SDB - Special BOE Meeting - June 13, 2023

001but I'm going to call to order this June 13 2023 special board meeting at 5 30 P.M aboard development 5 37 p.m uh Mr may have a roll call please yes Greg schmitter president here Megan Miller present can you hear me okay I hear you Sean Levy president and Brian Anderson and Brian Nichols are not able to be with us this evening so we do have a quorum uh we're on to our item two eight board discussion information action Board of Education self-evaluation so we have um poor and self-evaluation and school perceptions arrived abuse oh uh let me get my screen up here um while this is coming up I heard some familiar names in there we've met several times either in person or virtually over the last couple of years whether we did a

002community survey for some pre-referendum planning and kind of overall um strategic planning a couple years ago I was there with it in person maybe in 2020 to go through a report that looked very similar to to what you have tonight um so it's good to see some of you again for the rest of you it's really nice to meet you um what I have up here it may look a little bit different than the than the report that you have in front of you but the data is no different um but I didn't want to waste your time and read through every single item and the data I figured that that you could do on your own that wouldn't be a good use of your time with me here so I put this together just

003to kind of review what what the tool is for what we do what we don't do and just call out some of the things that uh um that caught my eye going through your report but just know that nothing in my presentation is different than what you see in the report that was that was sent over to the district a couple of weeks back uh for those of you that I have not met yet or haven't worked with yet um I am from school perceptions my name is Rob demise I serve as the research director um our mission now over 21 years has never changed we want to help educational leaders very much like yourselves gather organize and use data to make strategic decisions um really the point of this slide I I skipped through

004it fairly quickly it's not our first rodeo that we've done this many times for many years in many districts more pertinent for you um the tool that you took called the annual board development tool or you may see it abbreviated to the abdt several times tonight in the report this is a partnership that we began Maybe 15 12 15 years ago something like that with the Wisconsin Association of school boards or what I typically refer to as wasbe the abdt identifies core skills that you as board members need or or you collectively as a board group need so that all students achieve at high levels and I won't bore you with all the the trail of research but there it really is the honest to God truth and the research backs us up well that

005excellence in the boardroom leads to Excellence in the classroom there is a tight connection there which is why I appreciate when school boards do take the time to take this tool because it is very helpful and there are three main purposes the first is to expose board members to everything that you have on your plate um second is to identify areas where you are aligned and where you disagree and where further dialogue and discussion are needed disagreement is not bad disagreement is not a bad thing for any group um in fact if you were all thinking the same thing all the time I'd be a little suspicious of that that's groupthink and that doesn't do anybody any good no respectful disagreement is a good thing but it's not bad to be misaligned provided that you

006have the opportunities to figure out why that misalignment is taking place and then finally you want to identify areas where board members are expressing an interest in receiving additional information or in other words where is you where can you as a board pursue additional PD or additional training to fix some of the things that we'll go through tonight and celebrate some of the things that are going well one of the things that I want to call out here is kind of the the division of labor labor between what we do and what Mosby does so from our perspective we want to make sure that we analyze the data well so that you know what is going well and what isn't and where disagreement among you exists um no matter if it's referendum planning or this

007or a staff survey or whatever the case may be that we don't necessarily do a lot of problem solution so as things come up tonight you're going to probably think about well how do we go about fixing this we are not those people but that's where was B steps in because they do have that rich training here whether they've have experiences being board members whether they've been School administrators they are the really the ones to go to next to say we want to solve x how do we go about doing that so in our world we're kind of the problem identifiers and wozni in this case is your problem solvers the way that you took the tool um it was organized into nine sections um or nine pages actually as you took it data-driven decision

008making board operations culture planning budgeting District Operations Community engagement policy and vision but no matter what the question was all of the items that you answered excuse me were answered on this scale here um all of them are or I should say none of them are reverse coded in other words you want to be the higher the better on any particular answer there's no question where one is good and four is bad and sometimes four is good and one is bad that's confusing for it's confusing for me it's confusing for a survey taker as you go through this just know that in a perfect world every score would be 4.00 it never is for anybody but that's at least what you're aiming for is that the higher the better On Any Given items um so

009can't be doing better than a four can't be doing worse than a one um but four is an area that's fully achieved it is an area of notable strength that you could use as a model for other districts one is an area um that you might want to think about how immediate Improvement should be considered and what you're going to do next um sometimes boards implement this at different times and sometimes they will use it you know a couple of weeks after an election takes place and board members are being seated and there are times when a new board member said we may not know the answer to a question if that's the case and somebody says I'm not sure or I don't know their data is scored as a zero and then we remove

010zeros from the data in other words we don't want to zero to artificially deflate your score just because somebody doesn't know we don't want your score to look worse so if you truly don't know we don't let that figure into your results it's only the people that have knowledge and have actually given you a score from one to four so let's begin with the indexes indexes in our case no matter if it's this survey a staff survey parent student survey for many of these we'll provide you with indexes um indexes are kind of multi-purposeful uh in this case it allows you to as District leaders to look at kind of an overall snapshot of your results so it's good for you to kind of see overall from a high level how are we doing but

011it's also really helpful as and when you post something like this on your on your website in the name of transparency you may find that people want to know how you're doing but some people are more comfortable with data and some people are less comfortable with data and so just showing the indexes sometimes is enough for people to see at a high level even if I'm not comfortable with deep data analysis I can still kind of see how you're doing and how you've evaluated yourself and then there are key questions within the tool that are used to build each index score so let's begin there um there are six indexes so various questions from throughout the survey will feed these key indexes what I want to call out here are two relationships you are really

012rocking that one so what this is showing you here is the index labeled relationships which I'll Define for you in just a second your overall score is 3.70 you are 0.43 points above the state average at 3.27 now remember you can't get better than a four so if you're looking for something to celebrate here that is amazing I mean I only have two thumbs but two thumbs up here in terms of your relationships and and I can see that even coming in tonight I can hear you laughing I can hear you joking with one another and believe me that is not the norm over the last couple of years as I step into board meetings now and then um but you are really rocking it there that is something to celebrate you're well above the

013state average in terms of your relationships oh that was cool I didn't know you could do that Megan um accountability though I'll Define that for you in a second as well that is an area where you're below the state average so we'll talk about that one a little bit as well but even eyeballing this here there's only one I there's only one index where you're below the state average otherwise the other five you are all above the state average so let's talk about that a little bit relationships I labeled this in green because this is the one where you're above that is defined as the follower both the school board and the superintendent have essential leadership roles that are interconnected but they are different effective school boards lead you as a United team with a

014superintendent each in their respective roles with strong collaboration and mutual Trust I like that definition it sounds good but be honest to God way of saying that is you stay in your lane your members have their responsibilities you have a certain element of responsibility as leading a district hire a superintendent to help manage your day-to-day operations and you set goals for the superintendent to help fulfill and then report back on how those are going so this is kind of your swimming pool is everybody doing what they should be doing and with the roles that we have assigned um are we fulfilling in terms of meeting our goals and are we getting along as we do so here this is the one where you're going well so what are some questions that fed that index you'll

015see them listed here so some things that are going well we work with the superintendent in a spirit of mutual trust open communication trust and confidence two our board models mutual respect and professional Behavior three we value differences of opinion and do not let them degenerate into personality conflicts four we encourage constructive and professional discussions at board meetings and we honor our decisions outside of the board meetings meaning we don't undermine majority decisions with which we may have disagreed whether in a more room or outside again disagreement is not a bad thing but it may be the undermining or the going against the grain or not sticking with the majority view once aboard it is let's look at the other side of the coin some areas where you can improve this was the impact the

016one and only index that was below the state average that is defined as high academic standards transparency and accountability under the world-class education true accountability depends on open decision making Community engagement support and receptivity to new ideas and constructive criticism what builds that index here this is where you can start to put on your to-do list where do we want to focus on our resource in order to improving over the next year first consistency with parent and Community expectations we have a schedule and protocol to review data and program performance three our community believes the district is effectively governed and makes decisions with the best interests of students in mind four we have a good understanding of the open meetings law and know how to navigate open sessions closed sessions and special situations such as

017hearings and lastly um actually this is the one from this section that you really did Rock we conduct an annual School Board self-evaluation um you do and you've done that for a number of years now um so actually this did bring up your average in this section quite a bit but the other ones were below the state average you'll hear me say this a couple of times so I apologize ahead of time for sounding like a broken record but as I looked through your data um kind of the overall takeaway I saw is you understand your responsibilities you understand what you're supposed to be doing you understand what the superintendent's supposed to be doing you understand your responsibilities separate from being a school administrator you get along with one another you have goals and if

018there's one thing that that seems to me that I'm taking away from your data it's now I kind of settling around this bullet point one year how do we take the success that we've melded with one another and take that out to the community how do we form relationships with our community no matter who they are and I use community in a very broad sense There community could mean staff members the community it could mean your parents because this community could mean non-parents non-staff who never step foot into the school but they do see the School District of Beloit as a line I let them on their property tax bill so how do we take successes within this room that you have right now and how do we share those how do we build relationships

