September 8, 2025 – Board Meeting

001Good evening everyone. The time is now 602 6:02 p.m. and I now call this regular meeting of the Goose Creek Consolidated Independent School District Board of Trustees to order. Mrs. Guy, was the meeting posted properly? >> It was. >> Thank you. And do we have a quorum? >> Yes, sir. >> Thank you very much. I have a little housekeeping to start. I'm going to rearrange the agenda just a little bit. Uh if you would indulge me just a moment, we are going to move item 7H, which is consider superintendent search process timeline and related matters with search consultants and related action if any. I'm going to move that up right after 5A. So that'll be toward the beginning of of the meeting. Everything else will remain the same. With that, Mr. Matt Flood, I will

002turn it over to you. >> Good evening, President Campy, school board members, and Dr. O'Brien, we welcome you to the September 8th, 2025 board of trustees meeting. We're glad you're here with us tonight. At this time, we will begin with our opening ceremonies. The prayer will be offered by Mr. Clim, followed by the pledges, which will be led by Mr. Martinez. We invite invite everyone to please stand at this time. >> Please bow your head. Dear heavenly father, we thank you for this beautiful day you've given to us to celebrate life with. Again, uh I ask your special wisdom and guidance on this board as we guide through this new process we're going to begin up on tonight searching for our next superintendent. Also pray for your guidance and wisdom on all the many other

003decisions we have to make tonight. Finally, I pray for our community that everybody stays safe on their way home and that we have the most wonderful start to this school year in Jesus name. Amen. Thank you. You may be seated. At this time, I will turn it back over to Dr. O'Brien and the board of trustees. We do have one item for recognitions and acknowledgements and I'm going to claim that opportunity to recognize someone. I'm also going to claim that remind audience that we were going through a global pandemic at the time and most everyone was wearing masks and so I forgot to honor our outgoing president Mr. Richard Clem in 2021 and 2022. Better late than ever. >> Mr. Clim, I'm going to leave it up to you on whether or not this works

004at home or not. [Applause] I'd just like to say real quick u I came on the board when Mr. Clen was president uh and I learned a lot from him. But to think back uh before my time on the board when he was uh the president working through co uh sitting where I sit now and just imagining uh the leadership that required uh I congratulate you on that uh and the full board back then. So uh thank you again for your service and we apologize it took so long to get that to you. All right. Next item on the agenda is citizens participation item number four. Citizens participation is the time that the board will hear public concerns or public comments from those who have properly signed up to address the board. At regular board

005meetings, the board shall permit public comment regardless of whether the topic is an item on the agenda posted with notice of the meeting. General public comment is limited to no more than 30 minutes per meeting. At all other board meetings, public comment shall be limited to open session items on the agenda posted with notice of the meeting. Each speaker is reminded that he or she is limited in his or her presentation to a maximum of three minutes, which can be further limited or reduced by the presiding officer, and that he or she should respect confidentiality concerns and refrain from attacking the personal character of any individual student, staff member, or board member in addressing concerns or comments. Pursuant to state law and board policy be illegal, the board cannot consider or take action on concerns

006at this meeting unless they pertain to an item on the posted agenda for this meeting. Any deliberation or decision on the an item that is not posted for consideration at this meeting shall be limited to a proposal to pl to place the subject on the agenda of a future meeting. With that being said, Miss Garcia, we have one registered to speak. All right. Thank you very much. Um, the speaker is Brandon Terry. If you would please approach the microphone. Our secretary, Miss Guy, will keep time. At the one minute mark, she'll remind you have one minute to uh speak and the time will start when you speak. Uh, if you would state your name and the subject you're speaking on. >> Uh, Brandon Terry. naming of the fieldhouse, the new fieldhouse at Starburst Stadium. Um,

007I don't know what it is about this chamber, but uh, five years ago, we had a board member that went into Houston on NPR and called our founders racist. And my aunt took exception to it then and we take exception to it now. Uh, no one condemned his hate speech. The district said nothing. The Baytown Sun said nothing. I confronted him at the board meeting, again, this was five years ago, got it on the record that no matter how much this person wanted to be true, it was not true. Then at the previous meeting, we had a speaker that said, "If we did not support a currently serving board member for his name to be on our new fieldhouse, that we were racist. Nothing is further from the truth. It has nothing to do about

008race. you guys delayed the decision to make uh to do more research. In your research, you would have found that no currently serving board member has ever been honored ever. It's not saying he's not worthy, but he's still in office. Has nothing to do with race. Again, we're talking about a fieldhouse in Baytown, Texas that was hired by Dan Stalworth, the name on the stadium. No other nominee has that tie. This gentleman served 40 years in our community. Working in a fieldhouse in Baytown, Texas. Why shouldn't this man be honored? He's 90 years old, has two sons, and still lives here in Baytown, has nothing to do with race. Nothing. And you will find hundreds of people around town. I made a Facebook post on uh Russell Hammond's >> one minute >> Baytown history with

009a twist. Got hundreds of responses. had one that even commented, "Goose Creek is in George Crow's heart. No statement is truer than that." Thank you, Mr. Terry. Thank you, Miss Scott. We'll move on to item number five, approval of minutes. I present for you the minutes for the August 4th, 2025 regular board meeting. What is the pleasure of the board? >> I'll move to approve our minutes. >> I'll second. >> I have a motion by Mrs. Barat Tims and a second by Mrs. Guy to approve the minutes. Are there any Is there any discussion hearing? None. All in favor? Show of hands. Seeing 640 against the motion carries. As I discussed uh at the beginning of the meeting, we're now going to insert item 7H, which is consider superintendent search process, timeline, and related matters

010with search consultants and related action, if any. Dr. O'Brien, if you would introduce our panel, please. >> We would like to invite up Mr. David Thompson and Dr. Mike Moses to our front table here. And please just press the button at the front of the microphone. When the uh rim at the bottom turns green, that means you're live and ready to go. And while y'all are getting started, uh let me just add that this is the very first uh beginning process since we've uh entered into agreement with Thompson and Horton to help us in the search process. This is the beginning. um they're going to give a presentation on the process uh what we're looking at moving forward and have some open dialogue to kind of set the stage for our goal to hire a

011superintendent in the coming months. So, Mr. Thompson, Mr. Moses, thank you for coming. >> Well, Mr. President, members of the board, thank you very much for giving us the opportunity to work with you as uh the board goes through the very important process to make a decision on your next uh leader, your next superintendent here in Goose Creek, CISD. Uh we know that Dr. O'Brien has uh performed outstanding service. Randy U um you you sure you're ready to move on to something else and u but u u y'all have done a lot of great things here in the district together and and we believe this is going to be an outstanding opportunity uh for your next leader but we do recognize the importance of the decision for the board. Uh the board did hire us

012to help you with the search on August the 4th, I believe. And um this is the first opportunity, Mr. President, as you said, for us to have a public discussion about it. Uh but we do want the board and your community to know uh that uh we haven't been standing still in the last month. The position is being actively um advertised already and we've already begun to receive a few applicants. Uh we fully expect uh the the real uh interest to pick up now that schools are back in session and we kind of get on the on this side of uh Labor Day. Uh but we're already getting inquiries. We're already uh talking to potential candidates. Uh we've been doing that uh since we were engaged and we are beginning to receive some interest already.

013So, uh, uh, we think your your great work here, your reputation, uh, and the opportunity provided is, uh, is going to is going to give the board a good group of candidates to consider. Um, what we would like to do tonight is is two parts. Uh, first of all, discuss in public with the board and for the benefit of your community, uh, the process related to your search. Uh and then uh we'll be here later for any necessary close session conversation. And uh as I've said to I think to a couple of the board members, but again for your community, uh when Dr. Moses and I uh work uh with boards on searches, um we follow what's known as the four Ps. Uh process in public, people in private. So, uh, any conversations about process,

014uh, timelines, things of that nature, we'll have those discussions here. Uh, so your community and staff can, uh, can be engaged and follow that. Uh and then as as provided by law, any discussion about individual candidates or potential candidates uh because of their privacy interests under the statutes, we'll have those conversations uh in close session. Uh just a little bit of background, uh since this is our first time to meet with the board, uh Dr. Moses and I are longtime uh personal friends as well as uh just uh professional colleagues. We've worked together for many years. Uh Mike was superintendent, I'm sorry, he was commissioner of education most of the time that Governor George W. Bush was governor. Um Texas Monthly did describe him as the best appointment that uh Governor Bush made. Live up

015to that might. Um but uh when his term ended, he and I had always talked about what are some things that we could do to uh work together to help school districts all over Texas and and we thought assisting boards with searches was something where we could maybe provide some value for districts. So we began doing that in 2000. Uh in the last 25 years, we've worked with around maybe slightly over 200 boards as they've gone through searches. Uh it is not a full-time undertaking for us. Uh but uh we're always honored when boards give us the opportunity to assist them through this important process. Uh we want to say right up front uh we are not here to pick your next superintendent. That is the board's absolute pro prerogative. We will always have that

016in mind and we will always respect that. You are our client, not the candidates. Uh our job is to give you a great pool of candidates to consider to prepare you for every stage of the process including all the interviews, background searches, etc. that may go in to the process and to actively recruit on your behalf to make sure you have strong candidates to consider. Also, part of the process will be to get input from your community uh so that you know what your community's priorities and expectations are. But I would also say right up front, just as we are not going to try to uh impinge on the board's prerogative to select your new superintendent, um we will gently remind your community that that is the board's role and responsibility. You will get input.

017You will get information from your community. We'll know you'll take that seriously, but it will ultimately be a board a board decision. And we know um y'all are going to work hard. You're going to put in many many hours. I I suspect your community uh may not understand how many hours the board will devote to this process over the next few weeks. Um but we know you're going to take it very seriously. and we're honored to work with you through the process. Uh, and by the way, my dad was a teacher and administrator his whole career. Our two daughters are teachers. Uh, I tell people I couldn't get either one of them interested in being an attorney. They both had higher career aspirations. So, uh, so we're proud of them. Mike and I do this

018because we truly believe in public schools. Uh and we truly appreciate the opportunity to support those of you uh who give so much of your time and energy to uh serve on boards and in leadership roles in your communities. Mike, anything you want to say by way of introduction? No, I would just a couple two or three things. I It's very good to be u in Goose Creek Consolidated ISD. Good to be back in Baytown. I've had the privilege of being in your district many times both as commissioner and as a colleague. And uh this district has a very rich leg rich legacy uh and uh we we acknowledge that and in fact we get to favorably represent that and so we're we're honored to do that. I think I had the privilege of visiting

019with some of you and told you my I've had family in public education for 77 years in Texas. Mother and dad, mother-in-law, father-in-law, brother, sister-in-law, wife, all teachers, uh and some even have been superintendent. And so, uh, and board members >> and the board members, my oldest son has been a school attorney. My youngest son's been a school board member in Round Rock ISD. So, guess what we talk about at Thanksgiving. Uh, uh, we think we hit all the bases. I'd add my congratulations to Randy for his service here. I I very much appreciate him and, uh, his leadership and had the privilege of getting to work with him on a few occasions and those I've always found enjoyable and pleasant. Uh, and uh, I think he's given great service here. Um I think David's

