know, we'll

198be in a tough situation. You know, it it bothers me that we're going, you know, to the second highest bidder. At the same token, you know, I understand I I do receive a lot of positive feedback about the Foris group. I strongly do support, you know, armed guards, but at the same token, you know, um, you know, I I just feel like they can, you know, literally come back, you know, in three years and double their price and, you know, we're kind of, you know, spending more money for us. So, that's just, you know, my opinion. >> So, you're feeling like you want to make it clear you want to start this process >> sooner in the renewal, >> correct? if if we're you know if we're doing these bids and you know instead of

199giving them a week or month I think the bids you know ended a month ago or whatever it was you know but to me a lot of the concerns was you know they don't they're not going to be able to hire 14 people you know at the same token you know even if we're able to you know keep 70% of the existing you know guards you know obviously they want to keep some some existing but you know to me if that's the if that's a lot of the our our concerns as we're looking at the bids and to me you we should be get you know whether it's six months or a year out you know give them that that time to build up and and things like that. >> I totally agree and and

200the next go around we will yeah take advantage of of the time that we have with this contract to make sure that we go out with adequate bidding time. Um, you know, honestly, when we were working on this contract with Foris, we received information about the um increase in price, you know, towards the end of the year, we brought it to the finance committee, as you'll remember, Dennis, and uh it was a recommendation of finance committee that we put it out to bid. Um, I will tell you that the numbers that they board gave us before we went out to bid are the exact same numbers they gave us for the bid. um which was reassuring to me in that um I felt like they were representing themselves honestly before we went out to bid

201and saying this is the best price that we can do because that's what they came back with in their bid, not changing the pricing at all. Um and and just, you know, the relationship that we do have with Fortis. It was it was nice to have that kind of reaffirmed um that they weren't trying to take advantage of us, that they were truly giving us their best pricing that they could. But I agree with you. We will we will always try and go out and and that's part of the reason we went out, you know, after meeting with the finance committee is because we want to be good stewards of the taxpayer dollars and we felt like this was important for us to go out and make sure that we were um kind of kicking

202the bushes and making sure that we were getting the best pricing we could. Yeah. And there was kind of two two pieces to it. First of all, it was staffing for sure. That was you identified Dennis as exactly part of the reason but also you know it was really the quality of the guard. Could they could they assure us that we would have uh you know um a retired law enforcement officer or someone equivalent of that um that's staffing and we just feel that that is ultra important. we've seen in other districts where, you know, a guard forgets his holster uh in the bathroom and uh walks out and leaves that uh would never want anything like that to happen here. We have a good track record with Foris. Nothing like that has ever happened

203here. Um and Dennis said it and it's it's exactly right that the overwhelming feedback for Foris Group has been tremendous for us here at Ankor Bay. And if I could just add also is um coming into this district uh going into gosh two years ago now um that was one of my main goals is just have a really well-rounded um security team districtwide integrating them having them building those positive relationships with the students and the families and staff. And we've come a long way. Uh everybody uh they're set in their buildings. I get feedback from principles and staff and students and families on a daily basis. Um there was just even recent comment from a principal saying that their particular guard they don't even have to ask them to do something. They could just give

204them a look and there's already that um reputation and um just relying on each other and trusting each other. Um so really well supported within the community and then also not to mention um back when Fortis came into the district I was still with the police department and I and I can say that it was at first I was thinking well who are these civilian people coming in town into our buildings. there was um definitely we had to get buy in from local law enforcement because there was that same mentality. So there has been multiple conversations at conference tables um just talking about rescue task force and um over the years for has built that trust within local law enforcement. Um, Fortis attends uh state level and even school um conferences that I've gone to.

205They have the reputation not just locally, but they're in I believe 14 or 15 different uh school districts across the state. So, they're doing pretty well for themselves. So, just thinking about starting all over the PL or starting all over. Um, it was really I was thinking that it would be moving backwards for the district, but yes, absolutely. Going into the last year of the the contract um definitely would start this process a lot earlier than we did. >> Board members, anything else? Um, and just of of the 12 bids, I just wanted to point out that only one of them um under the comments that we have, only one of them, the only comment was they didn't have 14 ready to go. The rest of them had additional comments, um, like no experience in

206educational setting, no guarantee of of, you know, former law enforcement and military. So, there were there were layers of why the other ones weren't picked as well. And it was only in one case that that is the only time that they said they can't uh have 14 readily available. >> And then also looking into their firearms training standards. Um we wanted it to be more than just a basic level of being able to point and shoot. So, we were uh my new uh security supervisor and I, we really read through all of these proposals um specifically at that firearms portion of it. Um looking through the trainings, making sure that they are going above and beyond the training standards. Um and Foris definitely checked the box on that part. Um year one, actually month one

207when I came into the district, Foris invited me out to their training facility. um that they had me train with them. They still invite me to come out and train with them. The training that they conduct for their school safety officers. Um some of the training it was well beyond what any training that I have ever been through. I've gone through a lot of training in my law enforcement career and just the the top top-notch highlevel um experience that they're bringing in to conduct these trainings. I I don't know if we could find it anywhere else. >> Miss Knox, I'm sorry. I I thought I saw four that were not ready available. Bidder number one, bidder number six, bidder number 11, and bidder number 12. >> Yeah, but my point was that number one also