019with people who are not in the room with you right now I'll revisit that point a couple of times but I just wanted to cut to the chase now and let you know what I was seeing from a high level let's go into a few of these items um here these are specific survey questions that were in the tool and when I say comparisons here I'm looking at comparisons to others I will get to your your comparisons to yourself in a few minutes that's the longitudinal data but here I'm looking you as compared to other school boards across the state of Wisconsin Rob May interrupt before you really get going your presentation it it seems like it is very valuable and it's separate from the report we have is it possible for us to get

020a copy of your presentation sure thank you another also another question before you move in I'm looking at the our our survey from last year and the survey from this year and in the indexes of relationship Community leadership policy and vision accountability the last year uh there was an equity category and this year there's an experience category in the indexes can you just what happened in the survey that that changed yeah it's a good question um essentially not a lot other than renaming it so it is it is for the most part the same questions there were some updates that um that was be made I know that they are um I guess I I don't want to speak for them and I don't know fully where they are in their process but they're switching

021from the National School Board Association to the Consortium of state boards I can't remember what the what the overall title is but basically as they develop a new framework some of the questions changed and as we did so um because the word Equity has gotten politicized we change that to the word experience um people made a judgment about what that meant before they ever read the definition and experience eased that a little bit so it's really not much different in terms of what goes into it it is a different label though okay thank you um so in terms of your individual items um here again something to celebrate as you look at the what is that quick math 59 did I do that right uh let's see 340 yeah 59 items that you answered um

022over half were above the state average so 35 of the questions were above the state average 19 of the questions were below the state average and then there are some actually to that point related to experience versus equity and a few other locations in the survey um there's some new questions there are altered questions um and so those may not generate a comparison depending on when you when you implemented the survey so five are n a but take away from this slide is you have much more that are above the state average than below the state average and as you're looking through that word document that you probably have in front of you um you see a lot more green than red provided it's printed in color I suppose um so why don't I pull

023a lot of that word document your five items that are most above the state average one we conduct an annual School Board evaluation got a perfect score on that one you fully achieved it you're 0.92 points above this date average there second perfect score can't get better than a 4.00 and that's what you got I understand the basic principles of school Finance including state federal and local sources of income and the school district budgeting cycle in other words everybody uh that took your tool everybody on your board um said that you have fully achieved that element of your relationship of your uh of your goals um another one I'm going to skip down to the very bottom here and of what I have up um another one that you landed a perfect score on your

0240.8 points above the state average the board members speak on behalf of the board slash District only when authorized and clearly identify when they are commenting strictly as an individual so three of your top five have perfect scores two slightly below we focus on strategic decisions and policies rather than on the administrative implementation of policy in other day-to-day management operational issues this too is kind of the stay in your lane question um and then lastly your 0.81 points or a score of 3.50 on we have a legislative advocacy process to monitor issues and communicate our position to legislators and the wasbe oh let's turn that coin over what are the five items most below the state average fit from the bottom our board meetings are effective and efficient 0.87 below that average we've explored sharing

025services with other districts and or local municipalities and we benchmark test results against districts with similar demographics and prior performance over previous years that is at a actually you have one more here at a score of two our community believes the district is a responsible Steward of its Financial Resources the one that is most below the state average uh 1.11 points below is we have key initiatives in place to facilitip leadership succession and key administrative positions before I move on let me just go back to your scale just remind you of where these are at so I'm going to go back a few slides here so as I'm talking about your lower scores and your twos and your ones you saw several scores on that slide or you were below the state average that were

026right at a two that is what you have rated yourself as performance needs improvements the one and only one that started to approach one the 1.40 that was the one on the bottom of that slide we were talking about administrative positions and succession plans um that as a board you rated that as an area that immediate improvements need to be considered for yourselves went back down let's talk about how you compare to your cells so now we're taking other school boards out of the out of the equation we're only looking at you so this is I believe the next page in your word document again same same info here I just took rather Parts just to summarize it a little bit you made growth and a lot more items than than you showed decline so

027in roughly well over double roughly two-thirds of the questions in your survey you had growth relative to last year 16 items did have a decline um two you score exactly the same and then again you have some that are just too new so you didn't take them last year so year over year data isn't possible so let's talk about the items with the most growth this is where you made the most progress year over year um the first celebration we have we've established clear strategies to accomplish our vision you are 0.88 points almost a full point above your where you were last year on that particular item we have a process that allows key stakeholders to be an administrators staff parents and or the community to help create a refined vision and strategic priorities and

028our board is represented that district and community events when possible um you're looking at about 0.75 plus or minus on those two relative to last year and then finally we make Staffing and budget decisions based on student achievement priorities and we regularly review our policies to ensure there are no barriers to Equitable education for all students those two are areas where you made substantial improvements what about where you addressed let's talk about where your scores went down um you'll notice that the ones at the very bottom it seems like the areas that you regressed you regress fairly heavily based on what I was seeing based on what you told yourselves basically but there weren't that many so that's kind of what I'm taking away here throat or decline not that many items but the ones

029that you were seem to be an area of concern for you we value differences of opinion and do do not let them degenerate into personality conflicts that one surprised me a bit um you had a perfect score that you gave yourselves last time around uh I guess you can't get better than perfect so if you're not giving your perfect it's got to go down but it caught my eye you're only down to a 3.67 which is still something to celebrate you know it that most boards would envy that they would salivate over that number um I don't have a lot to say about that yet this year but I guess it's something that I'm keeping my eye on only because it kind of goes against the grain of your of your other survey data uh

030because your relationships is your highest index out of all of them and you're really rocking it compared to other boards across the state and you saw that earlier on the presentation so I guess you know um you went from a really high a to a slightly less a I don't know maybe you went from an A plus to an A so again I'm looking at movement here I'm not necessarily looking at Raw score because your raw score at a 3.67 is very good I just know that it's down from last year so two data points do not make a trend but three does so I will be looking at that data item next year just to see whether it's still going down or whether it's kind of roughly leveled out compared to where you were

031this year so not concerned just my eye on it um the other one that caught my eye a because I know that we had worked a little bit in a very early referendum planning process um I think we talked to eua quite frequently I think I think if I remember right you have eua on board for some potential facility work down the road um so we have a process to annually review The District's facility or maintenance needs the fact that went down surprised me a little bit and I guess looking at those two items interesting her your reactions did you expect that did you not expect it are you surprised I'm just curious to pick your brain there in the first two and see what your reactions are so the first the first one I

032think yeah she said we went from an A plus to an a um you know we we we're still working high in our relationships however we had a number of um decisions to make this year that sometimes Challenge and strain relationships it's a little bit more conflict at some of the things that we had to do but we still are respectful of each other yeah and then the process of our annual review of District facilities it maintenance needs uh when we started our work um are kind of one of the places we were at with the community survey is we were ready to move forward with um another uh Architecture Firm and we had a conflict and we needed to switch uh and work with someone else and so we are now working with eua

033so I think at the time of at the time of us taking the survey we were a little hindered in our upper retina process because we were not able to get some work from the previous company that's what I would count for that uh or the the facility maintenance needs and that they have other board members speak together too not the new design um the two at the bottom then or in other words where you saw the least amount of growth or where you saw declines in this case our lower board meetings are effective and efficient and uh we have initiatives in place to facilitate leadership succession and key administrative positions so you do notice that now with that score there uh it showed up a couple of times both in terms of your comparison

034to the state average and where you were last year compared to to where you are this year I think uh like the effective and efficient part like one of the things that we talked about is we've had a lot of things over the last year or even going like in the two years that we've been doing a survey hiring a superintendent a strategic plan moving forward and um referendum planning and so like just a lot of things so we've had some very packed agendas uh get through some things we're at a at a space where they're trying to recognize what the stamina of board members are for the work that we have board president how to better plan an agenda so that we're not pushing ourselves to the space because when you're in close session

035at 10 o'clock you're not you're not going to get the best of people um I hear you so then so so that I think part of that is reflective of that about the effective and efficient we they're probably more on the efficient part because we've done that we need to do uh and initiatives in place to facilitate leadership succession and key administrative positions um we did hire a superintendent uh we have looked at our positions um through a study of like how our district is a Power District is organized but as we have selected a superintendent this year we've not really talked about succession in other positions because right now uh like we just hired a Executive Director of Business operations um so we've just kind of finally gotten key hires in place and not

036uh understanding um the organizational strength or where there's backup and capacity in the organization sure the only thing that I'll add briefly with respect to board meetings I think we are effective in highly inefficient and I think the reason why that number plummeted is I would say a year and a half ago we had pulled out of the inefficiencies and the super long meetings and we had a taste of what it felt like to be out by nine and then we completely regressed so that number does not surprise me at all okay um and I think what the administrative positions um I think that probably went down as we realized that as we lost some of the senior staff or the key administrative positions that there wasn't somebody necessarily that was ready to step into

037those positions here um so I think beginning to realize that maybe there wasn't a succession planned there and we've had to bring people in to support the staff here to be able to be functioning properly also I think you know when Dr Garrison came he was talking about that his first thing is to work on who would follow up and make sure there's somebody prepared to step into that which causes something more about it and maybe we just realized that maybe we aren't as good as we thought we were okay so I guess what I'm hearing is we're not happy with the declines but we're not shocked by them based on the experiences we've had over the last year and we can't we kind of knew maybe our homework going in before you got here