020pretty well u summarized what we're trying to do. I I always say that the superintendent selection there are a lot of duties in the Texas education code that that are assigned to the board of trustees particularly the approval of the budget and approve few other financial matters but the the hiring and the selection of the superintendent of schools is probably uh the greatest responsibility. It goes like this. If you get that decision right, a lot of other things go right. And if you get that one wrong, then a lot of things don't don't go well. So, we want to make sure that we help you get a great pool of people that you can consider and look at and help make the decision. As David said, it's your search. It's not our search, but we

021want to make sure that uh we create some interest in the marketplace among school executives and school leaders that will make them be interested in this this job and this position as well. They they should be. Um David, you want to talk about go from you want to go to >> Mr. President, if you'll let us uh um and and y'all please at any time if you if you have uh things you want to make sure we touch on. Uh but if if it's okay, what we would just in the interest of time, we would move now to the timeline and uh maybe have a little conversation about that. Um and and I want to say upfront um a timeline is a tool. It is not a master. >> You will never get to any

022point in your process where you go, gosh, I don't know if we're ready for the next step, but this this timeline says we have to do it, so I guess we will. uh we want to we always want to say the timeline gives some structure it gives some discipline it gives some order to the search but if at any time uh the board isn't ready for the next step or we need to step back and take take more time uh at any stage uh the timeline will always yield to the needs and interests of the board but it is important uh it'll be important to potential candidates who may be following it certainly will be important to your community as as they try to follow the process. And the most important thing is for the

023board, if if we can spend a little time on this, uh it will help you all get some dates on your calendars uh that you can hold because sometimes the hardest part of the process is finding common dates that work uh for for extended periods of time, such as when we get into interviews that work for all of the board members. So So, Mr. President, if you're if you're okay, we would uh I think we've distributed to everyone a suggested timeline and and we want to say upfront that's what this is. But what it gives you is what a sense of an orderly u good search would look like that complies with law. Uh has appropriate time built in for recruitment of candidates. Has appropriate time built in for the board to go through interviews.

024has time built in to do background checks and those are going to include financial checks, criminal records checks, social media checks, uh reference checks, things of that nature, and then there are some times that are required by law such as the 21-day period. Um, and there's time for community engagement. So, um, if we need to adjust any of those times, uh, uh, we we, uh, certainly want to entertain that conversation, but but Mr. President, we we would start with that. And if we can maybe get, um, some conversation and get the board's input around the timeline. Uh, that's probably a good place to start. >> Okay. Very good. And I was going to ask you a little housekeeping. Is it okay for our board to interject questions as we go or would you like them

025to say >> we we welcome that. We're not here to filibuster. So if if y'all have questions, thoughts, uh u anything you need to ask us, please please interrupt or it's not an interruption. Please uh exercise your prerogative as the board to uh to take the mic at any point. >> Absolutely. And I thank you for that. I'll go ahead and get the conversation started. Let's talk about the suggested timeline as you presented it. Is this fairly standard? Is it compressed or is it spread out? How would you compare that to past? >> This is a very standard timeline and and if we could make an observation, you want a timeline. You do not want to rush in this process. And and again, you know, uh a week one way or the other isn't going

026to be very important compared to the ultimate decision and making sure you give yourself time. Uh what we've also tried to do is look at there are two time you want to put yourself in a position where you are searching at a time when candidates are looking if that makes sense. Uh you do not want to be fishing in a lake that's already fished out or that isn't the right season the right time. There are two times on the calendar when when a majority of superintendencies are open and filled. Uh, one are fall searches with new with new superintendent uh, taking the position around the first of the year. That gives the new person the entire spring. They they have the opportunity to work with the staff to have a little input on budget and

027and other decisions to kind of have a little input and and we'll see a lot of searches during the fall with uh, January starts. The other common time is to see spring to mid late spring searches. Um, uh, typically people will want to finish the school year where they are, make a move in June, and begin July 1. So, those are kind of your two most common times uh when uh not only the board's interests uh in in conducting a search are taken into consideration, but it also aligns when you're putting yourself in a position to see the best group of candidates, if that makes sense. >> So, I would describe this timeline as very standard. It is not spread out. It isn't compacted. I would I would say this is a pretty uh pretty

028good search that takes uh frankly takes advantage of Dr. O'Brien's presence through the through the fall and put you in a position um to to have a new superintendent by January 1. And I do want to add it has some time for your candidate to maybe work uh on a on a part-time basis, maybe a day or two a week with Dr. O'Brien in maybe November and December so that there is a smooth handoff and transition and and just a little bit of overlap there uh could also be built into this. Mike, I think he's hit it. It's it's it's pretty standard. Um it's it's about 120 days. If you if you think about the fact that um if you allow some from the time you enter into a contract with someone, you allow them

02930 days to transition, get housing, temporary housing or whatever, and then you have the 21-day waiting period before you can actually sign a contract. That's 51 days on the calendar. So then if as David said, if you say, "Well, we're going to have to we at least want a week to do the appropriate vetting and background checks. We also want a a week for a first round of interviews, a week for second round of interviews, which we we recommend that and we help set all that up uh on your schedule. Uh then you back up and and I guess Mr. President, what I'm saying is if you look at this calendar, you say, "Okay, we begin with the end in mind. Where do we want to wind? Where do we need to wind up to

030accommodate the board schedule and Dr. O'Brien's leaving the district so the transition is is smooth." Then if you just kind of back up the calendar to what needs to be accomplished in that time period, that's that's that's where we wind up. But this is typical about 120 days is pretty typical. >> And and if I could add one more thought, what we try to do is is uh create calendars where uh things that can work kind of simultaneously take uh are able to work. You know, we can do multiple activities simultaneously. If you look at the calendar, it's it's September 8th today. This gives about one month uh till October 10th to recruit candidates and and get applications in. So we gives us roughly, you know, we're now on this side of Labor Day. Gives

031us a month to um to really make sure you have a strong good pool. Um we've already sent letters out. We've already sent uh postings out. That occurred again in in August um I think on the 19th. Uh but during this month while we are actively recruiting candidates um uh is also when we'll be doing community engagement uh getting feedback from your community compiling all of the comments and and input from your community giving the board opportunities to look at that so that so that you have that information before you start the interview process. Uh so those things will be moving simultaneously uh during the next month. >> I just wanted to confirm that um the action item later in the agenda is to approve the proposed calendar and that if I heard you right,

032you said the the board still has the authority to edit that calendar at a future date if needed for any reason forward or >> backwards. It is the phrase is it's a tool. It isn't a master. So if we ever run into u uh something comes up on your schedules, anything of that nature where we need to uh tweak the calendar, we should do so. >> I'll say this thing. >> Yeah, >> this this as David said, it's a tool, but there is there is some advantage to having this for for the just for the discipline of calendars. You're busy people. You have things to do. You have ball games to go to. You have things to attend. You have things that uh in my case my my calendar gets filled up by things that

033my wife puts on it. Uh but uh you have things that and you have obligations. So there is some discipline in at least having an idea. That doesn't mean it can't be changed. It can certainly be changed. And if if if president says or if you all say we we've got a conflict here that's irresolvable, we got to move something. We move it. So um >> Mr. to a couple of key dates that uh that would really call to the board's attention if you're good with them or if we need to flex them a little bit one way or the other. Uh again, this gives us about one month from now to uh actively recruit and and by the way, that's going to include the convention that's coming up that there that'll be an opportunity

034to visit with potential candidates, see some see some people in person. Um, and we'll also do the community engagement, uh, input and also staff engagement during this month and and any engagement with the board if y'all have some priorities you want to make sure we have. Uh, one of the key dates is October the 15th. U, we will have a date, a meeting with the board, and it it would be helpful if it works with all board members. uh where we will come and we will discuss with you every person uh we will make known to you and and we will work through every person who applies. Uh these positions are not friends and family. You're not just going to see the people that Mike and I uh already know or are are are like.

035You're going to see every person who applies. Uh that meeting will probably be members about three hours. We're going to come and we're going to have to spend some extended time uh working through looking at candidates, identifying the individuals you want to bring in for initial interviews. So, that's an important date to make sure it works for all members of the board. >> And as you stated earlier, it's people >> it's people that will all be in close session. That meeting will be a close session meeting. >> Thson, could you back up on the timeline to the September 30th date? It's that's the community input. >> What we were what we typically do >> question I think >> well the question is the board will only be involved in that five to six session or

036would you want to share the >> um uh the no what we will ask you to do and we'll get to this in just a moment. We ask you to appoint or nominate the people to meet with us. Uh but that is not uh it doesn't take the board's time here. >> Let me be blunt. My wife has me booked all day until about 4:00. >> Yeah. What we will give you that evening, if it's the board's pleasure, is just a quick report of what we heard during the day and then you'll get everything in writing. But it is not a meeting with the board. >> Uh the first serious meeting with the board is that October 15th date and we're going to spend hours uh looking at candidates and identifying who you want uh

037for initial interviews. So Mr. President, that's one date uh that we would flag to make sure it works for the full board. Uh then the week of October 20th to 25th is going to be a key week to identify maybe three days. Uh let's say first round interviews are typically five, six or seven individuals. That's that's pretty common. Um Mike and I recommend now it'll it'll be the board's prerogative but but we have a good process that are about twohour interviews with each candidate that are very structured that give every board member an opportunity to engage and is a pretty thorough uh discussion which Mike will speak to. If you do two twohour really intensive interviews each day, you're going to need about three days. You're going to need like a 5 to 7 or

038a 5:30 to 7:30 and then an 8 to 10 window or something like that each day for about three days that week. >> I say, Mr. President, also you don't have to do this, but we usually recommend like a Monday, Tuesday, Wednesday, or Tuesday, Wednesday, Thursday, or Thursday, Friday, Saturday. If you say, "We'll do one on Monday, we'll skip Tuesday, we'll do a couple on Wednesday, do one on Thursday, skip Friday." By the time you get to the end, it's kind of like who said what to us when I think you find compare. You're looking at comparative information. So if you can do those in and as David said in perhaps two twohour interviews each day for three days and you get six and that'll be the most intense time because the second round you

039usually just bring a couple of people back. Uh but the first the first round and that kind of becomes the challenge for you Mr. President to get dates for everybody uh that everybody can hang on to uh during football season and soccer season and everything else that's going on. But I I I would I think we'd recommend if you can do those on consecutive days, you'll be a lot happier than if you try to spread those out to the point that you're wondering, well, what did I hear? What did the first one say versus what did we hear last? So, something for you to think about if you can do that. >> I just want to make sure we're talking about 5 to 7 PM and not AM. Correct. >> Yes. Yes. Very much so.