208says has no proven experience in educational settings. So, there was an additional reason and only one had just >> the uh staffing issue. >> Okay. Thank you. I think the other piece that I saw in here was actually uh both you and your assistant whom we're about to approve for carrying a firearm on campus. Actually, you're going through their qualification process, aren't you? Is that part of this contract? Did I see that in here? >> They >> Yeah, that's a value ad that they allow us to attend their training. >> So, that saves us from paying a local department, possibly paying for range time. There's some other expenses that go with that that they have um a range master that can certify you and your new assistant um annually so that we don't have an

209issue liability wise and >> that's correct >> field pistol licensewise and all that other fun stuff. So >> that's correct. >> Okay, any other questions? >> Just real quick, I you know I'm personally glad that we were able to work this out with Foris. think they've been a great partner uh throughout, you know, our the the start of our time with them. I if you remember back earlier in the summer when you guys in finance made the decision to send this out for bid because of what looked like some eyepopping costs, that information clearly, you know, leaked out wasn't from us. Yeah, we we'll leave that one alone. But there was some pretty irresponsible social media post out there about how we were, you know, we were kicking Fortus to the curb because we quote

210didn't want to pay them. One good thing that came out of that for me was I I had probably half a dozen uh either teachers or office staff members from different buildings reach out and say, "Please tell me this isn't true. We love our forest guards. They're completely integrated into our building as as members of our team. They're not just armed guards. They build relationships with our staff, with our students, and and for me, I I understand cost is important, and I get it that they're they're the second most expensive out of 13. But, you know, when it comes to to armed guards in our schools and and school safety in general, you know, for me, right fit is is more important than cost. So, look, are we going to double the contract every three

211years? Obviously, not at some point. you know, cost does does become a factor, but I to me I'm more about the right fit and and I'm I'm very happy we worked this out with Foris. I do have one just quick contract question, Todd. It it said in there um I believe it could be extended for one to two years at the end. Does that have to be a mutually agreed upon extension or do we have like the right to just automatically trigger an extension? >> It would have to be mutually agreeable. >> Okay. All right. That's good. I'm good. >> Yeah. Yeah. So, it could potentially turn into a four or a five-year contract that the pleasure of the board and obviously with the leadership of Foris. So, and I'm sure that would come with

212an increase. But, um, of course, any other comments or questions. All right. Hearing none, since it is a uh 3.4 million purchase, we'll do a roll call vote. Good. I'm good. Are you good? I'm good. Okay. >> Miss Knox? >> Yes. >> Mr. Powers? >> Yes. >> Mr. Sunonnyburgger? >> Yes. >> Miss Burkemeer? >> Yes. >> Mr. Venitilli? >> Yes. >> Uh Richards is a yes. Mr. Green, >> abstain. >> All right, moving on to item number four. Uh this is a discussion about our safety supervisor as I referenced uh just a second ago. Dan Chennowith as our new sec supervisor of security has worked with the state to secure his license to carry his firearm with his new role. The state uh recommends an action of the board to approve him to carry a

213firearm as a school employee as does I believe our handbook um requires that we authorize. though. Uh, the recommended action is that the board of education approve district supervisor of security Jan Dan Chennowith to carry a firearm in his official capacity as a district employee. I would entertain a motion to that effect. So moved. >> Motion by Mr. Power, supported by Miss Knox. Comments, questions, or concerns? This is a similar motion to the one that we made uh two years ago uh when we hired Mr. Pape. Um because again the board policy um does not allow firearms to be carried uh by employees. >> Yeah, I I met Dan at opening day. >> Yeah, >> thank you very much for the introduction. Um looking forward to seeing uh what he does with the school district.

214So I think it's a great add-on. >> Yeah, he's coming to us. Um actually why don't you tell us a little bit about Dan? I don't see him here. So uh kind of give us his resume and elevator speech. >> Yes, absolutely. He would have been here. He would have loved to be here. He had a family commitment. So, he wasn't able to. So, I'm I'm sure he's watching out there or will be watching. Um, so he's coming to the district. We did interview uh several candidates. Um, he came in, had no idea who he was. He was uh we knew several of the candidates that we did interview. Um, I can say at the end of the interview process, everybody in the room was hands down, yes, absolutely. It was a no-brainer. But um

215he was in the uh United States Air Force um from 2008 to 2014. Um he served many deployments uh many key assignments. He was armed security for a Jewish private school. He served as executive protection um for celebrities. but most notably um from 2019 uh until this past summer he was a school safety director for Aenddale School District. Um so a lot of the projects that we are currently doing and a lot of the things that um as a school safety department is doing right now, he's already been there, done that. um the the training and experience that he is bringing to us uh with the behavioral threat assessments, active shooter response, he is a trainer for uh CPI. Um the list the list goes on and on. Uh the firearms training uh for him

216and it itself um is quite significant. Um he has also been uh for the CPL he's a CPL instructor as well. um just when we brought him to the district, uh it it really was a no-brainer. He's been here in the district since July. Um has been a huge asset. Just another person that I can talk school safety language to and he gets it. Um but otherwise, yeah, Dan, we are currently housed out of McDonald, but we are in the process of moving over to the high school as a unit, the two of us. um just because those are bigger kids, more kids that we feel like our presence in that building could be probably um be more beneficial. >> Did he happen to make it to any of the um uh MSPs classes like