038is Maybe maybe my take away from that word yeah yes um let's go into the next part which I actually sometimes I open with I think this next section is actually the most interesting and I think it's the most valuable as you as you spend your time talking to each other over the next couple of weeks and months and plan for how you want to be a more successful board it's your standard deviation analysis and it's kind of tucked into the middle of your report um forgive me if some of you have more of a stats background but I also know just in case you post this I want to make sure that everybody in the audience and if they're watching it later is fully on board with where I'm going with this uh the

039official definition of a standard deviation is a measure of how dispersed the data is in relation to the mean the easier way to say that is how spread out are your responses and sometimes I think an example is is the easiest way to approach this um say make up a make up a question you know um on a scale of the zero to 100 how much do you like tacos okay well you could have a bunch of answers that are clustered right around the middle you see 45 47 49 50 51 53 55. on your made-up question a lot of this data is kind of shoved right in the middle there's not much difference between 45 at your lowest and 55 at your highest you could ask a different form of people how much they

040like tacos below zero to 100 and get much more spread out answers here you go all the way from one all the way up to 99. in both cases though the average is 50. in your first Sam in your first sample data though the standard deviation is 3.16 and the second it's 34.78 so averages are helpful but averages can hide averages are friendly because most people know what an average is they just see averages more so in their everyday life standard deviations are a little bit more foreign to people who aren't familiar with Statistics so the takeaway here is standard deviations aren't good or bad there's zero positive or negative connotation with a standard deviation all it's telling you is house put out is the data carrying that over to your to your annual development

041tool what that means is the data is kind of all over work some people were saying we haven't started this some people are saying you fully achieved it some people are saying you're in the middle but there's really no clusters of answers so the reason I say this is worthy of discussion is as you get into this data you might want to say well how do you feel about this do you feel like this is fully achieved and the person next to you might say we haven't even started that so the fact that you're that you're not all on the same page about where you are in the process I think leads to the most valuable conversations to figure out why you've gotten to different answers again that's not a bad thing disagreement is not

042a bad thing the perception that your different ways different different paths along the process are not bad it's just something to note it's a different way of looking at the data as opposed to an average so let's look at the 10 items where you were most spread out where you had the most all over the board answers there were three that are above one so that's where I was kind of looking at here that are that are First stuck out to me we invite legislators to our schools for tours and discussions of important education issues and then two and three respectively we have appropriate interventions and consequences for all staff and schools that do not meet expectations and we clearly can't communicate our vision to our staff parents and Community those are the ones right

043off the bat where you don't seem to have a lot of agreement on how you're doing there followed shortly by we regularly communicate with our legislators on a particular subject or Bill and our meetings are effective and efficient so I guess what that's telling me here notice on the last row overall that score is very low but I guess there are maybe some of you that are giving that a higher answer than others so um the perception of that is interesting to me um the rest of these are all right around the same standard deviation score we have a good understanding of the open meetings law and know how to get navigate open sessions closed sessions and special situations to those hearings if you have newer board members that they may be scoring themselves a

044little bit lower here even though you're evaluating the entire board if you're less comfortable with that you may you may give your overall board a lower score um a few items related to legislation or legislators or legislative issues you see another one related to legislation here there were two other ones in the previous slide and we invite legislators and we communicate with our legislators so obviously in relation to local state maybe even federal government sounds like some of you feel like you're doing a better job of communicating with those folks more than others um the exploring shared services again with other districts or local government entities and then your Partnerships um with your local government entities businesses service and Community organizations as well again this is not a good or bad this is not positive

045or negative it's just this is where it's interesting I think where you're going to have your most fruitful conversations into figuring out why did you answer the way you did um and what can we do about that finally then survey section um so just again another way to slice and dice the data uh I mentioned at the beginning that there are nine different pages of your survey here I just created an overall average of all the items from that particular page and I put them in descending order your overall highest score were the items in the board operations page your overall lowest average score came from the items on the District Operations page so what does that mean um let's wrap up the the report here by looking at board operations you had three scores

046here that you can't get any better on you have perfect scores on the annual board evaluation do we do it um speaking only on behalf of the district and authorized to do so any evaluating the superintendent at least annually against clear goals and performances that we've set so four items here maybe a perfect s' scores on which is why your average was quite so high what's interesting to me is let me get rid of these little boxes for a second notice in the overall the the bottom right here your score is 3.53 so that's a really good score on a score of one to four with this many items producing an average so what caught my eye is your a would have been even higher um had you not had this one item bringing you

047down on this one part and again this is not a new item based on the report the board meetings are effective and efficient this was kind of the old only one that kind of sucks this score down a little bit and your a would have been even higher had it not been for that one item on the other side what are some of these items where the survey page was the lowest so just going back choose slides here District Operations you were at an overall tour of 2.10 [Music] The District Operations being lower and I think when we took this no no go ahead thinking about what goes into District Operations um your lowest four to two a score of 2.10 um some of your lowest overall items from the entire tool were located on

048this one page which is why this one page looks so much lower than the rest um this staff Authority and responsibility the the definition of it the granting that appropriate level um communicating not just in this room that we're in right now but out to the public the the expectations priorities and results that we have um kind of the other direction so not just going out to our community but for the school community meeting staff and parents do we have a process in place to gather feedback from them and then finally the one that we talked about a second ago that if this was hitting leadership and key administrative positions um I am not a good salesman but I will tell you that if you are interested in staff parents and student surveys to bring

049up the bot second from the bottom one uh that is something that we do and we can offer pretty robust comparison data there as well so if you are interested in conducting staff parented student surveys in order to bring up that one that's at a 2.00 here that is something we can help you out with um but this is the page nevertheless that you saw your lowest overall scores so let me pause there again um I will send this report too but pause to see questions or comments things you want me to look at things they didn't want me to address again I'm not the best work Problem Solver that's a good question for wasp but I certainly can help you uh rehash some of the data that you saw this evening well one thing

050for me I think like in the board operations those are things that the seven of us at the time six of us now that those are things that we directly have impact on how we behave and how we perform um I think that our scores are as we recorded them in the District Operations side um you know we have Dr Garrison now but he started in November and some of these are things that existed prior uh him so back to The District Operations side though I think for me those were like staff Authority and responsibility as well-defined they granted at the appropriate level being that we're on the board side I don't really understand where all that space is inside the organization because that's day-to-day stuff uh they're regularly communicating our academic priorities and achievements

051those are spaces that we've talked about data on having the data to give the community those presentations because those are some of the questions that were asked in the survey about that a process to gather feedback from teachers and other staff we do have our surveys that we have been working with another company but this also specifically talked about employee handbook and Personnel policies and so those are some of the um those are some of the specifics and questions that kind of made me answer differently and then initiatives and place to facilitate leadership succession key administrative positions is one that we talked to already but those are spaces where like I said our superintendent being new to us um just you know we just haven't got to those spaces yet those are other things where

052you have to Define okay did all seven of us take the survey ah six of you did I think maybe um was there a resignation or an election there was there were six respondents and I think that was the total that you were expecting no we had seven at the time the survey was taken and I think that's that's part of the issue there wow yeah that I don't know when it was open and as I look at District Operations I mean the one with communication I know central office Dr Garrison has a lot of communication that goes out um through the community that they they can access it is there but as I looked at it as a board survey as a board do we do that no you know we don't directly as

053a board do that um and that's a piece that I think maybe we're missing that maybe as a board we need to more periodically put at our own statement that says you know this is our expectations and so on besides what the district puts out um and so some of that could be we're just looking at specifically what does the board do um and how much does the board know of what's happening because some of these are really more of the day-to-day operation um and maybe happening we're just not aware of it um Megan has her hand up thanks Greg yeah um I fully support what Greg said I know um it would be really cool and I think Dr Garrison already has this planned because it's something that I had asked Miss more Tech

054about for the end of the year or the school year for my committee was doing kind of like uh like a State of the State or like a year in review like at committee so um I'll let Dr Garrison speak to that I think that's something that's already being planned so I think if we could further develop and entrench that concept whether it's annually or biannually um that would probably help us bring that score up because I think it would illuminate just kind of like basically would just you know Greg said we would be a little bit more aligned and connected right because like on the one hand we don't want to be micromanaging and having our noses and stuff and on the other hand we don't want to be oblivious right so I think

055that would be good I didn't see I just got a few emails from Michelle I think that I was I had five minutes left about a half an hour ago uh I didn't see that I apologize I didn't I didn't know you had other things I didn't know what my time limit was so I can hang up if you need me to and I can certainly ask other questions through email but I don't want to I just saw those now I apologize is there any any other thing from board members on the survey thank you in advance for sending this spreadsheet is it okay if we reach out with email if after that the spreadsheet the PowerPoint if after we review that questions pop up yeah absolutely and just to make sure do you have

056the full report as well because this is only a snapshot do you have the full word document because I can reset that as well how large is it we have about a 20 Page document exactly yeah that sounds about right so yes I won't resend that but I will send what I have here yep you bet thank you so much yeah take care thank you I listed 13 as the one who said that like those are specific things that we could work on whatever standard deviations thank you [Music] thank you baby hi Greg hey how are you Sean how you doing I'm good all right we are now uh done with 2A board self-evaluation we're moving on to 2B Collective commitments Board of Education superintendent roles and responsibilities we have two things are clarifying or