040And then you'll note the following week is second round interviews. It's common to bring back two individuals uh for second round. >> Uh Mike can speak to that. Uh you're going to want them on different evenings. Uh this is typically a meeting when you'll uh your candidate will bring their spouse. uh you may have a a light meal, nothing fancy, but a just an opportunity to uh visit socially, learn a little more about them, and then you'll have another 2 or threeh hour interview with each one of them. So, you'll need two evenings, probably 5:30 to 8:30 or 9. And as Mike said, a Tuesday, Wednesday, or a Tuesday, Thursday, or Wednesday, th something like that. Uh and that's that week of October 22nd. uh 27th. So, those are uh the the board's going to

041spend a lot of time and we want your your community to know uh your hourly rate on this is is zero times a whole lot of hours is still zero. So, >> for the sake of the candidate, can I propose it's not on October 31st? >> Yeah. Yeah. Yeah. >> Yeah. Probably. Yeah. That's just that week. But yeah, if we can avoid that. Most of the boards we work with do this on a the first round like they'll do like Monday, Tuesday, Wednesday or Tuesday, Wednesday, Thursday. The second round >> they'll hit a Tuesday night and a Wednesday night or something like that. But but but that's that's up to your schedule and your calendar. We'll respect and we'll have the cal we'll have the candidates here when you say >> the dates and times

042are that you can meet. I have a quick question before we get ahead of ourselves and I know we're doing the scheduling thing but you had spoke earlier about um how you looking at recruiting candidates and you said you'd have already done uh proceeded with an online uh could you kind of tell me a little bit uh beyond the uh online job posting what is the strategy that we're doing to uh as we vetting candidates right now >> vetting or or recruiting >> recruiting sorry >> recruiting >> on the 19th we had probably about 40 or 50 letters go out to to u school leaders, school executives, most of them superintendents, but some deputy superintendent and uh that would probably be in districts larger than Goose Creek. Um but those are letters of what we

043call letters of invitation. Okay, >> this is the vacancy. This is where it's located. This is how many students. This is the kind of and we kind of give it's a chamber of commerce letter. It's basically advertising the district to them and why they should we'd love for them to consider it. It's invitation. Sometimes Dave and I follow those up with phone calls, but more often than not, we start getting phone calls from those letters. Uh we also do what we call nomination letters. And I'd say we're probably in the neighborhood of 50 or 60. Those go out sometimes to schoolboard members, sometimes to legislators, sometimes to foundations, sometimes to but people who are opinion leaders in public education, >> superintendent, >> sometimes superintendent, but who basically know know our marketplace, know who experienced leaders

044are and who people are that would and Dave and I like to think we have a nice robust network, but we're always looking for rising stars. We're always looking for people that, you know, may emerge. U and so we sometimes learn some some people we need to get to know better or we need to call, we need to talk to about that. Uh we always say to the boards, we hope you'll interview people from about three categories. One would be experienced superintendents who really have a lot of experience, some who maybe are in the power stroke of their career, and then a couple that may be rising stars. So you get a real good flavor of who are the people out there that that could really help help our children and help our district. But

045um in terms of recruiting and and that's the recruiting letters, the nomination letters, invitation letters. Also, as you know, this position is being advertised on texasd.com. It's also being advertised on the Texas Association School Administrators Career Center. And the new site, David, I forgot the name of it, but uh >> there's a third site that is now advertising superintendent vacancies. Uh and I get that for Randy, but it's a it's a very good site. They have nothing but but superintendent vacancies on that site, and it's on there as well. So, actually, we have three sites. The uh TASA Career Center and the Texas ISD.com center get a lot of hits. they get the most hits every day for people who are interested in professional growth. Uh but those went up those went up I believe

046August 19th or 20th something like that. Uh so the letters went out that week too. So we've had at least we've had it in the marketplace since that time. >> And as Mike said, we've already reached out to right at a hundred people either to consider applying or to nominate. tell us who they think are the strong candidates in their areas. >> Well, all total probably uh 90 Yeah, probably close to a hundred between people who got letters saying we want you to consider applying and people who got letters saying we want you to to to nominate some people. >> Tell us if there's somebody out there we ought to know about that you think. And we describe the district. Again, it's a Chamber of Commerce letter describing the district and and >> Yep. Miss

047Bratton, would you turn your microphone on, please? >> You have all that like for my like an assessment of our district financials. All Okay. >> Well, we probably need to say a word about that. That's not all in that letter, but you have a great staff that David and I got to meet with today. Thanks to to Randy. Uh, and we are I think you're going to see uh a website go out. Uh Kendall and Nancy were great today. And I think you're going to see a website go up that uh >> a link on your home >> a link that has your budget your caffer your audit uh that and if you approve >> performance data >> academic >> if you approve this calendar the calendar will be on there uh your public will

048be interested in that but the candidates will be very interested in it. They'll go and that'll give them a quick guide to look the district and look and see get information about your financials also about your performance. So, yeah, that's um I think you're we had a good meeting today with Randy and the team, communications team, and I think you you I was impressed by their sense of urgency. I'll just say that they they were they were they were very quick. >> Are we limited to Texas or are we is this one of these national like we've done before? uh people uh uh all of the advertisement that we have done to date is in Texas, but of course candidates outside of Texas who are looking to come to Texas regularly search these sites. >>

049Okay. >> And so uh we have we have not put any kind of limitation on it and we fully expect to get some some candidates from outside of Texas. >> Okay. >> Had one today from New Jersey >> that contacted me while I was driving down here. had a nice visit with the superintendent New Jersey outside of Atlantic City. >> David is correct. People >> people in other states follow Texas.com and they follow the >> TASA career center. Um, we could we could buy advertising on that. I'll be honest with you, Mr. Samson, I don't know that it's worth >> the cost to go national. the people who want to get to Texas, they know the professional sites to follow and and we have done searches and done one here with with a district here

050in Houston five or six years ago that did hire an out of state superintendent. So, they will show up. We always say this, >> whoever, and I told the the gentleman this today, we'd love to have your candidacy and it's a great district. the school Texas school accountability system and the Texas school finance system are very unique >> and a successful candidate is going to need to know and understand those and be able to discuss those with the board. So, uh, with that caution, we we we encourage anybody anywhere. I know we've had some individuals, excuse me, had applied before, but they were in Texas first and they moved to another state and they was trying to get back. >> We we keep PE we try to keep track of people who have left the

051state, seen the error of their ways and and want to come back. So >> that and that has happened with us. >> We we've recruited those >> several several times. We've had superintendents leave and they're back in Texas. >> Have come back. One went to one went to Oregon and I forgot one went to Georgia, but they're they're back in Texas. >> Came back. >> Um, Mr. President, on the calendar, you know, those so those interview weeks are going to be very intensive for the board. A lot of hours spent, a lot of lot of hard consideration and and real in-depth uh examination of individuals. Uh, you'll note the next week uh we have a week in there for background searches. uh I mean background checks that includes again a financial check. It'll include a

052social media check. It will include a required criminal background check which the district is required to perform. There is time to do a site visit if the board wants to do that. Uh we will candidly tell you those are becoming a lot less common. It used to be that the only way you could find out about a person would be to physically go to their community. We could find out a lot now uh without doing that but there is time if the board chooses to do that. And then one thing you'll see in that week that we have always done that I think is unique to our approach uh unlike other people that do searches. You cannot legally hire the person until you've done the 21day waiting uh period. Uh but we we spend some

053time on the front end making sure there's going to be a meeting of the minds. I'll put it that way. Uh we we think it's uh appropriate to to make sure that we have uh just just general understanding and agreement on the term the kind of the boundaries of of a deal even though it's not legally enforcable. Some people wait until you've named somebody publicly as the finalist to then start discussing contract terms. That that kind of creates some unusual dynamics. And so we we like to make sure we uh that we're going to be able to move forward uh and that both parties are going to be comfortable uh moving forward and we do that during that week. Uh you'll see that we have a date here back to what's what should be the

054board's calendars on November 10th to name your finalist. Uh and if that date needs to move a little bit, that's one that's that's probably an important date all board members uh will want to be present for. Um we are required by law to to name the person, wait at least 21 days before you can then legally employ them. Yeah, that would likely be the evening too that the candidate and spouse would be here to be u uh you were going to identify them and then they would >> be available to be in the district for visits during the 21-day period. You can come to the district for visits, meet staff, >> get acquainted meetings and that kind of thing and spend some time uh with the outgoing superintendent and with other people. Uh and then

055um and then when the 21-day period is over uh and they are officially employed and signed a contract, they can also return during that time. We leave a little 30-day period in there again for relocation uh because relocation is uh uh pretty big deal. And uh >> well, if if your new candidate is from outside the district and and and I want to stop here and say we don't want to presume you may have you may have outstanding internal candidates and we have we have a process to work through that uh so that so that they're considered well along with your external candidates. that an external candidate is not going to submit a resignation in their current job until the end of the 21-day period when they actually get employed here. So, um that's that

056again is just pretty obvious when we say it. Uh but uh so that kind of goes but as Mike said during the 21-day period it would be typical for them to be in the community and then if they're hired on uh December 1st uh from there between there and January 1, it it would be very common for them to be in the district uh one or two days a week on a on a day-by-day consulting basis. Uh again to work with uh Dr. O'Brien um get familiarized with the staff and and try to try to be in a position to hit the ground running when their contract begins in January. Uh and uh and again make make for a smooth handoff. So, Mr. President, that's that's kind of the calendar. We've tried to flag the

057days and and the periods in there that are going to be particularly important for the board to look at your own calendars uh and and be thinking about setting aside uh some some real blocks of time. That's frequently the hardest thing to do is is to uh is to get those times uh identified and for all for all of you because we know you're very busy people. >> I would agree with that. I came to this meeting tonight to u mail down a date for board training one date and I knew that would be difficult. You've hit us with quite a few that we have to do in addition to that. So I think that'll be the hardest. >> Uh before I go into the dates, let me just ask or just clarify. First round

058of interviews, those are in person. >> Those are in person. All typically all interviews uh are going to be in person. >> All right. Thank you. I didn't want to assume, but I was pretty sure that was the answer. Uh, at this time I would like to pull the board for the October 15th because that's the first date on my calendar. Uh, I show that's a Wednesday and Mr. Thompson is asking for about three hours of close session to review u the candidates >> and it'd be helpful if it's a date that you don't have anything else on on a board meeting because because >> correct it'll be for this only. >> Um, is anyone going to be out of town and completely unavailable on October 15th? So, this says 11:30 a.m. I will be

059coming in from out of town that day. I could do that afternoon, like 4ish, but I can't do 11:30. >> We're fine. We That was just We were just putting that on the date. >> I wanted to start with the date and then we'll don't time the date just later. >> I mean, a lot of boards don't even start those maybe till 5:30. We go to 8:30 or 9. I mean, we'll work with y'all >> depending on what else you have. But if I hope you don't have any shouldn't have any really that's a day to not schedule anything else really but as early as you want to start or late you know we'll start at 7 we'll start at 6 we'll start at 5 we'll start at 4 whenever you say whenever you say

060the board's ready then you post you post it and we'll be here >> I won't be driving back to Dallas that evening I promise you >> there's plenty of great places to stay in Baytown >> Miss Tims is good Mr. Mr. Samson, Mr. Clint, >> I'm good. Mr. Martinez, >> yes, I'm good. >> Yeah. >> And Mrs. Guy, >> I was no Amy was just pointing out to me that is fall break for the district. I mean, I I'm okay to come up. I don't have fall break, but um >> well, for this part, >> but I don't know if it matters. >> Dr. O'Brien does not need to be here for this part. >> Um >> with that being said, fall break, is that going to looking at. >> Oh, >> I don't know