217you've attended? Did he have to make any of those? >> Yes, he has attended the same trainings I have. We just didn't know we were in the same room together. >> Great. >> Yeah. Any more questions, comments, concern? >> He said he's been with us since July. Was he part of Foris Group? >> No. >> Okay. What was his role? >> He was a school safety director for Aendale School District. >> You said he's been with uh the district since July. Our district. >> Our district, I'm sorry. Yeah. >> Yeah. >> We hired him as of July 1st. >> Y >> Okay. >> This piece is just the approval to carry a firearm. I >> understand. Okay. Yeah, that makes sense. >> So, I do have he does have a valid CPL. Um it is

218through 2030. >> Is it unrestricted? >> No. >> Okay. >> Anybody else? All right. Uh hearing uh no more questions or comments. Uh Mr. Secretary, if you call the role, please. >> Mr. Powers. >> Yes. >> Uh Miss Knox, >> yes. Mr. Sunnyburgger, >> yes. >> Miss Burke, >> yes. >> Mr. Vanatilli, >> yes. >> Richards, yes. And Mr. Green, >> yes. Motion carries. Thank you. Uh, moving on down the agenda. Um, the anchor bay, excuse me, self-contained, mild, cognitively impaired classrooms service our students with the most severe needs require an adaptive curriculum. Currently, these teachers modify elements of the general education curriculum to make it accessible for each student based upon their unique learning needs. In an effort to try to align uh with district curriculum initiatives to support MICI teaching staff and to

219create consistency within our classrooms, the special education department would like to propose the the purchase of unique learning systems. ULS is an evidence-based curriculum known for its data collection and progress monitoring capabilities. Visually supported resources, a simple online staff platform and rich curricular library of resources align with the Michigan Common Core essential elements. The special education department is confident that if granted the opportunity to adopt the ULS curriculum, our special needs population will benefit due uh due from the supports and curricular resources this program provides. So, I will entertain a motion that the board of education approve the purchase of the unique learning system curriculum for the preschool through 12th grade MICI classrooms. >> I'll make the motion. I'll support. >> All right. Motion by Miss Knox, supported by Miss Burkmeer. I see that I've

220got uh Mr. Kusmano. Uh and >> very good at the podium. So, uh I guess I'll I'll turn it over to you guys if there's anything you want to throw out, any um again, another elevator pitch you want to give us. Um you know, tell us why should we we should be purchasing this. [Music] They have a very unique population in their classrooms and they spend hours on end taking our current district curriculum, modifying it, adapting it and making it individualized for each student each student in the classroom. Uh that is a very taxing role for them. Uh they make it like champs. They do a fantastic job with it. But there are supports out there for us to be able to support them. This unique learning system curriculum kind of does that leg work

221for the staff. It will allow them to put more time into supplementing the lesson creating small groups working more one-on-one with students on the fly because they have um really exciting piece of it is it's very supportive initiatives we are currently working the youth life curriculum actually can be utilized with this program. So if we do have students who are functioning at higher levels the area of reading, we can bring in our already utilized initiative in reading and it will be supported by this curriculum. It's thematic based. So it is a very exciting curriculum course. Anything that is displayed, printed, created for our students is very engaging just based on the themes that are within and throughout the curriculum. Just to give you a snapshot of what it looks like, we can talk about a

222September unit might be back to school. So everything in the back to school unit for math, for science, for social studies, for reading will be focused on that topic. So students are kind of embracing one topic, learning more about that topic, generalizing ideas about that topic through different content. So the math lesson if it's counting might be classics for example um we have looked into multiple different programs this really felt like it could be the one that could be vertically aligned across all of our grade levels where our secondary is not something different than our preschool or it actually has a data warehouse as well where a student can start in our preschool with this program move on to the elementary send all their data to the next teacher and a parent can see reports

223of how students are adopted. And that's something that parents within our my side population do not always get the opportunity to see as some of our general education students may get to see their parents may get to see that on a monthly basis. It looks a lot different. So there's a lot of opportunity >> almost w that up school district also utilize this this product. This is something we've spoken with with our county consultants uh some of the uh higher affiliate staff. We've asked as we've looked at town some of the other programs what are the benefits what are the drawbacks so we can work with some of the self-contained programs which more severe students there is very rigorous ability to fluidly address the population all the way up to high school program couldn't be

224more have the consideration. We're very excited for students but also our update our students. >> Any comments, questions, concerns. >> Uh no, this is we met in we met with them in curriculum committee pretty much same thing and it was uh shocking to me that we didn't already have something like this. So, I really appreciate that going from kindergarten all the way to 12th grade, same curriculum, you know, like you said, the data warehouse, everything. It's going to mean so much more for um especially our teachers that already have a challenging classroom setting to now not have the added challenges of creating their own curriculum and it'll be, you know, equal across all the all the classrooms and then also for parents to be able to see their growth, which is something that we keep

225talking about in in a real way. Yeah, I agree with Jill. I think um there were kind of more in-depth conversations about what the program offers in the committee, but it was kind of I don't know embarrassing slashh horrifying that we did not have to realize we did not offer something um for these teachers and a curriculum up until now. Um, and it was, you know, when you consider their classrooms are are, you know, the students in their classrooms are are even diverse from one another and their needs and stuff and that essentially the teachers were taking general curriculum and having to modify every single thing for every single >> right >> student. And just thinking about the amount of work that goes into that, it sounds extremely overwhelming and you know that's not even