057our Collective board commitments and then our clarifying responsibilities hey Megan hey Drew it's so nice to see you sorry I couldn't be there in person tonight yeah see you too another thing we're not uh Brian's won't be here in person I'm telling you it's a good night [Laughter] um before we dig in just I'm curious what are your top of my reactions to what you learned tonight with the with the survey I was really pleased oh I just cut you off since Levy I'm sorry no I I thought it was uh very accurate depiction I mean it's like we're not going to be um you know you can't get fours on everything I thought it was an honest look at you know the progress we still have to make but also the progress we've made

058and I feel really encouraged by it okay thank you for nothing new to add um yeah I could have encourage if I was there and I think it would help us really sit down and talk about what are the things we have to focus on next what are the things um you know a lot of I've done some development stuff where they compare and development as like a barrel and each of the uh you know tasks are one of the Societies in the Bible and so you can only fill the barrel to the bottom one so as you work on the bottom and build that one Higher move it up you hold more water and you keep going around and moving up until you complete the barrel level and so that's kind of what what

059I see as we do as we go forward and say okay here's the lawyers if you really need to focus on here are some areas that are concerned and so we look forward to it and improve them so I'm just encouraged to help us to decide what our next steps are where we need to move forward I think it's even better yeah I'm encourage also um one I think like in our first well my first survey April 2021 I don't know that we had anything that was in green uh last year uh the relationships were in green and then this year everything is in green except for the accountability so I think that is you know over the last three years two and a half years the development of us as a team the core

060was the seven that have been here um and then the areas that were lower like that effective and efficient part you know I do understand that as some of the stress um like the agenda planning and things that are that are there and like I said you know you know it does take a noticeable hit and affect our overall score but I think I would say like um that we have a higher score in board operations meaning that those of us who are on the board feel that we are successful in our work together that that's it's not where we started it um and if we're able to do our job well we feel that we're setting the conditions for the district to be able to perform so they snap the seventh floor members that

061are holding your disrespect uh and so you know continue to improve on those things and as we're with our superintendent now because we have a superintendent to grow that relationship so that we're in that effective board and uh District administrator team you know I think you know when you're looking at uh survey and actually I didn't take the survey so for counter-respondent to it makes sense to me I think we we have areas where we can grow naturally doesn't change as a part of a report on relationship so even in areas we'll be very high what I'm doing standard education conversations that was the snapshot at that time too right like that was a snapshot at that time at that moment your feelings your emotions volumes are transpiring and if I look at that time

062let's just say it was so much of it really made post a lot of different things going on they've heard anything all right it was a lot of different feelings and questions that were happening in resume or if it was earlier than that there's a lot of different things that were happening so just gotta remember that what you saw was also a snapshot of time based off of what was going on at that time with the board and superintendent right and so maybe things were a little different in that area what we could possibly improve in um based off of a different time and so um yeah so one of the reasons why my belowing files because it is is I can to keep things and one of the things that I happened to keep

063is the report not knowing that this was going to happen tonight this was from the 2021 annual report where green was uh Missing in Action as a color and and and ironically of all the key work areas the one that had the biggest Gap biggest red was relationships 1.17 below the state average so very different today even with your state the fact that it was taken what it was is a variable but I remember that this was one of the first times that you had done this or it was your first repeat and there was just you know there was just some data that was troubling Megan you remember that when you and Dan and I you know started planning these sessions that a lot of it was not a lot of some of it

064was in response to what the data was telling with all the caveats that go into when it was taken and who was on board et cetera Etc absolutely yeah yeah it's great it's a wonderful progress so let's continue progressing so um I think the board has to know from from me to like I appreciate our opportunities like you know to grow together I really do I think is an important piece for our school district Community to see that as well and I hear this as well and so I appreciate the opportunity that we have like today like so folk and see that hey you know we don't always agree and some things that we want to get better at um but the board and the superintendent in this case we are trying to work to

065be better and that's the process so I just want to make sure that y'all know that from from a superintendent's perspective that's an important piece that I think our our district needs to you know keep safe thank you I want to add to that then um it's just like uh when a board member uh Winfield and Brian Anderson joined the board um and they said that they felt local that was important to us as board members because that's what we were trying to do is create a welcome environment for those who had not yet served with us and as we were going through the search um the superintendent search process um it was our goal that by demonstrating the report that is working on development that a person could come and join us if you

066have a partner trying to be better um and so those are the things that we're trying to demonstrate to our district like I said answers before so I really want to say thank you to a board member leaving the board member um Miller because they are two longest serving board members board member Schneider Who was appointed and then Reign and came back so he's continued in that service uh and then like I said to our newcomer Brian Nichols and Brian Anderson as we're all working in that space together but to for Dr Garrison to be able to offer that that's kind of validation to us that the things that we're trying to do are happening because I hadn't been our story below yeah several times several of you said we want to change the narrative

067quote unquote and and this is these are these are great ways to start changing the narrative and there are some people I suspect in your community that want another narrative but um I have a little data to support that but sometimes yeah and we can't control that um can't control what we do so they're doing great work and that is Foundation of your number seven board collector commitments it's the Cornerstone of your work helped you focus on issues Etc so all right well one of the topics that was covered in that survey which you seem to according to that data to be doing relatively good well at is this whole idea of being really clear about roles and responsibilities or Lanes as is commonly referred to and we've talked about this and uh several boards

068ago April 2022 we actually did an exercise and you may recall this where we looked at certain activities and situations that and we had a discussion about who who owns them you know does the board own them is that their responsibility does the superintendent or is it an activity we do together and there's documentations on how you responded to that back in those days and when Dr Garrison came on he said you know that was them this is now I want to make sure we collectively are clear about those things and some of them probably are clear maybe many of them or maybe even most are same as last time but maybe there's some differences and so um we've agreed that we wanted to have that discussion again and um and and a very similar

069process that's what we did last time so if you see these bright colored pieces of paper you may go oh yeah that's right I remember when we did this right so these are 30 some different situations that that come up I've added a couple more since we did it back in the day um and this gives us a chance to basically have a discussion about uh where it is my fault okay hey guys before we get started can I just want to interject um you know one of the reasons Drew and you'll remember this conversation that we started um this work was not only to create and kind of like uh create the culture of continuous Improvement but it was also to sort of like entrench ourselves and sustain that progress so I really appreciate

070that we're doing this again I think it's a great valuable use of our time and I think that we should consider as a board revisiting this um every April as our board may change just to like affirm and tweak as needed because it just like kind of furthers the clarification and kind of sustains that culture of like awareness and mutual respect and continuous Improvement great great thanks man um so from my experience um this is one of the main reasons um superintendents leave a district is because his or her understanding about his or her responsibility and the boards is different that uh people start getting out of their Lanes not because of intent of disruption but just because they think they're doing the right thing and and and but sometimes what I think is the

071right thing is gets in the way of how we have a efficient and effective board meeting which is one of the dimensions so I think to Megan's point and others it's it's imperative people understand these Lanes and when they're get out when we get out of it again not for lack of intent uh being disruptive just to make sure we're clear about it so just the activity itself helps us to retool remind ourselves to stay in these Lanes um so okay you know one of the things even as we're going I think what I found beneficial in this activity was a discussion of of the they you know when you look at the 30 or so items that you have sometimes that's talking through why is that a Board responsibility why that's a superintendent's responsibility

072why are we seeing that as both but then also now um because we have work together we do have some context to kind of put that space in and sometimes if you get an agenda and a regular meeting you don't just have the opportunity to kind of pretty flow and talk about things and we are in a public meeting in an open session so there's opportunity to have some kind of this dialogue about some of these things differently that is the beauty of scheduling professional development and board development outside of regularly scheduled amen that's why we're here because yeah it was brought up and it's been accurate Kudos thank you for the reminder and this is the first time I've come here in the daylight and I will leave [Laughter] yes all right so I

073think some of these are going to be pretty straightforward but as I say that I've done in some districts we've gotten any conversations it's like wait a minute I guess this isn't as straightforward as it could be so here's the process you know you'll notice I refer to these a b c d e one through seven because otherwise it's that one over there right so I'm going to ask and Megan I to have you kick it off is I don't know can you see these numbers okay um I'll zoom in okay but is to um choose one like you know B6 or E4 just whatever then I go it and then the question is whoever calls that out where do you think it belongs is it board on it you own it together or does

074the superintendent owner and to clarify when we say superintendent doesn't mean you're a superintendent does these things but the superintendent is responsible for being done by his team right good all right come on Megan Miller all right Megan it's like Jeffrey in the spiritual transparency I see a lot of pink so we're gonna go no we're gonna go B3 because it Rhymes okay okay and I'll read it for you interviewing administrative candidates to hire where does that belong in your opinion in my opinion that is a superintendent lean okay are we all good with that and this is where if you have something to clarify or you're going you might see it a little different this is where clarification yeah so like yes uh that's a day-to-day operation event Dr Garrison is a superintendent um