061if I recommend that or not. >> Okay. >> I'd like to note that one of our trustees is absent at this time. Uh so I would like to go ahead and keep the October 15th as a tentative date. If board members will go ahead and reserve that in your calendar and what I'm hearing is an evening time would be better. Uh I join Miss Guy in saying evening is better for my schedule. >> Yeah. Would would 7 o'clock be a possibility? It' be 7 to 10. >> At least at least. >> Yeah, we we we would kindly say don't start too late because then you're going to be awfully tired by the time we get >> Mr. Moses said he was spending the night anyway. >> I will. I won't be. >> I frequently stay

062with Mike and he stays with me. We could wreck a pillow and a blanket. >> But I >> No, I'm going to be coming in from out of town that day. I have to work anyway. I want people to >> I'm I would be say set a time when you can all be there. This is pretty big. This is big. If it's six, seven, whatever you need to do to do it. >> We'll be here. >> Could we aim for maybe six o'clock and >> six? >> Okay. Let's tentatively put it six o'clock on October 15th. Of course, Mr. Renteria is not here right now and he is an integral part of this board and uh we need to afford him the same ability to be at this >> very important meeting. >> Yeah. >>

063Uh with that being said, let's move forward to the next uh set of dates. October 20th through 25th is tentatively for the first round of interviews. Will anyone be unavailable out of town during those days for sure? I'm just looking to see if you're going to be on a cruise between the 20th and the 25th. >> And and what we usually suggest to those interviews is the the first round interview are going to be pretty structured because you're interviewing uh multiple people. You want to make sure you get comparable information. These interviews are going to be pretty structured twohour interviews. So, u think about like as an example, a 5 to 7 and then a 7:30 to 9:30 or 5:30 to 7:30 and then an 8 to 10. Something uh if you're trying to accommodate

064after people get off work, you want to give yourself a little break in there to get a bike, go to the restroom, refresh, so you'll be ready for the next candidate. So, >> agreed. And and I'm not looking to set these dates, but just more or less see if we have any glaring conflicts at this point. >> And everyone's in town and mostly available during that week. >> Just an addendum to that one comment too. We will on the on October 15th when we have concluded identifying the pool that you'd like to interview. We won't be finished. We will also have time to prepare for the interview and we have a battery of questions that we will you don't have to use them but I think you'll find them very helpful uh in the process.

065Uh it's a pretty good examination of a lot of areas. >> What's that? >> Yeah, let's let us work on that but I think we can help. You'll also have the feedback from our community, right? >> And you'll also have all >> looking for the characteristics of the next superintendent. >> Yep. >> Okay. >> We'll make sure you're prepared. >> It it it looks like our timeline is >> doable. the second rail week. I know we made a comment about not doing it on Halloween, but do y'all know that uh if there are any parents out there wedding v venues are really cheap on Halloween because I'm going to be in a wedding on Halloween. >> So I >> Yeah, >> you just got you need two nights. You need two days you need two

066days that week. Yeah. Monday, Tuesday, Wednesday, Thursday. Pick it. Pick two nights. >> Your candidates would be very unlikely to come on a Friday. Be able to drink Friday for not only for the experience, but there's something called Friday night football that they probably have to be at. >> Well, Monday and Tuesday are good nights because most people and like students or anyone else and families if they have it's a church night. So, >> Monday and Tuesday, we can look at those Wednesdays. I'm good on that. >> Okay, Mr. Moses, Mr. Thompson, it looks like the timeline that you're proposing is amanable to the board. Uh tentative. Of course, the October dates are >> contingent upon the first date. >> All right. Well, then we'll let's if we can move on. The next big piece

067we'd like to discuss with you is uh community engagement. Uh we want uh to make sure there's plenty of opportunity uh for people in the district to share their thoughts and and then for us to organize those and present those to you in a way that'll be useful to the board. And uh we have some ways that we do community engagement that uh districts have found very useful for many years. And I'll turn it over to Dr. Moses uh to kind of walk through that process. I think you all have maybe have already seen this list of what we call focus group categories. We call them focus groups because they're guided conversations. David and I ask a series of questions and everybody that comes gets to talk usually four or five times. We don't ask

068them to come and listen to us talk. We ask them questions and we record uh everything they say >> without attribution. >> We write down everything they say without attribution. And then you get to see that. You get to hear the verbal report that afternoon and then later, a week or so later, you get a written report. But we found that to be better than what some people call open mic nights where everybody just gets up. The the conversations with your community have have been largely u applauded and that they've appreciated the opportunity. In order to accomplish that, we provide you a list of categories that we found work well. your stakeholders. If you each one of you appoint one person from each of those categories, we have 63 people with whom to meet. And

069usually he's in groups of about 15 or 20 people. Uh David and I there's a schedule on September 30th. You're not, as we said, not required to be there. In fact, we don't encourage you to come, but we come in the day before and then that day we meet in hour and a half segments with members of the community. We've already had the opportunity to visit with again the uh communications team today to set it and they have boilerplate letters to be sent out signed by the board of trust the president of the board inviting them to participate in this. We ask that we don't have every group is not made up of one group of say of teachers or parents. We want to mix them up and get a good rich conversation with everyone

070in the community. We meet with about an hour and a half with each group. We also during the day offer ourselves to meet with anybody that the communications team thinks we need to talk to from the media. If they don't think we that that's necessary, that's fine. We also want to meet with the senior staff and the direct report to the superintendent usually for about an hour or so and then we're available that afternoon to give the board late afternoon to give the board a summary of what we've heard to the extent that that's of interest to the members of the board. also invite invite your comments about attributities priorities and attributes that you have. >> But we we get there if you submit the names of the individuals in these categories um uh to

071Kendall or Nancy and with addresses usually email addresses helps and sometimes a cell phone helps. Um, >> you look like you're ready to >> Well, they're going to go directly to Miss Garcia and then Miss Garcia will work with the communication. >> No, no. In the interest of uh transparency, Dr. Moses, my apologies for addressing Mr. Moses before. >> Um, can we um announce these categories that you're proposing for our general public? >> So, absolutely. Nothing secret. >> Uh, it's it's a parent, a non-parent, taxpayer. those and those represent in case you you don't know in Harris County and Dallas County and Travis County across the state of Texas >> of the 30 million people that live in Texas uh 70% do not have adults >> of the adults do not have school age children.

072So, we always say it's important to have parent input, but the non-parent taxpayer is important. The business person or chamber of commerce uh representative, a representative of a faith-based institution, a teacher, uh an administrator or principal, whichever you would choose, a student. We have found the students to be very insightful. And the adults always find what the students have to say very interesting. And these are usually very good students that come and offer some um some good insights. Auxiliary staff members are important. Uh the people who um work outside the classroom. Uh they are important to be included. And then if you like to include an elected official or other opinion leader, uh that kind of rounds out the nine categories. And we've and I would say this to you, Mr. president, the members, if

073you think there is somebody else out there that we really need to make sure gets included after you've completed the list and you make sure that it's balanced and it's balanced across your community and and those stakeholders in your community, if you say, "Well, we've left off somebody that really needs to be that was a bond steering committee person or something." We >> former board member. >> Yeah. We'd say if you need to add somebody um and and it is nice if the groups are pretty close to the same. We talked to the staff about that today, but if somebody says, "I can't come at 8:30, but I could come at 10:30." Okay, let them come. We're not trying to exclude people. We're trying to include people. So, uh to the extent that we can

074maintain a little bit of balance in the size of the groups, we'd like to do that. But uh mostly we want to get the people you nominate uh included to the greatest degree possible. >> Um Mr. President, after all of the board members submit the names um and and we know y'all have have had a lot of u uh activity in committees u in the district. So, this is probably something y'all y'all are well uh set up to do and and to do quickly. Uh if you have any overlap of names, you probably want the board president or your staff to review to make sure uh that all areas of the district are appropriately represented that uh we get elementary, secondary, uh that we have a good representation of the whole community. Um if somebody

075can't come uh then obviously people could could nominate another person. Uh if you have duplicates give somebody an opportunity to uh put in another candidate. U so so there's probably a day or two just to review the list after everybody gets their their list in just to make sure you've got got a got the group you need. But I think y'all y'all probably have done a lot of this lately and you've you've probably got a good process to start quickly on. >> We would just encourage you to to try to get this done in the next three to four days, four or five days. So we I think the sooner you get the letters of invitation out, the the higher percentage of participation you will have. People have this and most people say, "Oh, I

076want to go to that. I want to I'd like to I'd like to hear what's being discussed on that subject." But I think the sooner you can get get your names with their contact information to the staff and they can get the letters out, you will have a high you will have a higher level of participation. >> Then talk about the surveys. >> Well, before we go to the surveys, let's talk a date. Well, you said three or four days. We are currently at September 8th. Um give give us a hard date that you're looking for all these. Friday the 12th. Friday. >> I'd have those no later than and then that way they could get those out early next week, which would give everybody at least two weeks notice >> and then a week

077to do a followup >> and and if they want if they have time to send call some people they haven't heard from. If you give them a cell number and you give them whatever contact information you can, we just we we want to be respectful of the staff, but I think the idea is to get the highest level of participation that you can. And and what do you tell a trustee that may or may not know an elected official or opinion leader or business person or something that they can't fill every nine slots? Are they welcome to fill it with someone else that they feel? >> If not, then nominate someone they're comfortable nominating. >> Okay. Thank you for that. The the real goal is you want to have a good representative cross-section of the

078community and people who are opinion leaders who maybe who who are good reflections of of of what what your community thinks. All right, one final question on the focus group categories. Um, we talk about students. Uh, what would be the appropriate grade level? Obviously, we wouldn't put a kindergarten student in there, although I've I've sat on committees uh with students and they talk freely and openly and give you the God's honest truth about everything. But what would be the appropriate grade level uh for this? >> I would honestly say think about juniors and seniors. We've had some younger than that, but it's it's juniors and seniors are going to give you good input and and they're >> somebody has a sophomore that they think, you know, we really need to get in. We're we're not

079going to we're not going to say, well, you know, you shouldn't be in here to anybody. But I I think David's correct. I think that's a it's good to shoot for for your 11th and 12th grade students if you can. >> Thank you. >> You want to talk about the survey? You want me to? >> Well, let's just any Mr. Chairman, are we ready to talk about the kind of what comes after that? >> We we're ready to keep on going. >> All right. Real quick, a >> ton of questions, but this this is really an important process for us. >> Yes, we we understand hope hope we're helping helping the board the next uh after the >> after the focus groups. There'll be there may be people that say to you or say to

080a focus group member or say to someone, "Boy, I didn't get I wish I could have gone and participated in that. I wish I could have uh offered some some thoughts. We recommend take this questions that that we pose in this conversation. Uh we have it's a guided conversation and put those on the district's website in a form the district usually uses for in a survey format and put them up for a week and let anybody that wants to and and and advertise it in the district newsletters or however the district advertises on the website that you'd like to participate. parent survey. It's on the go to this length and uh or not just parent but citizen survey would be the more appropriate term and participate. Uh and I wouldn't leave it up. We usually