226what I have to do in a day. So, um, I'm a thousand% on board with this, but also just kind of to the general comment, like I I I know that the district's doing a lot of different things in a lot of different spinning parts um in all different areas, but like to me, this kind of thing, like I I would hope, you know, if we have any other areas in the district where anything like this is lacking or we we don't have a curriculum um, you know, in place, like I feel like that's priority. And so if if there are any other general areas out there um where we're lacking anything like that, I would really like us to prioritize something like that because frankly I'm embarrassed that I didn't know that we didn't

227have something like this. So I I mean, shame on me. I was totally unaware. Um so perfectly happy to to to do this but also you know I I hope that we can you know provide in the for the district anything else in similar nature. >> Yes. Yeah, that that's kind of my thought process too as you're speaking about it. You know, if there's anything else that we can, you know, add add um benefits or um make sense to purchase, I think, you know, we should definitely talk about it. And, you know, you know, like to Miss Burk's point, you know, I'm kind of uh you know, >> I'm glad you asked. Yeah, we need to, you know, get the quote >> of things that are determined forgot. I think efficiency probably the word I

228would use as well. We've managed to cut supplementary expenses for a variety of other as we all shop a lot of great programs over the years online programs teacher be teacher so the onetop shop very excited every day. So >> for me this is about equality for our teachers. We give some teachers curriculum and then we give some we don't and the same thing for students. Some have curriculum and then others are having to wait and have things modified and things like that. That's not equal education. So I think this is going to help equalize that. >> I I look at this as more an investment than a cost. And I I appreciate you guys bringing this to us because to Miss Burkmeer's point, I this is not an idea I could come up with.

229So, thank you for for your work and bringing this to us and I'm I'm happy to support it. >> So, I agree with the investment. It looks like it's about 12 a little over 12,000 uh and it looks like it's going to be per year. Um, so just make sure when you when you come back to talk to us in uh I would assume probably June, you'll be here a little sooner next year, you know, for a renewal that um you know have some feedback from you know your parents and from your teachers and then you two as well uh that you can share with us because I think it's a great program and to Miss Burke Meyer's embarrassment, mine is equally as embarrassing that we didn't I I didn't I didn't know that we

230didn't have these types of tools for our for our teachers that are teaching these classes and and probably shame on us for not knowing that. Yeah. being higher and more appreciate your support. >> So if there are no more anybody else comments, questions, concerns, hearing none, Mr. Secretary, if you would be so kind. >> Uh, Miss Knox, >> yes. >> Uh, Miss Burke, >> yes. >> Mr. Sunnyberger, >> yes. >> Mr. Powers. >> Yes. >> Mr. Vanitelli. >> Yes. >> Mr. Richards is a yes. And Mr. Green. >> Yes. Thanks for your time tonight, guys. We appreciate it. >> And to the curriculum committee that reviewed this. I I really appreciate that. This sounds like it was pretty in-depth. Uh onto our next item. Number six is uh approval for wage increases for our non-affiliated

231employees. This resolution is for the board to adopt new wage scales for our SAC employees. Mr. Powers and other non-affiliated employees. In some cases, the wage scales have been adjusted for market related increases and in other cases, the wage scale has been adjusted to reflect a 4% increase between steps. This 4% increase for each step is consistent with our other settled labor contracts. So, uh, the recommended action is that the board of education approve the wage increases as presented. >> I'll make that motion. I'll second >> motion by Mr. Mandatelli, supported by uh Mr. Richards. Um any discussion on this item? I guess the question I have is if we approve the wage increase tonight and then we get this analysis we're looking for and we as a board decide in a month we want

232to tweak the numbers, do we still have the ability to go back and reopen this or is this closed for a period of time if we approve this tonight? No, I I think based on the comments from from the board tonight that um you know we have some we have some marching orders uh as a finance committee to understand what our next step is in evaluating the financial piece of this and it talking uh and the superintendent is going to share with all of us the needs, how many are enrolled at each school, how many people are on the waiting list. So to answer your question, no absolutely not. I think this comes back in front of finance again um sooner rather than later if we find that we are still under market or that

233we need to do something a little bit different. I see Mr. Wthbones at the podium. Is there something else you want to add to that? >> Uh no, I just I'd be happy to answer any questions. I mean we we did do some market research into this. We looked at other SAC providers, not just schools, even private SAC providers because that's who we're participating or uh competing against. and and that's kind of how we we reached the numbers that we have on the scale uh for sack. Um there were other market adjustments that are included in that um or our um security guards and also lifeguards um to try and make us a little bit more competitive with again not just uh other school districts but we also compete with community pools and so forth

234for lifeguards as well. So, um, that was part of the driver, uh, for increasing them. And then you may recall in June, uh, when we brought before the board, uh, all of the other raises, 4% was kind of the the baseline that we were doing. So, uh, we want to just kind of equalize, make sure everybody's getting that same raise. That's been, uh, a goal of ours for quite some time, and, uh, this accomplishes that. comments, questions, concerns. >> Is this um does this represent this does not represent all the non-affiliated staff? >> No, because at at our June meeting, we knocked out quite a bit of our non-affiliated staff. Um I didn't, you know, if you'll recall, I think we went to what about 12:30 in June. So, um you know, we had quite