075but I think that the important part of our district where we've been actually been here before it's another part is our human resource committee is the full board that's his interview you don't interview it's not a proof hires so that's that's for higher right and that's not there but that's this is a space but we're only dealing if I'm right with what's on the card correct we're not rewriting the car no but we can use these as an opportunity just to clarify maybe can we do that if that's not included on the course I feel like that will come up later I feel like it won't come up later so I want to do it now well let's see but right now it says interview and we all agree your superintendent and their staff that's

076their job okay thank you Megan so we may interview to hire that's not the end of the process though right because that recommended candidate comes to the board and in that committee I don't know what a board will do a board mayor may not choose to hire take action to to give the job to that person that is a possible outcome so this is what I will bring up respectfully I think this is how we become inefficient because as I understood the rules it was E7 read that card and we're going to categorize it and when we morph it into something else I think that's how we leave when it's midnight okay so here's my suggestion is if you have a point you want to make in a differentiation between approving versus interviewing and so

077on we do what you say let's just stick with the cards but when we're done with the cards they're okay now I'd like to clarify a couple things if it hasn't already been covered like make a note and if it hasn't been covered by the time we clear the board then absolutely okay all right and I want to offer this as a comment thank you as we do this activity together we have one new superintendent to us well you've got a board where we're used to kind of operating in an enormous space and the the benefit of tonight as we talk about these responsibilities and where they sit with a superintendent and with a board and we've been able to have the opportunity to do some of these things together and some of these things

078are situations that we will encounter at some point but we have not encountered them yet but the benefit of tonight has had an opportunity to kind of discuss some of it I think it deconflicts us before we get to a space where sometimes there is conflict and only the in as one board member just because you don't see it doesn't mean that it's not there or potential for conflict okay okay good all right thank you Megan Amy A1 A1 establishing student discipline policies where do you believe that goes Amy I think that's both because policies typically recommended by the administration and it's reviewed by the board so establishing disciplined policies is a process all right can you believe it's a shared responsibility you agree with that Megan I'm going to assume you uh agree with

079what you're hearing unless you chime in yep absolutely yeah I will I will sorry I will jump in for sure okay I'm gonna throw something different in our last one so I will assume that your opinion changed something different from what's on the when we did this one year ago our board said that establishing student discipline policy is a Board responsibility good morning could you get what was your point I missed it I apologies so for this the four of us that are here today last year when we did this we said establishing policy student discipline policies was a Board responsibility so right now when you just pulled up the board you say I think that's both I understand you may have had an evolution and change the board said it doesn't mean any choice

080at it and Drew asked me to pick a card and decide where I believe it landed so that's what I did so then my question is we're going through drew that I noticed that it seems like well one member has pulled a card as we're participating but if we were doing the same last year then we have like we had a change in our belief from year to year or one board member said something that's why I pointed out the difference yeah we've got to compare and contrast to everyone as we go well I mean to a degree I'm saying I mean so it's changed I think it's an interesting question so why because now the other part I'll add to this is like like board member Levy said Drew asked me to pick a

081number I picked a number and I put it where I thought it belonged isn't that the instruction yep and then we would open it up for it but my point is is that tonight there's four of us and I think what we're looking at on this page last from last year was where we collectively established the world aboard this or all four of all the the Quorum that was there that Matt landed but I think we're creating we're not revisiting and it's not a problem to do contrast but the people that the dance out here other people aren't here so let's see what our picture is our current board looks like that's where I want to invest my energy so I think another point that I just had now I was a step back into

082space and I'm bringing this point up is because our individual thoughts and opinions are individual thoughts and opinions but tonight there's four of us at a full board right now this one two three four five people at the tables but I'm saying there's four board members tonight we've got six right now we're gonna do our work to get to seven and the thing that I'm underscoring is the work that it takes for this for the the Quorum of the board to attach to establish this is what the board thinks right and so that's the part that in all of the work that we do I don't think that we can underestimate like what that actually takes to get us to a place where we're in agreement and then again add we're in agreement with our

083superintendent right and the work that all of us have to do and how we're going about it so Amy says it belongs there and I look and I say do you agree with that based on the description that he had with the knowledge that we work together to do it the superintendent has a piece and the board has to approve it I agree that is ultimately it's together and just to provide context establishing the policy I think is definitely choice now if that had said approved policy then that's the board okay so yeah that's what the words yeah that's big change in it yeah absolutely yeah okay we're good great uh humble with E1 establishing budget priorities I think that's together okay because ultimately the board is the one that approves the budget then we'll

084set priorities for it but it's still the superintendent in in the team that that will look at the district and establish build the budget where it has to go so it's working together to establish okay awesome I agree John yeah I agree the thing that I would add to it is for like our current context it's like no we have a strategic plan now we're working a new budgeting processes that we didn't have but I think also for the situation we're on our financial position there are things that Dr Harrison is doing um to show us that you can also and so those are some things that I think we have to be attentive to as he establishes or shows us some savings and budgeting areas you know what action we as a board take

085after that's been found because of our situation okay good it looks good Megan sorry it took me a second to get that button looks good all right great all right bye uh approval and curriculum exchanges which one our apparel I'm sorry Bob C approving curriculum changes where do you believe that goes [Music] hey I feel like everyone together okay I disagree if it's a proven curriculum changes that's something the board does okay great again it's the difference of that word approved ultimately is the board that approves the changes I mean the class changes according classes of 80 classes those things all come here purchasing new curriculum and things would typically come to the board for approval um but again it's Administration that that comes forth and does the recommendation to the board and this is

086where we think we need to go because it says approving but I can say it's good with the board Megan I was going to point out that same Nuance that board member Schneider just pointed out um it is obviously a joint effort but the approval piece is a board piece um is there something I mean I guess I'm interested in what Dr Garrison feels like about like do we want to keep the wording and make it like a border I guess I'm a little are we on just it's a board thing because if we're on it's a board in a bowl thing do we want to add some language to it to make it a little bit more reflective of that nuance I think that's not the rules of the game the game is you

087read the card and where does that card go not to rewrite the card unless I'm missing something and if it was it would be helpful you could write a new card if you felt it belonged somewhere else in addition to this card so I'm going to add again that makes sense I'm for it's a board thing because it's a proven personal changes I understand in the process the administrators would come with the starting course proposal this is the curriculum we want to purchase and all that will go through the committee so when that change happened it would happen because that's what they brought forward like to teach learning service committee but again I think the important part as we started out before is as Dr Garrison has stated something that's different than what the four

088board members are thinking initially as we went through this process is that we have to be able to talk about these things and get to that space because in our work he would pursue the business his thoughts and we would proceed with this is where the four of us are thinking tonight and that would be a potential space that kind of flicker away from where are we at and that's why we're at the table tonight talking about these things or or you know hearing you know hearing your thoughts about let's just saying sex education you know and so I I give the word approving you're here I guess I can stuck at work where I start in my brain but that's as a problem right and the superintendent and the team the administrative team who

089doesn't vote to approve anything right so the thing that I was saying that just how you described it the part that I would say is like even this conversation about their conversations before the president and she Lieutenant like I don't know I know what I think I don't know how the other six board members may think even on some things if you took it to each other individually which is kind of how you apply to a level with certain things when it comes time to vote I don't know a lot of people are going to vote and so that's the space where I think that like understanding that that approving heart is this is what's got brought to the board it has moved however it has moved through that process and then when it got

090in front of those seven people to vote they're going to do what they do where this just capture all the things that went on to get to this point right but again it says approving right but the benefit of the reason we're doing we're doing is having the conversation right so I'll just add this I think maybe you have a difficult I don't know the way my brain works is if it says approving deal with approved because I I think this is something we do as afford I think we're an amazing team but I think oftentimes we do too much and not enough at the same time and I think sometimes we overtake things like this and run through all the nuances when it simply says improving curriculum changes well the thing that I would

091say to that is obviously everyone in there can read but when you read a word or you look at something you still might see it differently and I think what's important and this is a difference where I think that even you know we might all have our own individual preference on how to move through some group processes but that's the point of their group processes they're not individual processes and so like tonight in this space exploring the difference of what Dr Garrison thought when he looked at that and when the four of us thought when we looked at it may I ask a clarifying question what's the difference in approving because here's the thing what we're discussing that's not what's on the card so I don't that's the part where it I you lose me

092because I don't think there's disagreement on what approving means no I'll say this as we just did this activity four board members agreed this is what this means but I think the difference and what's important is to understand why our superintendent thought something differently than the four of us and to make sure that we're able to amend that space so moving forward or if we were in that situation is something that we've all thought about earlier that to me that's the benefit of this academic yeah I said what I thought wow it's gonna be you know with me and this major conversations let me ask a clarifying question if it says approving and you agree that improving is more why would you think and maybe you didn't so please tell me if you did why

093would you think something other than approving after reading a program in my brain I'm improving what the curriculum is going will be far brought forward in my mind do you recommending well I'm just telling you okay I just told you what I'm talking about I'm approving because my team talks I'm looking at curriculums and talking about what's what's there what's not there I'm like well I don't know if that's a let's bring the team together let's talk about it you know we're looking at all of that before it even jumps into a major conversation where it has to say here are our different companies we're looking at I guess one two three there's there's a lot of pre-work that comes before so do you still see that as improving or recommending all right post conversation