081don't recommend districts don't leave it up more than about a week because first of all we're going to start running toward that latter part of the surge and secondly we want to get the data so the board can look at it and after a week or so it kind of runs out of steam. It's kind of it's kind of uh if people want to participate, they've had the opportunity to do that. But then I think that gives everyone a chance to say that if you had thoughts to offer, there was an opportunity to do so. >> And and our experience is you get a lot more participation doing it this way than with the traditional open mic night. You know, because if if you do the open mic night, you're limited to people whose schedules

082allow them to come at that point and at that at that place in time. The the survey allows some people to do it at 5:30 in the morning and others to do it at 10:30 at night. And and so we find you get a lot more community engagement uh when we do it that way. That's that's been our experience. Um so, Mr. President, just to sum up and board, advertisements are up. Uh we're talking to candidates. We're already receiving some applicants. Uh we have a month left to actively recruit. Uh and we expect to have a very good group of of uh candidates for the board's consideration. Uh I think we we appreciate very much the board's work on the timeline tonight. I think that will be very helpful. Your staff has been very helpful

083today in terms of getting a link up on your homepage. There's going to be good information about the search both for candidates and for your community that that will be helpful. Uh we've talked about community engagement. Um and so uh if there are other things that y'all want to talk about in terms of process, we would be happy to respond to those. But I I think we've covered a lot of ground tonight. We appreciate your comments and we will say we know you have a closed session later and so if there's if there's an opportunity to talk about again process in public, people in private uh we can have that conversation in close session uh a little bit later on in your meeting at the board's at the board's pleasure. And >> Mr. President, thank

084you for rearranging the board agenda this evening. Appreciate that very much and I will be staying overnight in the future to any for our future meetings. Thank you. Before we turn you loose, u start with Miss Brattons. Any questions, comments for the panel? >> Microphone again, please. I'm sorry. >> On as we do the rounds and move it, I'm I'm confused like the first round of interviews and the second round of interviews. Would that be different candidates or you mean the second round of the first round people? >> You you usually Once the first round is probably going to be five, six or seven people. Let's just say six. >> After you've done that, we will we'll give you a process that we will say right after you've finished your last interview to then the

085board will meet I mean immediately thereafter and say, "Okay, who are a couple people that we really want to bring back for the second round?" But what if no one meets our standards in the first round and whether we >> and you'll you'll need to David and I will need to come back and we'll we'll have another We're not through until you're through. >> Okay. >> And I think you all know this from our pro proposal. We don't send you a bill until this is done. We don't nickel and dime you during the search. We we will we are with you until the job is done. If you were if you were totally dissatisfied with the pool, we'd come back and talk about where we what we need to do and where we need to

086go to get get people that meet the standard. Great question. Thank you. Any further questions, Miss Bars? Mr. Samson, Mr. Clint? >> No. Thank you very much, >> Mr. Martinez. >> Mrs. Guy, Miss Garcia, Dr. Brian, any questions concerning this for you? >> Well, I just wanted to ask um the consultant firm, do you know what our district theme is in regards to our branding? >> Well, great question. >> I picked up your brochure today. >> We grow giants. >> There. There you go. >> And so, that helps you with your >> looking at it over here. >> That's right. It helps you with selection. Every candidate must be 6'6 or taller. >> Sounds good to me. No, seriously, I just wanted to thank you for lending the district your expertise and your wealth of

087knowledge that you have for many of the leaders across our great state. And uh thank you for the clear and thorough presentation tonight. >> Thank you, Dr. O'Brien. And I'll close with this. Um I have no doubt that myself and my six colleagues, uh seven counting Dr. O'Brien, but it's really the team of seven that are hiring the next superintendent. Uh, I have no doubt that this board is absolutely committed to being fair, being transparent, being thorough, and finding the best possible candidate out there for Goose Creek because we do grow giants and this position is going to affect every person in this community for years to come. Uh, so with that, thank you so much for uh your leadership on this process and we look forward to working with you moving forward. >> Thank

088you. >> Same for you. Same for us. Thank you very very much. We appreciate it. >> Thank you, gentlemen. Feel like we need a break after that. Okay. Now, we will resume the regular order of the agenda and we will resume with item six. Dr. O'Brien, I'll turn it over to you for superintendent report. >> Yes, sir. Before I announce that, I just wanted to let our consultants know as they exit the room that not only do we have our district office staff here tonight, but we have many of our campus leaders uh here in the audience with us. So, our principles are here as well. They were able to hear it firsthand from you. Thank you. The first presentation we'll have under superintendent report this evening is the graduation and scholarship update. We have

089a committee coming up to share much of this information with you. Do any board members need a 10-minute recess? >> Yes. >> We're going to take a fivem minute recess while y'all prepare. >> The time is 7:14. >> The time is now 7:21 and we will resume our meeting. Dr. O'Brien, the floor is yours. >> President Campy. 61. >> Dr. O'Brien, would you introduce your panel, please, sir? >> Superintendent report. >> We ready? >> Okay. Good evening, President Campy, Dr. O'Brien, and board members. We are here to go over um graduation update, which means you should start thinking about graduation right now. >> Getting that time in that my principles would definitely say this. So, um so overview of the district. We graduated graduates. We had 131 associates degrees. We had 101 core complete. And

090this is a whopping 23,174 in attendance. So, I'm going to give you a little um a little cliffnotee overview that we want to share with you. the difference between how we get our CCMR accountability and how we get outcome bonus money um in a budget deficit year. I know that it's important to look at all avenues of revenue. So if you look at this slide, it tells you how you get CCMR that is only count for accountability. But when you look at the outcome bonus for college ready, they have to own um earn an associates degree or meet TSIA and enter into college immediately the fall semester of their graduation year. To be career ready, they meet TSIA and they earn a level one or level two certification, which is most of our students at

091Stuart Career, and you'll hear a little bit about that in a minute. or we meet TSIA and we earn industrybased certification. And the other mark that we look at is being military ready. That had been taken off the table for a while and now with the collection of the DD4 forms, it's back on, but it does not qualify for outcome bonus money only for college readiness. So, I'm going to move and explain that bonus money. So, the way TA has raised those thresh thresholds, sorry about that. um on the students who are economically disadvantaged up to 11% we do not get extra funds for but anything over 11% of our annual graduates you get $5,000 bonus money for of the students who do not meet the economically disadvantaged label they give you a threshold of

09224% so the first 24% we do not see receive any extra bonus money. Anything over 24% is $3,000. And then you get a bonus for any student who's actually labeled a special education of a $2,000. So you'll look at the bottom of the district data. There were 75 students over the threshold of that are economically disadvantaged, which equals $375,000 that the district earned. And then non-economically disadvantaged, there were 32 students above that threshold at a $96,000. And then the sped students, you see, those are $14,000 with extra $2,000 bonus. I would like for you to notice that the biggest um amount of money came from our economically disadvantaged students, which are typically our firstgen and students of color. So, we're very excited about that. that equaled a $481,000 outcome bonus return for the district. So,

093we're excited to share that with you. Any question over that? And I'm going to pass it on. >> Well, it's in Bridget has that fund. >> Yes. Okay. For our impact class of 2025, um we had 95 graduates and community members in attendance, we had 1,23. >> Okay. And our total class scholarship was 2,79,755. Um, our percentage of students with nine college hours, we had nine 95 students total, which was 100%. Our percentage of students or our number of students graduating with 24 hours, we had 91 total, and that's at 96%. And then our percent of uh students graduating core complete, we had four students, which equaled 4%. And then our percentage of students that graduated with associates degrees, we had 61 total. Um, and there were some that finished over the summer. So, we

094had 64% of those students that earned associates degrees. And then our predicted outcome bonus for that campus was 181,000. For Stuart career, we had 99 graduates and in attendance, we had 1,400. If you see the asterk beside that, we were over capacity at Lee College. So, we'll have to have discussions as maybe limiting numbers of family members for graduates andor a different um place for graduation. >> Yes, sir. That was part of the discussion. >> Okay. Our class scholarship total for Stuart was 859,415. Um 92% of those students earned nine college hours or more. 90% of those students earned 24 hours or more. And then 83% of those earned a college certificate. 16% were graduating core complete. And then 31% of those students graduated with associates degrees. >> They did receive 144 industry based certifications

095with the top two areas being a agriculture at 76 and automotives at 35. >> And I missed something very important. I want to make sure everybody knows who my team is. So this is Jennifer Foh over our counseling Leslie Garcia special projects graduation and Leah Miller for CTE. Okay. For Sterling High School, we had 468 graduates. Community members in attendance, we had 6,627. And our class scholarship total for Sterling was 9,12,884. They had 61 students graduating at 13% of their total with nine um earning nine college hours or more. They had 14 students total which was 3% of their students graduating with 24 hours. They did not have any earn a college level certificate. They had three students graduating core complete which um was a little less than 1%. And then they had one student

096earning an associates degree which was a little less than that 1%. And the IBC's for that campus totaled at 366, which the top two areas we had Microsoft Office at 279 and NCC core at 107. And then their predicted outcome bonus was 88,000. >> For Lee High School, we had 437 graduates and in attendance, our community members, we had 5,187. And then Lee's scholarship total was $5,28,54. They had 37% of their students earning nine or more college hours, 19% of their students earning 24 college hours and then 5% earning a college certificate. They had 3% students graduating core complete and then a little less than 1% um which was one student that graduated with an associates degree >> and 158 industry based certifications which the top two for that campus floral design at 62 and

097Microsoft Office at 52 >> and then their predicted outcome bonus was 47,000. >> Okay, last but not least is GCM. We had 536 graduates and community members in attendance is 8,717. >> And then GCM scholarships total was 10 10,632,120. They had 34% of their students earning nine college hours or more. 23% of their students graduating with 24 more hours. 2% earned a college certificate. They had 4% of their students graduating cork complete. and then 5% of their students that graduated with their associates. >> 214 industry based certifications in the top two areas for that campus. 149 Microsoft Office and 29 NCCR core. >> Before we move away from this data, would you help me understand the difference between a college certificate and an industry basis? >> Yes. So the college certificates are the workforce dual

098credit programs like Stuart the welding. So at their sophomore year, they graduate with 16 hours and walk at Lee College in the fall. So that's like a level one college certificate. And then at the end of their senior year, they can get their level two college certificate. So the industry based certification is a test. So with um NCC, which is an outside agency, they test and those are skill-based tests. >> But a college So not but so a college certificate is another thing to get me into the workforce >> and it's dual credit. Yes sir. >> Thank you very much. >> Okay. So some celebrations that we have is this year we've moved our photography process for graduation to Gentry. Um and that worked very well alleviating the lines on the side of the the

099sidelines and making sure that we got quality pictures for our students. um with support from our police department um and the parent shuttles, we were able to clear up a lot of the traffic that we've had issues with in the past. And we are also very grateful for the fieldhouse that we were able to utilize um for hospitality and housing um all of our special guests for graduation. >> Okay. And then we increased our scholarship total. We actually had a goal of 22 million and exceeded that to 27. And then we had the nearly 500,000 in the CCR CCMR outcome bonus money. >> And then just to highlight again, our digital communications academy students and our HVAC students received their college certificate for the first time this graduating cohort. And if you have not made