235a full agenda. We knew that these folks weren't going to necessarily work over the summer and so we felt like we could push this off to the August meeting and still, you know, get their raises in place so that they receive those with their first paycheck. >> So, no, there's no non-affiliated staff like remaining at this point if this pass. >> I I think this completes that group. >> Okay. And our minimum wage, if you will, by board policy is is $15 an hour for any employee in the district in any capacity that's working hourly. >> Yeah. And and again, maybe the last piece I'll add is there were some previous steps that due to what Patrick's talking about, you know, they were under $15. We eliminated those steps and added some additional steps. So,

236in certain cases, >> do we still um it's been a while because it used to be kind of a revolving issue for us um in maintaining lifeguards. So, I'm assuming we we do pretty well now maintaining um >> yeah, that was part of the reason for increasing our uh pay here was to try and attract additional lifeguards. We also extended the um scale a little bit so that you know we hopefully will encourage folks to come back um stay with us uh so that we can address because staffing has been an issue. >> Do lifeguards still fall under the edgy staff also? >> They can. Um but we also have lifeguards that we hire directly. >> Yeah, we're kind of working both sides of that to try and fill the vacancies. Do you know what

237offhand Todd the split is between total number of lifeguards? How many are on the payroll? How many are on edges? >> I really don't. I can. Okay. I can find out for you, but I don't know the top of my head. >> Anything else? >> Hearing none. Mr. Secretary, if you call the role for this one as well. >> Sure. Uh, Mr. Venatilli. >> Yes. >> Mr. Richards? Yes. Mr. Sunnyberger? >> Yes. Mr. Powers, >> yes. >> Miss Burkmeer, >> yes. >> Uh, Miss Knox, >> yes. >> And Mr. Green, >> yes. Motion carries. Let's move on to our next agenda item is the 2025 energy bond ratifying resolution. The resolution before the board is a resol resolution ratifying the sale of 10,590,000 worth of energy bonds. The bonds were sold on August 20th, 2025

238to TD Securities, the lowest bidder. This resolution allows the board to ratify the sale of the energy bonds on behalf of the Ankor Bay School District. Recommended action is that the board of education approve the 2025 energy bond ratifying resolution as you have it presented to you this evening. I'll make the motion. I'll second. >> Motion by Mr. Mendatelli, supported by Miss Knox. Conversations and questions. >> Todd, is this regarding the Centrics bid from the last meeting? >> Yeah. So, this is the sale of our energy bonds that we hope to accomplish. A number of those energy projects that Centrex talked about will also accomplish our solar project at the high school utilizing these funds. Um, >> yeah, I think that's Thank you. That's it. >> Anybody else? >> Hearing none. Mr. Secretary, if you

239call the RO since we're $10 million in debt. >> Put it like that. >> Since I put it like that, you're changing your vote. >> Uh, Mr. Venitilli. >> Yes. >> Miss Knox, >> yes. >> Mr. Sunonnyburgger, >> yes. >> Mr. Powers, >> no. Miss Burkmeer, >> Richards is a yes. Mr. Green, >> yes. >> Motion carries. Uh, moving on to our award recommendations. Anchor Bay School District accepted bids on July 31st, 2025 for concrete replacement. Due to the large scope of the work, alternative alternates were requested for select areas that would address immediate safety concerns. After review of bids, it is recommended that we accept alternate one at both the high school and middle school south from Ferza concrete in the amount of $18,600. For aza concrete has successfully completed similar projects in the

240district. Recommended action from administration is the board of education award for concrete for >> concrete. uh the concrete replacement contract as stated in the specifications the amount of $18,600 as presented. I would entertain a motion to that effect. I'll make the motion. >> I'll second. >> All right. Motion by Mr. Vandelli, supported by Miss Knox. Discussion. >> Uh Mr. Jenowski, is this the concrete that you mentioned in the last board update? >> Yeah. So, this would be Yeah. So, high school approach south and stuff like that. Yeah. J could you be a little more specific about the >> so I'm part of this I mean there's other areas but the main parts we'll be looking at the south entrance to the high school is is part of that and then at south it's in front

241of the the building in in other select areas >> the front entrance of the school is >> and then what about the entrance in front of door four >> is any of that going to be covered >> well yeah and then there's other areas but the main part of it is is. Yeah. >> Can you elaborate door four? >> Yeah, >> that's where the van goes in. >> Thank you. >> Yeah. >> At the high school. Cuz there I would have to check to be exactly sure, but that's basically what Yeah, >> there's a lot of embarrassing concrete all over the just about every entrance. >> Yeah, we basically we are going to come back at a later time and get most of it. These are areas that we feel that we just have to

242do now that we can't wait any longer because I think it's phase like it would be the I think it's the fourth phase of the bond and all of that that we would come back do parking lots do concrete and all that but there's just areas that we have to do in in the short term. >> Is this um are we repairing are we actually going to like dig up the entire >> this would be yeah it would be totally poor. Yes. Did you say at Middle School South as well or only? Okay. Yes. >> I I was really taken aback by how low their bid was compared to the other two. Uh like extremely low to the point that it it really makes me question if they even really understood the scope of work