094like do you still see that as your world is to approve or to recommend yeah when I first made the card I'm thinking about I'm looking at all this from a superintendent's perspective I'm looking at my freedoms before we can bring it to you uh thinking okay which ones the better Fitness our kids people in the other teams are starting to get the processing we're bringing in a companies and then I'm like okay A or B I could go with and then I'll bring it to you all or okay yeah because ultimately in your money you're approving the curriculum that's coming to us yeah you're bringing it as a recommendation personally I don't think there's anything that's in the list that the board is responsible for that isn't done in conjunction with a superintendent I

095mean anything that's here all of the pre-work and everything else is done by Administration it comes to the board with recommendations to the school board we may have to be the only one with the authority to approve or disapprove um there's some parts in all other work but in all of the work even because it says proving okay that is the Board responsibility to do that piece but I think at anything that ultimately is the board's responsibility it's always done with information that we've gained from the superintendent like that I don't think there's anything that the board does in isolation of the superintendent okay um okay the goal is to clear the board right yes the goal is to find a holiday for each of these all right now let me ask a question here

096because board member Levy asked the goal is the clear War I understand that there's x amount of things to talk about and this is the part where it would be different because I'm not trying to drive away from your facilitation what I'm finding useful and I think is important is like this last conversation about approving recommending I think that is where they need for our work is however some of these I think will go past and others but I do think that um for me as his value and I mean because we could be done in two minutes just put everything in space it's the conversation that's going on because you have a superintendent perfect just just as one example or four board members thought one big superintendent about something different we've had these exchanges

097we have an understanding that's different than what we had when you started those are areas of conflict in real life in this work so I think that that's the part of like I'm not just trying to hit a one two three we're done yep that's why that's why I started like this in the beginning you didn't say Russian I just wanted Clarity that the goal was to clear the war right again sometimes we might not get done in a lot of time I understand wanting to get done but I wasn't trying to be getting done I 100 goal for me I'm asking that we had the four of us here tonight and Dr Garrison and me I'm more more than getting everything out there if we got 16 of them over there there's 32 of

098them understanding that we created around whatever 16 got there was important to me so I remember honestly want to be yep so Europe uh directing staff discipline technically helped me here all right before yeah because I think that's the management of the day-to-day operation directing staff discipline superintendent okay absolutely Amy Megan all right a new movie makes Megan is established if she disagrees she'll y'all yeah where was that at Megan you're up which room do you like again it's kind of hard to see but I think it's A2 are we good okay addressing complaints from teachers that's a great one I'm glad I picked that one so I mean I feel like that is uh that that lives in administrator World however there's also perhaps a board space for that um you know we have

099a past precedent of like you know receiving information from the Bea um I don't know I mean I I kind of I'm inclined to put it in both just with the understanding that we should have a relationship with our teachers union at minimum but I think the the addressing part leads me makes me kind of lean toward mostly administrative because they're the ones that would actually like take the action to address it unless I'm missing something so sorry for the wishy-washy answer but I mean I guess I'm administrative Administration but kind of curious to hear what my colleagues think about what that means for the board's relationship so I'll jump in please do for me I would a different take if that if that's a resolving because I think that's that's through your plan addressing

100complaints if a teacher is coming to me as a constituent about an issue not about like uh with this PD or whatever so I think that's where the Nuance lies for me but I think our board does a really great job of redirecting and I that redirection for me could fall under addressing it I didn't resolve it but I addressed it and I redirected you with the teacherized my first question have you talked to your building leader if you weren't able to resolve it with the building leaders you speak to someone if you are so is that redirecting I think falls under addressing and that said resolution so I say both that's at resolving I would say that's the superintendent and his staff sure yeah fully agree with you thank you Amy for articulating that

101so beautifully here to help I'm just gonna add more to it those are like 15 and 16 you just last time we've made those the superintendent responsibilities but kind of like when I read addressing complaints from teachers because uh things do come to us from staff members and usually the things that they're talking about are organizational life things things that are in their work and I work in the center of us we're at the end of the process nowhere in the beginning or the middle so those are things that usually come to us and they're sent back to the district administrator Dr Garrison a teacher brought this forward is this something you can address and then this left for the superintendent to resolve it that's the redirect you've ever talked about so I would put

102that into the put that into the superintendent's Facebook and that's where we put it at last time because it's kind of like a it's been heard and been sent back out I don't know I would call that a board just pretended together because we don't ignore the stuff that people say but it is redirected to uh well if it's sent to me there's an email to me right you don't ignore it exactly and your role might be to help to redirect But ultimately it's super genent administrative job to address that through the chain of command does it exist so this is a perfect example it sounds like you're in the superintendent camp with Dr Garrison and the three of us are saying that's both so where is that place because that's where three days I

103know it's like put it under a superintendent with a capital x and under togetherness because small Acts because it really is it's the superintendent's responsibility ultimately to deal with the complaint I think to resolve it but we have if it's coming to us directly we need to make sure that it gets to the superintendent because he doesn't know about it right so I guess it is sending the two places that are properly below I think that's part of addressing it now again if that's in resolving it that's Dr Garrison and his team okay but that's not what the card says absolutely so this is I heard you know the beauty of it tonight nobody said we're trying to solve it individually we all said we're going to send it all right so three to two

104it looks like that goes together and I'm putting Quran to resolve but I think our efforts of resolve that's the superintendent right just to clarify the new ones yeah but what I want to say right now is that we've established everybody understands that if something came to you you can send it to the superintendent to say right that's how you would address it yeah all right we'll start doing something different all right I'm going to say B1 creating student discipline policies isn't that what I said okay okay hold on establishing student discipline policies okay so establishing and creating we're saying are different well they're different cars hold on joint choir did you mean to have two cards so closely written so establishing student discipline policies and creating student discipline policies I don't recall my intent

105okay so we're gonna say yes and there was a brilliant reason they are different I am going to say that goes into superintendent and team because what traditionally happens is that if there is a policy issue where something needs to be created the administrative team will work with legal if necessary to create that and then bring it to the policy committee for review and edit so the creating I'm going to put the superintendent Team all right great I agree great John look we're rolling see how establishing differences it's good great oh well go ahead if I didn't look at it I don't know what's up there um b2's me too develop policies about school facilities um again policies is is the role of the board um but again it's going to be the superintendent or

106an administrative team that brings forth a recommendations on it and and um as we review policies and change that we get a recommendation from the superintendent and administration and or legal but also may have some modifications and then then it comes to the policy committee where we I think it look like we wanted to look like in the golden episode but forward actually approves it um so but to develop the basic part that comes out of the superintendent's office okay so yeah it differs slightly I would say that's together and the Nuance that I'm using for consistency is the the first goal the creation I think comes from admin but the development includes the edits in my mind and that's where the policy committee and then ultimately Nicole board comes in so I would say

107that's together the development okay I agree with Amy in the development piece because of how our committee is structured okay John so in our developing policy like that there are administrative the administration suggestions in the committee process some of those are taken on some of them might not be taken on it becomes out of the committee it's going to perform but that development like I said I know policies is the area of the this area of the war but the how we get to the policies that we have it is it is a process that happens together because I wouldn't what I'm looking at I mean I'm into I'm internal so I see things you're not you're not you're not in the facilities correct I'm in the facilities I'm looking at what the problem is

108I'm developing what I need to bring to people consideration recommendation consideration I see that starting with me well I see that starting over here and it ended up being approved you develop the policies and once you've develop them we approve them probably that this says develop possible yeah about policy about school facilities yeah so I'm thinking about if I'm in the school facilities and I'm seeing something that we need to develop a policy around that's what I'm gonna start doing that's what I'm gonna start looking at like look at other people looking at all the school districts looking at what other people may have already and say okay we've already to bring this to our conversation we don't have to agree the first draft that's the create for me why I thought that belonged to

109a superintendent but once you start talking about developing that's taking that first draft and developing it what do we need to Omit what do we need to add what do we need to change the language on for me that's that development process so okay begging you to come in yeah I just it's I'm just listening to the conversation it sounds like we all agree that there's like what kind of like the investment is from both parties so like I'm still solidly like both but I just wanted to like highlight what Dr Garrison said like absolutely that development piece um like in developing and creating those drafts that come to policy I think obviously or have you had an Administration like we just we don't have board members going looking at other districts and seeing how

110they do their facility stuff what we could do though is we could look at other District policies I mean I still think it's both but I just wanted to appreciate what you said almost over there oh after you say superintendent that's why I asked the clarifying questions yeah but I agree with you your explanation as you put it I could see how you were to accept that yeah okay then with that understanding now this is where that first word if it's increased right you know you can say well that's that's the superintendent's job it said to prove that it would be a board thing but just understanding the I think that's very literally create develop approve I think it's superintendent both or that's how it works in my mind okay I mean just do with