100it out to Stalworth, you really should take a tour out there. Our digital communication students are doing all the AV for that uh for the field events and it's amazing. They're doing a great job. Okay. So, for some opportunities that we have, um we'll continue to look at the graduation stage and continuously downscale. Um it's very important. Uh yes. And then, um one of the things that we're going to be incorporating this next year for Giant Con is dual credit orientation for our staff. So, they'll get their workday on that Friday. >> Okay. And then, um we are offering college 101 night. It was going to be just at GCM. our CCA our CCR counselor was organizing that and all of the counselors decided that we want to have that and that night is actually

101November 11th and so it's going to we decided on sessions today on just information for parents general information on FASA general information on college applications two-year versus four-year universities so we're working on that we're excited to offer offer that to our families and then also we want to make sure that we expand those opportunities to make sure that Stuart and REL students are offer awarded the same um scholarship information. And then um also um our goal is that 25% of our graduating class earns 24 dual credit hours for each campus. And so that's our focus for this upcoming year for this year. >> And then we are working with Lee College to develop that level one certificate in logistics and process technology. Uh so that'll be ready next school year >> and to preventatively spray

102for flying insects. Yes, sir. Noted. >> Just just an idea. >> Okay. So, mark your calendars. This next year for graduation 2026, it'll start on May the 19th. Um, we'll do our early college high schools. May the 20th, we'll graduate Sterling. May 21st, Lee, and then May 22nd, Goose Creek Memorial. So, please be ready. >> So, for Stuart, do we have a plan for this year if we're still going to do it at Lee College this year? We're going to have those discussions with our committee to see if we want to limit the number that they can bring to Lee College and or just utilize Stalworth because it will be set up and ready for the rest of graduations. >> Okay. So, lastly, I want to share uh we did summer testing retesting this summer

103and we um as a district resubmitted 25 of those tests that met kind of a criteria for us for English one and English two only. And of those tests, 10 10 of those came back improved. So we sent 15 tests back for ELA 1, seven improved and six moved from did not meets to approaches. So they are now graduating. Um English 2 we had 10 tests, three improved, two move from did not meets to approaches. So that means that seven students now meet EOCC graduation requirements and six students had zer for their AI score through TA and they came up to passing. So just some information to share from this summer. >> That's it. Any questions for the group? Excuse me. I got a question. Um, another district that's north of us have not this

104way, that's east. North of us have kids taking dual credits that are coming out as South Moors and going to college and becoming South Moors and then graduating at 19. Uh, do we keep a record of any kids that we have that are coming out of, you know, our district that have taken enough dual credits that when they go to another college, I'm not talking about going to Lee College, but I'm saying going to a 4-year university and becoming a sophomore. Do we have any kind of data on that or do we even >> Yes. So if you look at the GCM screen, that's just the last one. That's what that's what we're doing is tracking these students. So when a student comes in with 24 hours, they're going in close to a sophomore. So

105it's usually 12 hours a semester. So that means that that student, this district has provided that student with 24 college hours. They're they've missed their entire first year of college. Most of these students are are going straight into four-year universities and many of those we've hired back before they're even 21 years old to teach in the districts. >> Right? >> So, if you look at impact, that school was built um just so we could graduate those students with associates degrees and continue either to finish their associates degree or to get four-year. So, if you'll notice, you have um 96% of those students graduating with 24 hours and 64% of those students graduated with an associates degree. So, we are tracking all of those students. [Music] >> We Mr. Samson, I'm really excited to say we're

106probably above the national average and what we do with dual credit here and it's a testimony to what you do on the board as supporting that, but we um we do a lot of really really good things with our kids. >> Now, this is at impact, right? >> Well, this is every one of the campuses. >> Okay. for >> but that's at impact. >> But that's what I'm asking. >> Okay. Now go to the next one. But I'm not asking about the focus. I'm asking about how many it's there every campus that >> So Mr. understand. If you look at Lee High School, um there's 83 students out of the hund out of 437, there was 83 students that graduated with a full year of college before they graduated high school. >> Yeah, that that's

107what my interest was. I was just curious. I I saw the impact and I saw the other ones, but I was interested in how many came out of the regular school that weren't at impact or the other, you know, but traditional high school, >> right? And so I'm really excited. I'm proud of Lee. They have really um worked the last few years to increase their number of students taking dual credit. We have some dual credit HVAC programs over there as well. And so we are seeing um a big increase at Lee High School with their numbers as well. >> Okay, I see you now, Miss Clint. >> Okay, good. >> Okay, sorry. That's what I was asking. >> I hope that helped. Any other questions? Okay, thank you. >> Thank you all very much. And

108don't go very far, Miss Jackson. We have next up is our GCCSD 2425 accountability ratings and distinctions. >> Have a few other administrators joining her. >> I know you can't hear. >> Y'all look familiar, but go ahead and introduce yourself. >> James Husband, district uh testing coordinator. Karen Thomas, our executive director. >> Sandy Conquin, executive director. >> Kevin Foxworth, our executive. >> Okay. So, we are going to now review the 2425 accountability ratings and distinctions for y'all tonight. >> Okay. So, we wanted to start off by just giving you um a brief overview of what we presented to you in July. Um, in July we presented the subjects compared to the state that that was released in June and we presented that to you guys in July. In August, um, the middle of August, uh,

109TA released uh, accountability ratings for 2324 and 2425. And that's kind of what we're going to talk about tonight. But we wanted you guys to know that um, the state the state does not compare districts like it does campuses. Campuses have a 4040 comparison group. Um, as far as when we compare uh districts to districts, we have to do that leg work and kind of just see who we are going to compare to and look at those scores and kind of present them to you. So, that's what we're going to do tonight. Okay. So, these are the surrounding uh ratings from the districts around us. So, we have up on the screen um the schools that rated an A. Then we have the schools that rated a B, which is where I want us to

110be. I really want us to be an A, but definitely that. And so we'll go through. And then Goose Creek is on the list that we have that is a C. And just because I didn't include the names of the districts that were below a C. So overall, how did we do? Um TW, they just released 23 24 and 2425. So um our score for 23 24 was a 78. We maintained the 78. We saw an increase by two two points for the high school from an 84 to an 86. We saw a threepoint decrease in our junior high which is we know that's going to have to be a focus. And you remember from last year, we put a hard focus on elementary because that's where we saw a real dip at 69% and

111we did see a 4 point increase to 73, but the work is not near done. Um, we want to see that overall district rating as an A. >> And so, um, our campuses do receive distinctions and so we wanted to kind of highlight some of those. So, out of the 28 eligible campuses, 11 of those, which is about 39% of our campuses, received at least one distinction. Um, to break that down even more, out of elementary, that five out of the 16 elementary schools earned at least one distinction. Uh, junior high, one out of the six earned at least one distinction. At the high school level, five out of the six eligible campuses earned at least one distinction. And so those distinctions there are seven distinctions they they can um earn. Um it's academic achievement

112in ROA, academic achievement in math, academic achievement in science, um academic achievement in social studies. So the four those four core top 25% academic growth um and top 25% closing the gaps and then postsecary readiness. And you'll see the number of campuses that received um each one of those distinctions to celebrate um the these are the campuses that actually um earned the distinctions. So um Impact, Sterling, Highlands Jr., Travis, Banwell, Seno all earned one distinction. Goodre Memorial and Lee earned two distinctions. Clark and Crockett earned three distinctions and Steuart earned four distinctions. >> Could I stop your presentation at this time and read that again? in and could I have the representatives from those campuses stand up when he calls your name? >> So the campuses that received one distinction Impact Sterling Holland Jr. Travis

113and Saninto, two distinctions, Goose Creek Memorial and Lee. Three distinctions, Clark and Crockett. And four distinctions, Stewart. [Applause] So, we're very proud of our progress this year and we're excited um that we're going to be able to celebrate some of our campuses. We're going to um recognize them for the following achievements for 2425. So, if you earned an overall rating of A or B, we will be celebrating your campus. Uh if you received a state distinction, they will be celebrated. And we have some campuses who had an overall growth of five or more points. And so we'll also be celebrating those campuses. >> Okay. So out of our 29 eligible campuses, 17 of them or 59% are going to be celebrated. So that's more than half of our campuses are hitting the mark. There's good

114momentum. There's uh really due to strong teacher collaboration and intervention strategies and just good strong leadership. Elementary had nine out of 16 which is 57% is going to be celebrated. Uh couple couple elementaryaries had doubledigit growth. Uh shout out to Clark Buouie and Travis Travis who had tremendous growth. [Applause] Our junior high as Susan said we know this is area focus but one of our one of our out of six are going to be celebrated. We have a great uh strong junior high leadership uh group and they are up to the challenge and um so we're excited about what's coming that way. Our high schools are seven out of seven 100% of our high schools are going to be celebrated. Well, that's a major accomplishment and just a tremendous work that the high schools uh

115continue to do. All right. So, Kevin uh stole a little bit of my thunder, but it's important enough to celebrate again. So, um as you see up here, um each of the campuses need to be given a shout out. Um started with Asheville Smith a 9point growth and uh we worked really hard with him this year and the principal there is a great leader, Miss Gordon. She's doing an excellent job. Ben Welos. Um yes, give it up. Uh Ben Welos had uh one one distinction as we celebrated. Buoy had along with Clark had the biggest gain last year of 21 points overall in growth. So, Principal Buouie is Mr. uh McLemore and then uh at Clark, Miss Shite. So, great job. Also at Carver Elementary, another campus we've been working really closely with, had an

116eight-point growth. Uh Crockett uh yeah, great job, Carver. Miss Anoan's campus uh received a B and three distinctions. [Applause] Yes. Uh, Desavala had 10point growth. [Applause] Sanjac had one distinction. [Applause] And our large second largest growth is Travis with 19 points and also distinction. Great job, Travis. Dr. Liius, I'm gonna I'm gonna jump back to Clark. We we mentioned that they had a 21 point growth, but also they had that three distinctions which I think is important to recognize as well. Highlands Jr. one distinction. Goose Creek Memorial a B with two distinctions. [Applause] Impact has an A with one distinction. Lee a B with two distinctions. Uh Peter Eh Highland now the Empire Academy has an A. Sterling with a B and one distinction. Stuart with an A and four distinctions. And our virtual academy

117had a 9-point growth this year. So, we're really excited about that. And as uh Miss Jackson said, um we are doing great, but we are looking forward to uh even more growth this year. >> Any questions for the team? Okay, we tried to sail through this for you. >> Thank you very much team. Our next presentation will be from benefits be giving us an update about what the future looks like for benefits of all employees in Goose Creek. Dr. Ellen Acres will be joined by Bridget Clark, our CFO. >> Okay. Good evening, President Kesi. Dr. O'Brien Board. Thank you for having us. This will be short and sweet because it's getting real close to my bedtime. Um, so um, but I think I have really great news for you tonight and I think you're going

118to be very pleased with what we have. So, it is time to renew our medical and our voluntary products. I actually did not include a slide, but I did want to let you know that our voluntary products, um, which is like our cancer, accident, disability, um, FFGA has done an amazing job for us and they locked in a three-year guarantee for me on those rates. So, all of those products will stay exactly the same and there'll be no rate increase for our employees on those products. So, very happy and they did a phenomenal job on our enrollment last year. They'll be doing that this year with the communications and our on-site enrollers at every single location in the district. So, I'm very excited to continue to work with them. Their customer service has been outstanding.