243that they were bidding on. I think one of the bids was like almost 80% cheaper than the other two and one was about half. And it's so it's that's a huge red flag to me. Usually if if someone is abnormally cheaper than everybody else, there's there's a reason why. And I've got I've got concerns about quality of materials, quality of workmanship, if they really understand the scope of work that they're bidding on. Can you can anybody shed some light on on why a bid would be so crazy low compared to everybody else? I don't see Corey in the audience. >> No, she she isn't tonight. Um I I don't know if I can tell you why their bid was so low. I can tell you this that the RFP that was put out specifically indicated

244what the requirements of the bid were in terms of you know the concrete, the depth of the concrete and the quality of the concrete that would be poured. So um assuming that they are able to abide by you know the the pieces of the RFP um then we will proceed you know obviously if we find out anything substandard that changes the equation >> and we've used them before they have completed other project >> they've successfully completed projects here before that >> and are we are we like many many years removed from the project being done to where it's like okay it held up over time the quality was there? >> Yes. Okay. So, we're we're going to dig up and tear out the South Drive entrance at the high school. >> Is that Do I

245understand correctly? >> I think I think it's it's the student entrance kind of on the side there that as you go towards >> So, it's not the it's not the entrance into the high school. It's the sidewalks. >> Yeah. That kind that angular, you know, the angles from wide down. >> Yeah. Narrows down to the eight doors or whatever it might be. Okay. Yep. >> Got it. Okay. >> Yeah. It's especially on the south end there, it's pretty beat up. >> And just one more question for clarification. So, do I understand that if if we need sidewalks replaced, we make it a high priority and we actually do replace our own sidewalks. Is that a fair question? >> If if the need is there, yes, we would replace our sidewalks. >> All right. >> Just

246making sure. And >> and likewise with these bids, they give us typically it's a per square foot. So if we have other things that we want to add at that rate, >> you can dump it on for six bucks a square foot or whatever. Okay. >> Just think if we're going to have them do this, just make sure we have someone as uh given oversight to make sure they follow the appropriate processes for going for staging and pouring the cement appropriately. >> Yeah. I believe Todd mentioned too, don't don't we walk it and mark it prior to the bid too, >> right? Yeah, you come out >> prior to the bid. We we typically offer the opportunity for the contractor to come out at a pre-bid meeting, kind of look at the look at the

247um the lay of the land, if you will, um and make if they have any questions about the RFP. That's their opportunity to ask. >> Any further questions? Hearing none, we'll move on the motion. Mr. Secretary, if you would. >> Sure, Mr. Venatilli. >> Yes. >> Miss Knox, >> yes. >> Mr. Sunnyburgger, >> yes. >> Mr. Powers, >> no. >> Miss Burkmire, >> yes. >> Mr. Riches, is a yes. Mr. Green, >> yes. Motion carries. Moving on to item B under award recommendations. Anchor Bay School District accepted bids on July 31st, 2025 for asphalt replacement. received one bid from Asphalt Specialist Incorporated. The bid was complete and met bid specifications. It is recommended that the asphalt replacement be awarded to asphalt specialist in the amount of $58,400. The recommended action from administration is that the

248board of education award asphalt specialists the asphalt repair contract as stated in the specifications the amount of 58,400 as presented to you this evening. I would entertain a motion to that effect. I'll make >> I'll make the motion. >> Motion by Mr. Venitelli. >> I have a second. >> Supported by Miss Knox. Discussion. >> We've worked with them before. >> They were the only bidder. Correct. >> That was going to be my question. >> Yeah, we worked with them before. >> Do we know if we've worked with them before? >> No, it would say if if we've used them. >> I don't believe that is the case. >> Were you surprised that we only had one bid for that type of a job? No, for asphalt. No, I would say >> Yeah, I would say,

249you know, just because I'm sure with the, you know, with the state contracts, all the contra contracts for the the roads going on right now, all the >> Oh, all our wonderful roads are being done. That's right. >> Yeah. All the roads are being done. Everybody's trying for schools. They're trying to finish their parking lots. And so, you know, >> I get anyone to come >> really. >> I got a guy right here. So, do you think it's just too small for these players to mess around with because there's so much going on? >> I'm sorry. >> You think it's just too small of a project with everything else? >> I think it's too small of a project. >> Can we just make sure that um we stay definitely on top of this one um

250since there's only one bidder? >> Yeah. >> Um that Cory's >> Cory keeps an eye on it. >> And this is um for repairs at different lots throughout the district also. Correct. This is actually for the repair of what we would call the band lot at the high school. >> Okay. So, >> so this is the band. >> It's already pretty deteriorated >> and then um a lot of the heavy equipment that was renovating the high school was parked back there and so it's deteriorated a little bit more. >> Um this will cover that all up and make it very useful for our band going forward. >> Sunny. >> Yeah, we we killed it over the summer. >> Yeah. It's there's it's bad if you haven't been inside that fenced area. >> No, it was

251it was bad before they started. >> Yeah, now it's really bad. >> Now it's really bad. >> It's like off-roading back there to drive through because of the weight of all the equipment and everything back there. And I think we planned to do this anyway. I just don't know if we plan to do it at this juncture. >> Exactly. Right. >> Going forward, the use of that lot, is that going to be banned only or are we going to use it for other things? Well, we we'll still use it because it's parking for sporting events that go back there as well. Yes. Um it it may it probably it won't be like a lay down area for like construction because the construction for the interior is done. We'll have other ones when we do the