111all of these things the one part that I had is as we go over these activities that were hitting because the dynamic is going to address it like in the day-to-day operations and anything that comes as a recommendation or the seven of you six of you I'd like you to consider this and asking people to consider anything if they're the record if they're the yes or no at the end if you ask the consideration obviously you wanted them to be approved but there's the things that people they say no we don't want to do that or no we're not going to approve that and that and that's a you know that's a that's a space I think like in all the work that we do together in that that's the thing because they're gonna be

112a lot of work put into something and a recommendation that goes along with it but if at the end the um the consideration so that's you know four three five two six one seven oh no or yes that's it for all the work that was put into it that's still the space I think that's uh but I think one practice that we've had is a board superintendent partnership that I found helpful if there is something that's going to be working let me take it to the full board and get the pulse like hey is this something you all are interested in supporting moving forward with and then if you say yes then it may go back to superintendent admin and they go back to committee wherever it's appropriate but I don't think we do really

113big time intensive projects without getting the polls because I I would imagine that would be upsetting to pour all your work into this and then you bring it to the board the boards like we don't want to do okay C1 setting annual goals for the school district together saying annual goes to the school district together Megan I agree it's together okay um so for interviewing teacher candidates bottom right so interviewing teacher candidates superintendent great absolutely all right good job investigating staff members he needs a letter investigating staff members superintendent Megan yep superintendent yes great day-to-day work unfortunately hopefully it's not dated oh man those pink squares has anybody done ild yet I'll be b as in David I'll just pick one I don't care responding to complaints about taxes oh I love that one um

114I mean I'm gonna say I mean that sadly for the administration it should be like a board thing but I think it's both right because like we both participate in setting the mill rate like it's uh that October board meeting that we have I feel like that's a bolt okay I say both thinking if someone comes to me and I'll I'll give you the information that I can but if you need nuance and things like that I mean it's interesting business office okay great I agree yeah um I mean some basic things that you know we can answer with the understanding that we have but nuances need to go through the superintendency owl responding first word so yeah I'm in this together because the response could be in reaction to What something we have or

115have not done and it's had an impact upon taxes about it foreign but being aligned on what the response is it's key so that whatever well wait I talked to Sean he said this now I'm talking to you you're saying that because so having that yeah consistent okay so sometimes too like you know why did you vote to to build a referendum and raise my taxes I mean questions like that this is what we had been it all depends because sometimes I say that the citizen might be copied on the email too Dr Garrison do you have any further questions so there's answers that we try to give to people but you know sometimes too if they're looking at a portion of their tax bill I understand why the school district part of what it

116is um okay E2 yeah deciding bus pick off and drop-off location I have never been asked that I probably have some Brilliant Solutions but it's actually drop off and pick up I think it's a nightmare thank God for more than a fan superintendent okay superintendent thank you all right great um C2 evaluating staff superintendent superintendent okay okay 40. handling staff time off requests no we are not folding in outliers foreign [Music] feel good because I have joy the sign language deciding which computer hardware to purchase superintendent are we still on the PTO one no wait I missed one sorry I got caught up in that moment deciding which computer hardware to purchase oh sorry it was a little muffled there was that computer hardware yes okay I'm gonna go superintendent okay I'm gonna say all

117three of you are wrong that is the board because it says decided not recommending but deciding is synonymous with a food so I would say that when we look at that one Greg hasn't gone I've been waiting on this one bring us home Greg I I would place it under a superintendent because as I look at deciding the board would actually approve the purchase the purchase we don't necessarily decide what tools well we do decide if we're approving it you decide which one is going to go with the way the way the way I read the question who decided which computer hardware we're going to end up with Dells or Macs yeah depending on the size of the purchase it wouldn't even come to the board but let's say it's possible okay listen so if

118you got this even if it came to the board I don't think that we would be asked by Dr Garrison you all want the max if you all want the Dells I agree I mean usually there's an RFP process and then the administration is like we looked at XYZ we recommend Z so I think that when they decide that buy the max or the Dells because they think the district needs it they would say hey we're bringing this purchase of x amount of Dells to you bringing you guys a recommendation right but they're going to decide which one to bring to us put that Clarity is that okay last time wrong all right who's up next okay you know that is just a minute that is one of our board commitments that over time we

119can't change our positions 83 deciding which teacher or principal the higher the superintendent okay John yeah for me uh kids are higher that I put that back in the day-to-day operations are conducting that process but then again it came to support which is approval which is different that you said aside deciding is approval that's the board the super this is my opinion I'm not asking what you think about my opinion the superintendent recommends and the board designs slash approved you didn't decide where the bus pickups were and that's just besides because that's bus pickup bus pickup doesn't decided doesn't come before the board I had an opportunity to approve that I do have the opportunity to approve who's being hired we do it every first and third Tuesday through employee recommendations I think okay thank

120you so as I read that I read that as after they have conducted a process because we don't get that that's who they recommend but we don't get multiple choices of people we only get one person playing in front of us so when I look at that but that's what they recommend who should be hired they don't just my opinion they don't decide when you're tired can I win go for it yo just to weigh in um I I think it did said approved I would um agree with Amy but I think the deciding implies like you've gone through a process and you've made a decision and the decision was to bring these recommendations to the full board for approval so that's the way I'm looking at it and that's where I'm still in the

121superintendent category with that perspective that Clarity on that perspective John so this is an interesting one um last year's last year we decided that that was important thing leave me no I'm not going to burn it I'm going to reference what we did last year because I'm going to talk about what I think to change has been in a year okay so one we have a contractual responsibility to provide us the contractual responsibility we have a policy responsibility but in the process that we're using we work for CS6 the evaluation that's something that's just done to the superintendent it's something that's done with the superintendent but um for that purpose I will keep it at the board level but I know that our understanding together is that the super see that we're using the season

122six model together it is a process that we do together but if we didn't evaluate the superintendent we would not be meeting our contractual responsibilities or our policy responsibilities so I'm still with that look forward to responsibility okay right Megan that's why I'm not burning landscape Megan evaluating superintendent so far people are saying that is the board responsibilities yes yes yeah no I'm with the board yep there we go all right where did we leave on sorry Megan you want me to grab one hey um let's go with something with the number six six six oh here we go authorizing staff positions for hire paren new to clarify so authorizing feels synonymous with approving wait okay so are you saying authorizing like the creation of new staff positions authorizing staff positions for hire for new

123staff positions it didn't exist oh like it didn't exist well I I mean it's I'm sure that's something that's recommended by the administration and approved by the board so I feel like that's both because it wouldn't come to the board without the superintendent authorizing that yes we want to create that position but then it doesn't get created until the board creates it so I'm gonna say both okay thank you that's the board authorizing [Music] the board is the one that has to authorize the position okay um you lean towards either superintendent or together that is interesting so you believe that you help authorize new staff positions I would sit down and look at all the things that we need and really decide like we need this position I mean can I just look at it

124from my responsibility that the times but you believe you helped authorize your position it's like approved new positions no no I'm not talking about recommendation you believe you helped authorize [Music] it's not just one serious ly I'm together I'm gonna yield to the will of the board I agree with I just wasn't sure how new ones we were getting with the word authorized the question I asked you a question I said Do you believe you vote to authorize staff politicians also thought that as well I'm asking you and I said yes you believe you vote to authorize status well how do you think something is authorized without a vote well it's the same question I gotta ask you all how does it come to you without me no not find yourself obviously on this one

125I'm at the forward level here's an example um we don't currently have a director of equity um inclusion of diversity equity and inclusion we've had one in the past we don't have one now if Dr Garrison brought that to us however is another example that is something that will be had been generated by superintendent currently we don't have a deputy superintendent in our in our last um study and we don't have like an in-house legal counsel but in our in our Evergreen winter Evergreen uh those were two recommendations that our organization of our size might consider and those also have significant budget impacts and also addresses things like succession that we've not addressed those are two things that could come directly from the board that we would say Dr Garrison these are things at the

126Border Side that we want and that would be us offer and so all things that will always come from the superintendent but most things do end up coming from the superintendent but there could be spaces that the board would come from also and just as last year we were that was a Board responsibility but I think that the sense that I have tonight as we're talking is the authorizing part is the yes or no part that that's that's why we'll put in the four responsibilities so with the clarification and authorizing is voting approving that would put it as a board of responsibility is superintendent I authorized like okay yeah we probably didn't do this we probably didn't bring this to the conversation I think you need to be more specific library then you're you're recommending

127it because if you could authorize it it would need to come to us anything that needs to come to the board you don't authorize you recommend I think the authorization is to everyone in the organization we all agree on the process it's the terms that are used but did we see them a little differently because to us it's going to come as a recommendation but I can see if uh the executive director of pupil Services comp said I need three more positions he would have to authorize them to come to the board as a recommendation right and this is how it works if you don't have to ask for permission then you have the power to authorize if you have to ask someone else for permission you're not authorizing you're making a recommendation and that's

128not a bad thing but if you're authorizing and we don't have to be involved in it so it's it's the terms of how their use is what's changing because I think we agree on we agree in the processing itself but the terms are perfect these are different yeah these words I think the whole purpose is to do both things that's right so we understand where our team is the World by having the conversation so let me ask you again do you believe you vote to authorize new positions because a minute ago you said yes now it comes to you as recommendations yes I am that's a lot no it's not Board of Education this is the community we can write over this later all right this is almost a Colac Center the buildings principles teachers