119So, as we looked at our medical plan and making a decision, these are some of the numbers that we look at and um without going into the weeds, essentially we look at how many members we have covered and then we take those claims, divide that out and determine what is our per employee per month cost. So when I came to you last year, we anticipated there that our per employee per month cost would be about $949. Um we have run our projections based on 7 months worth of claims through July. It looks like that that is going to come in lower at 913. So it looked like when we met last fall, the district was going to need to subsidize about 40% of our plan uh for about 6.8 8 million. Uh the newest projections

120are showing that we're going to come in about 800,000 under budget with that at about 6 million. So very excited with that. Again, uh big shout out to Blue Cross, Blue Shield, and to Gallagher. Um they have both provided outstanding customer service for us. So, as we begin to look at this year, um, please keep in mind that the industry analysts are saying that medical insurance premiums are going to go up at least 10% in perpetuity. So, we know that the cost of medical care is going to continue to rise and that was forefront in our mind. We were trying to design a plan that would maintain integrity for our employees uh, and still be affordable for us as a district. So, as we looked at next year, our first projection for 2026, you can

121see that the estimated cost, and this is based on a 6.9% medical increase and a 12.1% pharmacy increase, looks like that per employee per month cost would be about $1,043, meaning the district would have to subsidize about $9.2 million. But there is good news. Uh that good news is as you remember five years ago we opted out of TRS. Uh the rates were going up dramatically. I think at that time it's my understanding the board said let's do something else. Um because they they were not only were the rates going up, they really were not transparent about why. Um this is our year. We so when we opted out of TRS, we were locked out for five years. And this is our year to rejoin if we wish to. And here's what I want you

122to notice about that. So if you look at our projection for January 1st, if we run a short plan year through August 31st, we're still going to have that 9.2 million that we're going to have to subsidize. But effective September 1st of next year when we could move into TRS, we would move from being self-insured to being fully insured. And if you look at that bottom line number, the additional district subsidy on the fully insured, you can see how much money that we would be able to save. So, first I want to talk about So, we talked about if with your blessing we moved to TRS uh next fall, what could we do to make this transition easiest for our employees? And in working with Gallagher and Blue Cross, we're able to maintain our plans

123exactly as they are. So, we'll continue to offer the high deductible PO and the standard and enhanced HMO. Typically, when a district is trying to control cost, one of the things they'll do is pass that on to their employees through higher deductibles, higher out-ofpocket, um, higher family maximums. We are proposing tonight that we we do none of these things, that we have no changes for our employees and our plan design. And even more exciting, and I think the thing our employees would be the most excited for, is that we would have no rate increase. So for one of the first times their raise would actually be a raise this year which would be very very exciting. So if we do that and we move to TRS just a little information that I wanted to show

124you about what that might look like. Now here's the caveat. TRS is going out for proposal this fall. um they will not make a decision on what their plan will be until their February board meeting. We do have to opt in before December 31st, but I can pretty much assure you that every district surrounding us that opted out like we did will opt back in. Um, so I think you'll see a lot of continuity in the medical plans around us. And because we won't have to subsidize that $9 million, then we'll be able to make adjustments on what the district contribution is to try to keep those premiums very affordable for our employees. And we haven't increased that amount in quite some time. So that would be something we would want to look at. um

125looking at their what they have uh their premiums have been and what their rate growth has been for the past three years from 23 to 25. Um you see those numbers there. Their primary plan is comparable to our standard, the primary plus comparable to enhanced and the high deductible like our high deductible. So if we moved in right now, if we were able to, on the bottom portion of that slide, you can see what the increase for our employees would be in premium. Looking at the two plans, you'll see that they're very comparable. Um, actually, many of the deductibles and out-ofpocket expenses are less on the TRS plan for our employees. But what I think is most telling is when you look here um if we were to move again for illustrative purposes estimating what

126those premiums might be based on industry increases. You'll see the ones in red. So our employees on the high deductible plan. This would be their increase if we were able to do it right now. But everything you see in green, which is primarily um our employees who have their spouses and children and families covered, they would actually pay less in their premiums. So the green means that the premium would be less for them. The red means it would be higher. And again, we would have the flexibility on our district contribution to go in and make up some of those differences as well. And then I do have an appendix for you that just lists it's the same information I have shared with you before previously just on what other districts offer and what those plans

127look like. So, what we're asking tonight, um, as you look at the agenda items to vote on, uh, the action items are that we run a short plan year, which would be from January 1st until August 31st, continuing with our Blue Cross Blue Shield product and our um, voluntary products, keeping the premiums and the plan designs the same, and then moving into TRS next fall. Do you have any questions for us? >> Well done. >> Thank you. >> One quick question. Moving back into TRS, um will we get the same assurance uh they would give us again like um it would be like they would maintain for so many years or so much time uh the pricing that they have. They won't give us any guarantees. >> I doubt it. Um, the last I heard,

128um, the claims they paid for this past year were in the neighborhood of $250 billion dollar. Um, so I imagine they'll probably have rate increases each year, just as we would if we continued as a self-insured entity, >> right? But they will, but I think notification should be better with them and communications after everybody opt out of them and coming back. Did they come to you about coming back and kind of give you a better >> Yes, indeed. they um they basically sent the district notification that we were eligible to opt back in uh September 1st of next year. Um I am attending uh a webinar this Friday to get more information and I can continue to update that for you as we as we get it. >> I think an important point that uh

129Dr. acres made was when the TRS rates began to spike, they had been pretty stable, one or two percentage points difference from year to year for several years. And then when the board took this action five years ago or more, uh the rates had gone up 10% for three consecutive years without notification, without explanation. It just went up and it was based upon claims. So, we don't question the states or the TRS's need to do so, but it was very, very poorly explained to school districts, many of whom I know over 100 school districts pulled out >> and went with self-insured. So, it was worth the effort to try to save our um our employees money on their insurance costs. Uh, however, as we have piloted various programs, it's come out to about the same

130as it would have been if we' have stayed. So going back is seems like a logical thing to do because it provides stability for the school district and it provides consistency for employees. >> I think the key part of that is the shift of the risk. Right now as a self-funded entity we are assuming all the risk um and you know a couple of premature babies and a heart transplant and and you're really in trouble in that claims area. But by shifting to TRS, that shifts the risk to them and hopefully allows us to have funds to do more things for our students and our teachers. All right, thank you so much. >> Thank you'all. All right. And that concludes superintendent reports. We will move on to item seven, action items. Dr. O'Brien. >> Yes.

131As the board has been presented, action item 7A is consideration to approve the agreement between the office of the governor, Goose Creek Consolidated Independent School District and NRGC or Bio5 LLC for limitation on taxable value for school district maintenance and operations at Valerum Taxes and acknowledge the guarantee agreement between the office of the governor and NRG Energy Inc. Um, this is the item that we have discussed previously that was formerly uh termed as a 313 agreement and is now termed as a 403 agreement and uh it is at the pleasure of the board on whether to take action to authorize this u agreement between the governor and the business entity. >> Thank you Dr. O'Brien. What is the pleasure of the board on 7A? >> I'll move to approve the agreement. I'll second. >> I

132have a motion to approve the agreement by Mrs. Guy and a second by Mr. Martinez. Any discussion on this item? Hearing none. All in favor? Show of hands. Seeing 64. Motion passes. Dr. O'Brien. 7B. Consideration of a consent agenda. >> Yes, Mr. President. You may notice there's several principles in the audience this evening. They've been here. We're glad they were here to receive some accolades and recognition, but they'll also be here to answer any questions that may come up during the consent agenda. Uh if not, principles, you would be dismissed after this next vote, but I'll bring before the board at this time action item 7B, consideration of consent. Number one, 2526 district campus improvement plans. Number two, Senate Bill 12, resolution relating to parental rights and public education. Number three, recommended 2530 district strategic

133plan as presented. Number four, 2026 medical and supplemental insurance rates. Number five, re-entry into TRS medical insurance effective September 1st, 2026. Number six, school health advisory council are shack member appointments, roster included. Number seven, proposed revision to EHDC local alternative methods for earning credit by examination without prior instruction as proposed. Number eight, adoption of resolution regarding extracurricular status of 4H members in Chambers County and Harris County and consideration of them as adjunct faculty agreement resolution nominating the candidates for a position on the Sorry, I ran that two things together. adjunct faculty agreement as presented. And then number nine, um the consent agenda item, resolution nominating candidates for a position on the board of directors of the Harris Central Appraisal District. Number 10, resolution of the Goose Creek CSD Board of Trustees for the purpose of

134nominating a representative to serve on the Chamber County Appraisal Board of Directors and casting votes via attached certification of ballot. Number 11, participation in the interlocal agreement between region 4 Education Service Center and Goose Creek CISD. Number 12, delegate an alternate to the 2025 Texas Association of School Boards TASBY delegate Assembly. Number 13, 90 90-day extension of CSP for aological aometric equipment supplies and related services. Number 14, 90 that would be 90-day extension for RFP, annual fire extinguisher, kitchen inspection, and related services. And finally, number 15, tax refunds as presented to the board. The administration brings before the board this consent agenda proposing that they be approved. All items. >> Thank you, Dr. O'Brien. Are there any items that any board member would like to pull for discussion or separate consideration at this time? Miss

135Bratims, I'll start with you. >> Yes. Uh 7B6 for consideration for further have some questions on it. >> I'm sorry. Give me that number one more time. >> B7. B6. I'm sorry >> on the chat >> pull. Okay. Any other items? >> No. >> Mr. Samson? >> The I lost. >> I'll come back to you, Mr. Clem. >> No. >> Mr. Martinez. M guy. >> I'm back to you, Mr. Samson. >> It was about the property. >> It's not a part of the consent. Are you referring to real property? >> Yeah, the uh >> let's move on. >> All right. On item number six, Miss Brat Tims, is that a quick question or just totally >> just a observation? Well, one question is I want to know when was u on the selection uh the

136group that was selected on it. Um >> we have Miss Amanda Kennington that's here this evening to talk to us about the shack committee and how they were selected. >> Okay. Um when was the last time that we had updated this list >> there? I want to know that there is a correction. I want to respect that. I noticed on there if you look at the correction will be miss Amy Malloy is on there twice. Milan is on there twice. >> There was an update to that as of today. The nominations committee did see that and note that and replaced a a new name on there Melissa Serta. So there is a parent that's not on there. I do have a copy of that list for you all. Well, my concern is that when I

137look at the numbers and the district numbers of representation >> and when I look at uh my district are two people out of the whole list and some of the other districts don't have any representation. I think that we need to uh be mindful of that because some two districts have 11 people. So that's 22 people out of the list that only represents uh that represents just two districts out of seven of us. So I kind of would like to because I I don't even remember if I submitted anything. So Dr. Bramman, I submitted you the list earlier today so fast. That's why because I didn't see much representation from my area and two other areas didn't have any representation. >> Yeah, this doesn't sound like it's a quick uh >> quick bring it to