252rest of the parking lots and the broaches. >> I think we still use it for like the baseball, right? >> Still probably football for sure. >> Rolls over football. >> Absolutely. >> Yeah. >> Let's just try to keep it in one piece. Mhm. Comments, other comments, questions, or concerns? Hearing none, Mr. Secretary, please call the role. >> Uh, Mr. Vanatilli, >> yes. >> Miss Knox, >> yes. >> Mr. Sunnyberger, >> yes. >> Mr. Powers, >> yes. >> Miss Burkemeer, >> yes. >> Richards, yes. Mr. Green, >> yes. Motion carries. All right, moving on to uh item number three. Other let's start with our board comments and we will start with Miss Burkmeer. Um I don't have very much to add tonight. Um just hope that everybody has a safe and healthy uh school year and

253everybody have a good night. >> Mr. Mr. Sunnyburgger, >> I'd like to congratulate our freshman football team on their fabulous victory today. They shed out I forget who they were playing, but great game. >> Awesome, Mr. Powers. >> Uh I I first I'd like to congratulate um all of our students who survived four hours without a cell phone today. Um I was glad to hear there was only six incidents. Um, and I I think we should shoot shoot for the stars and go for double it tomorrow. Maybe go 8 hours without a phone >> and see see how that goes. >> Um, I have so I have a seventh grader who um would have traditionally went on the middle school north path and she's been very very bitter about, you know, being being ripped out

254of North to to be sent off to that that other place that she never thought she was going to go to. Um, and I spent all summer kind of reassuring her that everything was just going to be fine and and everybody's going to be in the same boat and there's going to be some bumps short term, but this is all going to work out. Trust trust your dad on this one. So, I have some real time feedback on day one that I just wanted to share with everybody. Um, she came she came in the door after being on the bus. Zero complaints about about the 40-minute bus ride. So, that that's a win. Um, my first question was, "Well, how did it go?" Answer, quote, I liked it. So, that's that's not bad. Second question,

255what about the teachers? What kind of vibes did you get from the teachers? Answer, quote, pretty good. They were like nice and welcoming. So, I just I do want to give a shout out to all of our South teachers who are like nice and welcoming because I think that's important. and uh she was in good spirits and and that's uh I think I think everything is going to be just fine if we give it a chance to be just fine. So um other than that, I'm I'm excited for a new school year. There's a lot of optimism when the school starts off and you know, we're all pretty passionate up here. Um but at the end of the day, we all we all care about this place because it's a special place and um I'm

256I'm looking forward to a good year. Thank you, >> Mr. Venitelli. Miss Knox, >> um, just welcome back and I'm looking forward to a good year and welcome to all of our returning teachers and new teachers and teachers that have made lateral or vertical moves. That's it. >> Very good. >> What's tonight, >> Mr. Richards? >> Short and sweet. Um, I would like to uh thank Mr. Jenowski and the staff uh opening day um had a guest speaker uh Mr. Tilman, uh, Chino, California, uh, police officer. Um, I was skeptical, uh, going in, but, um, he he actually did a really good job. So good that, uh, we're having a, um, a company meeting in Las Vegas in October, and I actually, um, recommended, uh, reaching out to him. Um, we had a tour today,

257Miss Burkmire and I, uh, toured with Mr. Janowski around the, uh, uh, middle school north, the other school. Um, we also uh walked around Lighthouse. It was great to kind of see a lot of the pictures live and and and it was kind of interesting too because there was a couple teachers still at uh I think we're at Middle School North, right? You know, so just to talk to them too on the changes and um you know, it was really exciting to see uh you know the you see it live and things like that. Um welcome back to the students. Um I'm looking forward to a great year and um that's all I have for tonight. >> Great. Uh, I will uh also state same things that Mr. Powers stated. Uh, I'm I'm everyone up

258here is passion. Everyone here has the best interest of the district uh in mind when they make decisions and and I actually personally don't mind the heated debates because, you know, we're all passionate. We all want to see things move forward. We want to be not only the best district in Mcome County, but, you know, we want to be ranked up there, you know, in the top 10 in the state. So, uh, and that's difficult because some of them have substantially better, uh, revenues than we do. Uh, and there's really nothing we can do about that. But, uh, I want to welcome, uh, you know, our new teachers. It was great to see them at the kickoff meeting on Monday morning. Um, and if if you guys happen to glance through uh all the resumes,

259I will just simply say that I'm getting old because these teachers um have, you know, went through went through college, you know, miss we saw I saw some Broncos, I saw some Spartans, I saw some Grizzlies in there, some Eagles from Eastern. So, that's it's exciting to see new staff. Um it was exciting to see them at the opening day because they're excited. And what was really great was some of our more senior teachers, some of them, I think one was 40 plus years there is and they're excited and they're smiling and it could be because they're retiring. I don't know. But, you know, they're they're treating all the new teachers the same as they, you know, teach that treat the teachers who've been around a while. Everybody seem to be welcoming. Um, I did

260see some posts that we did a three-day, you know, new new teacher, um, orientation, if you will, here, and I think that's great. So, I'm looking forward to a great year as well. I know. Um, you know, our football season's kicking off. Uh, I think we've got some some outstanding players that have joined our team this year. Um, so I'm uh I'm excited for that as well. >> 1900s. >> Back to you, Miss Knox. >> Sorry, I forgot one thing. Um, years ago, my son, who's now a co college graduate, had a mural that he painted in art class at South and they called me um and wrapped it all up so he could still have it. So, like an eight, nine, I don't know. That's like the biggest project I've had to keep in

261my house from the kids. But, um, it was just very appreciated that they reached out and were like, "Oh, Ethan would want this." And actually, he would cuz he recently asked me, "Hey, mom, can we go over to South so I can go see my mural?" Cuz that was really cool. Is it still there? I'm like, "Yeah, it's still there." But now he's going to find out. I I don't know where it's going now, but well, but I I really appreciate just how thoughtful everybody is when we're undergoing renovations and um just, you know, thinking back to that. >> It's going in the living room above the couch. >> No, it's not. >> Legislative update, sir. Are they doing anything? They Well, they did. >> They're arguing. >> Not really. They did. Finally, the House

26256 days after the statutory deadline, they passed a general fund budget for everything else. They're maintaining their skinny budget for the school aid fund that now they're just counting down till when they can can do it. So, um I don't know. Nobody knows. It's that they're they have not really been meeting. They have not been moving in any direction. I mean, the the House had to complete this just so everybody at least had budgets out there so they could start kind of having those those uh um meetings across the different things. So, that should start the process. Um and we're just counting down time. >> Yes. >> Is there any um mention of a lot of people are asking about school lunches and I know you know it because the current budget would only fund

263through September. Has they have both sides said anything about being in agreement to at least do that or anything said at all? >> No, not on the the Senate and the governor's office would like to continue it. The It's not even in the skinny budget per se. It's in the other budget proposal House put out was to roll all categoricals into one lump sum and then if a district so chooses, you could then allocate that. the the challenge with putting it in categoricals because the one of the initial things they were trying to do that they said was put everything in and then you could get $12,000 for us. That would actually be great if it was in the foundation. But then they hedged their bets because nobody knows where like if you we follow

264kind of like what tax revenues are and all that stuff and and they're just worried that things are going to go. We're we're kind of on that cusp of it could be a recession or not. So they don't aren't sure certain signs like the lottery. Everybody always talks about why not the lottery? Lottery is only a billion out of a $23 billion school aid fund. Okay. The lottery even sales have been gone down by like 40 million like last month alone. So they're seeing that. So they decided just to put 2,000 categorical. That is one time money. They're burning through all of the that would burn through all of the rainy day fund that they did as well. And there's no guarantee after that. They So the House is saying you can do it if

265you want to. You're taking it out of that 2,000. Um but you don't have to. That same thing with everything. It would be the safety and security, the mental health money, the transportation funding, all of that would be piled in on that. And who knows where it's going to be. The ultimate thing is the basically, and there's actually some agreement on this, is they're trying to get over $3 billion for the roads. So part of it is everything that happened last year, the roll back. There's a 3% health insurance contribution that individuals made that they rolled back because it's overfunded. We kind of talked about this last year. They're now planning to place that onto districts. So again, overfund it, then take that money and they can shift it out. That's about a billion and

266a half. Then the other approach is to take all the university funding, which for a long time until 2008 was never in the school a fund because it was K12, but now that's coming out. Um, they want to push that and that would give them another billion and a half. That would come up with a three billion. So that's kind of where it's looking right now, but who knows? >> We're good. 50 days of free lunch. >> We're we're good. No, we're good. It Yes. If you take out of what they have, so the state will reimburse you through October 1st because that's a new budget year. Then barring that. Yes. Then we would then we have it. So we have money in our food service account that we could do that for yeah about

26750 or so days. Um same thing with the um the the other things that are on there and in our general fund. But then after that, basically what the state has told us is this is not the house or the senate or the governor's office. It's the people that actually like in treasury. They're like if we don't have a budget by October 4th, you will not get a state aid payment. because I don't know if most people realize we don't get a state aid payment um during the summer. First one is October and then we're like and it's never happened that we haven't gotten one. But then the next question is okay if you don't get it and then say they pass it will it be a week late and and so generally there and

268who knows because this could change too because it's never happened is they would break that up over the rest of the payments and then you'd get that instead of getting a double payment. So then we're this is exactly why the board did the 15% fund equity and all that because that will allow you to kind of do that. But there will be districts that are already hurting and and they won't be able to do that. It's interesting. I have conversations with people and they always ask me about the lottery money. What about the lottery money? And uh I was at a meeting. It's been a while, but I think the number was 6% that I was told that's our cut of the library the the lottery money. We get 6% the rest goes to general

269fund or wherever the hell it disappears to. So um when you when you spend a dollar on your lottery ticket, we're only getting six cents. So we're not getting rich off it here in the school. So um I don't know if we have any board committee updates. Does anybody have anything they want to share? I know we talked a lot about them tonight already. >> Yeah, we had the finance and the curriculum. Yeah, those are >> we've kind of already talked about what we didn't know. So, uh, without further ado, I would entertain a motion to adjurnn. >> I'll make the motion. >> Motion by Mr. Vandelli, supported by Miss Knox. Comments, questions, or concerns? All those in favor signify by saying I. >> I. I. >> All those opposed. >> Meeting adjourned at 10:27.