138the attention that we can we need to be mindful of that and as we move forward with committees then and we need to be mindful as a board. If you asked us for those names then I'm fine with that. But I don't remember being asked recently. >> Okay. Do me a favor. Don't go anywhere. I want to address items 1 through five and 7 through 15. And we'll come back to number six. Sit tight for just a second, please. What is the pleasure of the board for one through six? 1 through five. >> To approve 1 through five and 7 through 15 as presented. >> Second. >> Who was my second? >> I second it. >> Okay. I have a motion by Mr. clam to approve consent agenda items 1 through 5 and 7 through

13915 with a second by Miss Barat Tims. Is there any discussion on these items? Hearing none, all in favor? See, oh, any opposed? Any abstensions? Seeing 54 zero against and one abstension, the consent agenda passes. Let's go back to item number six. What is the pleasure of the board on item number six? >> No, it was just I was just making a point. That's all. I don't have to. >> No. And any of these I just want to point out it my cons you I have the same concern every time and so >> yeah. Let's wave by everyone. >> Sorry principles. >> Many of the unknowns. >> I'm I'm sorry. Let me interrupt. Let's go back to parliamentary procedure. Let's not discuss this anymore unless we have a motion in a second. uh or if

140administration needs to pull it and bring it back to us. So what is the pleasure of the board at this time? >> We can have questions for a motion. >> Yeah, it's just questions before motion. >> Okay, carry on. >> Okay, our first meeting is not until October. So we still have some time and we do have some open spaces. This according to our stack bylaws. So we do have some open spaces. If you have recommendations, we're definitely still open to taking more members. We sent out the communication twice on parent uh parent square and at the shack annual report. We provided those applications paper. It's been on our website as well. We also met with uh or emailed all of the campus secks, our campus school health advisory committees and requested parents. That's kind

141of where that latest list kind of came from. Um because we do have additional spaces. Okay. >> But the proposed member list as of right now is a majority parents. some of those unknowns were ones that they just did not provide. And to answer the question specifically on your uh district, I looked at the schools specifically in the district and there is representation as according to the schools just maybe not where their address, their home address was. So we did try to combat that. >> Appreciate that. >> Thank you. You answered it perfectly. Yeah. >> So we can move to approve it. I'm okay. Is that a motion? >> Yeah. >> Okay. I have a motion by Miss Barat Tims to approve and a second by Mr. Clem to approve item 7B6, school health advisory

142council. >> Is there any further discussion? Hearing none. All in favor? Any opposed? Any abstensions? Seeing 540 against and one abstension, the motion passes. Thank you, Miss Kennington, for the clarification. >> Thank you. >> I know. >> We'll move on to item C, future board agenda items, board training board meetings. We'll start with future board agenda items. And I'll open it up to the entire floor. >> Okay. I missed my >> Okay. Well, we we'll start Miss Bratim's future board agenda items. >> Yes. I would like to look at one future item that I would like for us to put on our board agenda. Let me find my notes. And that is give me a second. Okay. I want to look at uh reviewing our board operation procedure under uh BDAA and let's um it

143was updated back in 6922. I would like for that to be on uh as an agenda item that we can discuss and look at making a look at that particular >> Would you call it one more time please? >> It is um review the board operating procedures under BD AAA >> and what specifically is that policy? is um hang on >> I'll locate it. >> Yeah, it's it gave me that when I went on our website. So, I'm sorry, but I knew >> Not a problem. I just needed the specific letters. >> Okay. >> Well, the reason why I was asking is board operating procedures are coming up. We're going to set a date on that and move forward with that. Does it still need to be brought as an agenda item prior to >>

144uh No, but it does I wanted to it's something we need to look at and then vote on because I would like to make a recommendation. >> Yeah. Inclusive of that as a review. >> So would it be acceptable to leave this as part of the team of eight board operating procedures at this time or do you want it on the agenda separately? >> That's fine. >> Yeah. >> The first as part of BB's. Okay. Thank you. Any other future agenda items? Mr. Samson, Mr. Clim, Mr. Martinez, Mrs. Guy. All right, let's move on to uh board training. Uh beginning September 11th through 14th, we uh will be attending Texas Edcon 25. It is in Houston this time, so that is pretty awesome. Um, is there any discussion on that? Is everyone let Miss Garcia

145know if you're going and whether or not you need accommodations? >> Your packets. >> Okay. Miss Garcia is indicating that our packets are ready tonight. Also, all of us who went last Wednesday for the post ledge workshop, turn your report card in, Miss Garcia. >> My mine is in my truck, Miss Garcia. I'll bring it back into you. I didn't want to forget it. >> No, it's it's in the console up front. That's where I left it. >> Very good. I understand. Also, uh Goose Creek provided us with a shirt tonight. I would like uh those of us attending uh Edcon 25 to bring that shirt with you once I have a headcount of who's going to be there. I would like a group photo opportunity uh on a certain day uh on the stage

146uh and really represent Goose Creek with that. So, make sure and bring your shirt uh and myself or Dr. O'Brien will uh put out the date and time that we'll wear those shirts and really show Goose Creek pride. Anything else on Texas Edcon? >> Well, we get a shout out if all eight of us are there, so that'd be cool. >> We do. >> Okay. So, >> Okay. Okay. All right. Along the lines of board training on um item C2B, I'd like to select a date and an alternate for the team of eight training in October. And that theme will be the board operating procedures. As we all know, this is something that is crucial to the functionality of our board and it's something we've been working on for a little while. Now, it's time

147to take it across that finish line. I'm really looking at dates in October. Um obviously it'll have to be on the in the evening and we could expect it to be a threehour meeting workshop format. Um does anyone have any blackout dates for that? Obviously uh Thompson and Horton knocked out one of our prime dates. Uh but that's important. I >> I can't do the 13th or 14th either. >> Let's start by throwing out dates we can do. Seventh and eighth is potential. >> Okay. So, >> I could do the eighth. >> ETH. Any objections to the ETH? Of course, this is contingent on our eighth member that's not here right now. Mr. Martinez is recommending a Friday. >> I heard expletative no multiple times. Uh >> the eth I'd like to propose an alternate.

148Um we have three potential facilitators for this meeting. On what date? >> Is it yes or a no? >> Okay. Uh is there another potential date maybe a little further into October? >> Does anyone have >> that? break just >> I can't and I can't do the 14th. >> So, let's push it one. I don't want to go too deep into November. >> How does the 22nd sound? Is that the first round? Is that the first round of interviews? >> 20th through the 25th. >> That whole week >> at least three days. going >> through the 25th is the first round and then that next week is the second round. >> So let's look at November, the first week of November because that's where a lot of the behind thescenes work will be going on

149by Thompson and Horton. What is that looking like for everybody? That would be November 3rd through 7th. >> Do we have a meeting of the third? >> Is that right? >> Oh, it's on the 10th. >> Oh, that's right. Because we're naming a finalist. >> I can do that. So the third >> the third the fourth is wetland and the fifth is CCB meeting at region >> sly the six is the only >> Monday >> will they be six o'clock meetings or five o'clock meetings or Okay. So, let's set the alternate as November 3rd. Miss Garcia, this will be a lot of work for you. Uh, we need to confirm with Mr. Entry if he's available for either of those. And then also, um, I've directed Miss Garcia to proceed with Tazby for this training.

150Uh, Miss Guy if you as our chair would work with Miss Garcia on selecting the facilitator for that. She has some information for you. >> Okay. >> All right. That was that that wasn't as bad as I thought it was. All right. C3 board meetings. The next board meeting will be September 22nd at 6 PM right here followed by October 6, November 10th, and nove December 15th. Please keep in mind this board will be engaged in other meeting opportunities and requirements with Thompson and Horton specifically related to the superintendent search process. All right. The board will now recess into close session pursuant to one or more of the following sections of the Texas Government Code. Sections 551.071 072 073 074 075 076 082 083 084 087 and 089. Make sure I covered them all. No

151action will be taken while the board is in close session. The time is now 8:21. The board will now reconvene in open session. The time is now 9:52 p.m. No action was taken while the board was in closed session. We are now on item F, consideration of personnel. Dr. O'Brien. >> Yes. At this time, administration brings before the board for approval the elections and resignations and retirements that have been presented over the last month of the summer. >> I'll move to approve resignations and elections. A second. >> I have a motion by Mrs. Guy and a second by Miss Barat Tims to approve the elections and resignations as presented. Is there any discussion? Hearing none. All in favor. Seeing six for and zero against the motion carries. >> Administration does have a few administrative elections

152to present to the board for approval. Number 3A, campus athletic coordinator, head football coach. Move to approve. >> Let me uh hold my I uh fire somebody. >> Let's add some information on the right page. >> It's not fire extinguishers for the kitchen. Hold on. Just >> keep it on standby though, Miss Bratton. We're ready. >> We're trying to get out before 10. >> Exactly. >> Maybe. Maybe. Yeah, 24 hours. >> He's already doing it. >> My apologies, y'all. >> I guess be the oldest one up here. Take us the longest to do it. >> 19. >> Thank you. That person would be Roger Sutterfield as coordinator of campus athletics and head football coach at Lee High School. Move to approve coordinator for at Lee High School. >> I second motion. >> I have a

153motion by Ms. Bro Tims and a second by Mr. Samson. I heard you first, Mr. Samson. Thank you. U for this hire. Any discussion? Hearing none. All in favor, please signify by a show of hands. Seeing six, four, and zero against. The motion carries. >> Administration recommends assistant principal at Sterling High School, Clyde J. Petri. I'll move to approve the Sterling High School AP. >> Second. I have a motion by Mrs. Guy and a second by Mr. Clem. Is there any further discussion on this item? Mr. Samson says no. And hearing none. All in favor, please signify by a show of hands. Seeing six, four, and zero against, the motion carries. >> As instructional specialist for mathematics K through five, Samantha T. Hernandez. >> Move to approve. >> I'll second. I have a motion by

154Mr. Clim and a second by Mrs. Guy for this uh hire. Is there any discussion? Hearing none, please signify by a show of hands to approve. Any opposed? Any abstensions? Seeing 54 zero against and one abstension. The motion passes >> in consideration of Rachel Jaro as instructional specialist science. >> I move to approve. >> Second. >> Have a motion by Mr. Martinez and a second by Mr. Clem to approve this item. Is there any discussion? Hearing none, all in favor? And seeing six, four, and zero against, the motion passes. Consideration of authorization to negotiate authorizing the superintendent or his designate to enter into negotiation with property owners for the purpose of tracks adjacent to existing GCCSD campuses. >> So move >> second. >> I have a motion by Mr. Clem and a second by Mrs.

155Barat Tims to approve item G. Is there any discussion? Hearing none. All in favor? Seeing 64 and zero against, the motion passes. >> H. Consider superintendent search process, timeline, and related matters with search consultants and related action if any. >> I make a motion that we approve the process and timeline as presented tonight. >> Second. >> I have a motion by Mr. Mr. Clim and a second by Miss Helen Barat Tims to approve the timeline and guidelines as presented tonight for the superintendent search. Is there any further discussion >> here? Hearing none. All in favor, please signify by show of hands. Seeing 64 and zero against the motion passes. That concludes our business for today. We are adjourned at 9:56 p.m. Thank you for coming. >> All right. Who thinks it's my birthday?