129so this line is a line of implementation we have a superintendent and the superintendent deals with the Kovac Center and administrators the buildings the principals and the teachers superintendent is with the parents the community the Board of Education as Board of Education members we don't come down here to evaluate individual teachers that's what we decided and individual teachers don't necessarily come up here to vote on things that the board is going to do the only person who goes across this line of implementation is the superintendent he lives in both worlds so some of the things they were talking about like when he says author when I hear him saying authorized he's authorizing all these things here at the level that he has authorization for and there are some things that cross this line where okay

130I'm authorizing that we're going to go with these two new positions the board is going to vote on creating them or not and that's that space But in our community where some things are at in the past we've dealt with no board members that's not your responsibility you don't walk through individual buildings and conduct your own investigations of employees and we've had to deal with teachers principals building leaders all like people that know you don't do the there's seven people that were elected to make some of these decisions and that's where it's at so I think in trying to create our organization to be regular having our superintendent who lives on both sides of this line of implementation that that's the only person in the district that really operates in that space and so once

131we get that clear we've got to understand it but when you say authorization I'm understanding authorizing to a point to a space I think that that's a Moment of clarity that we have missed that sometimes okay foreign I'm sorry to interject but I can't see the board are we establishing um you know like consensus around like the meanings of these words because if we're not I'm wondering like if that's a good next step for future board development to continue to build that consensus and understanding the words are just the words are facilitating the discussion that we're having so our team knows how to operate we do not have agreement on Words and what they need right but yeah so I guess I'm wondering um Drew do you think like in the future that's worthy work

132for us as a board because like we have to we're not all gonna unders like agree but I do think we all need to like have a shared understanding I'm just I guess before the night ends I'm curious I'd like to hear from Drew like what he believes the next best step is for us like in our journey together in collaboration and get all effective board governance all right we'll do let's finish uh let's clear the board right right B2 D yeah he is a dog too dog too developing a crisis communication plan I mean great superintendent Megan superintendent developing a crisis communication plan absolutely absolutely she says all right great great um D investigating student discipline concerns superintendent where it's superintendent yep thank you um C3 establishing goals for the staff development program those

133um foreign together there's an address I'll put that one um towards the superintendent because even in that because if it came as a citizen about their kid's parents their kids their students teachers I would receive them I would pass it on to the superintendent Megan addressing complaints about teachers I guess I didn't realize the other addressing one had been moved because I I liked the logic of keeping it as a bolt so I think if if a dressing includes acknowledging I think it's bold but if it if it deals with resolving it's superintendent okay just so you know that last one I put in print because we clarified it was the resolving component that we had the emphasis on but that's right okay um addressing is both resolving as the superintendent so I don't know

134if you want to rewrite that but however that ends up my category so addressing both resolving superintendo I mean just like we discussed with the last one would be getting complaints from the teachers um that weekend that we end up referring them to the superintendent I think it's the superintendent responsibility to resolve them but they that you might respond yes the terminology we used before yeah it's okay addressing it may be together resolving the superintendent and for consistency I'm going to put you're going to be right here the result I'm not rewriting it well that's pretty riding it yeah all right back to you Megan nope yes it is I'm sorry okay that's okay um what's the furthest column is it go all the way to e it does oh man let's see is that

135an E5 it is addressing curriculum concerns ah we have approving oh this is well snap if it says addressing I'm gonna go bold do you want to change that to resolving because I think I think the curriculum concerns I mean so the thing with addressing curriculum concerns is I mean we have it in our I mean I can't remember if it's a policy thing or if it's a state statute thing but we have like on the website if there are curriculum concerns and it's all linked up to DPI we have a committee that you know is a board committee that approves and you know takes a look at curriculum and monitors its efficacy it's I mean it's clearly like in the both territory so like if if a constituent calls like a board member and

136it's like hey I have a real problem with this curriculum it's totally within the lane of the board member to oh cool sure what's going on and and to hear and listen and and most likely has some information to respond and if that came to me I probably and I was knowledgeable about it I would address it and say if you have additional questions like love it if you would like to follow up with their superintendent and you know who can connect you with you know people who work directly in this in this field right you know okay thank you addressing is both absolutely yes again looking at it again with addressing the concerns if it comes to the board or the board member of the board members May address ultimately to resolve those concerns

137it goes back to the superintendent's office or what the administs deal with that um but as you look at any of the complaints if it goes to the superintendent and they're not you know they're not like that the next step is then taken to the school board and so it could come to the board at some point um but the main I think responsibility would be to resolve that as the superintendent to address it okay we're leaving about addressing [Music] I want to go with a dressing and together and I'm only thinking like the major problem like towards those things come to people don't like that kids are reading x y and z books they want those books removed all kinds of things like that it's going to end up at the board level with

138whatever our policy is and back to the administration to work on something and it might have to be an action that's taken but I would leave that one into it together okay now this is it like I said again when people when people come to us with some of these things because we've got a chance to talk these things through already it's going to make a difference in how we approach them really I think we're we're okay your practice and addressing things has changed because of this conversation no the Dynamics of how the six of us as board members and the superintendent because we've already had a kick at the can and find out the Apple you've already kind of talked a little bit you're coming into that conversation that might be a real tangible

139thing in the future having some discussions already seeing some nuances of how people are landing well I can actually forecast that you might use some of the language differences now is that a recommendation are you authorizing it are we addressing it are you that will help to clarify it they're purposely um with you purposely ambiguous right to help to clarify the nuances in the beginning of that type of topic all right who's up go ahead the movie sapphires yes I would say since we're using the word or so that's that's a great area there for me so I mean I will be bringing you some money that's a recommendation I know what definitions mean I don't need you to keep saying that too I don't understand if I was saying it to you I know

140your name I would use it either this is an open dialogue or it's not so well then you don't dictate for me so I don't understand what we're I mean I said it has to High School eventually the gray area for me because I would be bringing you all something I didn't want you to approve okay so I have the right to speak in these conversations and and I don't appreciate you cutting me off and I don't appreciate you making assumptions if I was speaking directly to you I would address you just like you just called my name I would call your name okay and every time I've said something about a word you've directed that conversation to me I made a comment it hasn't came out as a comment to anyone else how do

141you know the common is directed to I make it I make the statement and so that's what I'm confused about every single time I'm making a statement and you ask the question so then there's a problem with me asking you questions if it's the same like over and over I understand what the word okay so okay you believe you approved staff higher that's not what I said okay that's not what I said I'm gonna I'm gonna insert myself so the first thing I say is like what I heard that Garrison say about approving staff priors she said I would place that with the board he said that's like a gray area for me I'm thinking that great area somewhere where you think that's a board superintendent together because as you said you wouldn't bring people

142forward that you didn't want us to approve all right so what I what I would say I don't and this is a keyword I'm not getting stuck on the words of prove hired other things like that there these words are jumping off points that we're using to work our way through and my example is that's the number 17 last year last year as a board and superintendent the one we had at the time we all put that in the middle so I understand that so what Dr Garrison's press is he said I'll put that at the board side because yes in the end the board will vote to approve to higher candidate X or math they're going to come on employee Rec and it's going to get higher than that um but I think last

143when I reflect on what we did last year and the fact that we put that important superintendent even though it says approve and we worked that out when we had the the principal at cruising was it was a space that we worked into that last year um that I could support that as being in the board and superintendent together because the superintendent is not going to recommend somebody that they do not want to hire but there are reasons that when it comes to the board that the board might or might not act on that recommendation in in the approval process so that's one that I understand that is the board that approves but in that in that I can keep it at board superintendent because of the understanding of how it actually worked that process

144together and the part that I want to get to and address the conflict that I think is happening here is I do think that a a thing that's important and what I'm watching in this activity as we get there in which I think is I'm gonna something I see is the board's responsibilities the superintendent responsibilities in that there are certain things that do require board action and let's say well there's four three five two six one or seven oh it's a it's something that's brought before the board didn't even support approval to make it happen and then there's other things that don't but there's that space and I think that's an important part as you look at some of these activities that we know the work gets done but what is the nature of that

145interaction between the board and the superintendent because I think these are things that need to be done for the district that's why I'm recommending them to you but it doesn't mean that they're going to get approved just because they got recommended to us and if they don't get approved then why not but why was it recommended so that that's a space and I think that these words and that this activity is about I say the conflict that we have right now that that for me as I walk into this I think we're just putting things on the board I thought that when we come to a place of conflict like this if that were that was where we would get those things worked out because I do think that whether it's in the process of

146one meeting or if it's over several meetings every time I say this you say this because to me that's that that's that place where it's not really gelled and locked about how we're going to do something but I think it's important in how you choose to communicate and I can participate in this communication in any respectful way that I feel and for Dr Garrison just snapped at me because he didn't like my comment it's inappropriate and it's unproductive all right so this I mean like this is one of the things like so we addressed this in our comment uh about our survey and as we're working together we're still a productive group but there's some places we got difference of opinion but you shouldn't get Snappy at someone because you disagree but I think that

147in the work that we do my opinion of how I think you're interacting with me with me I might feel the way you're interacting free is not respectful and if I feel that it's not respectful and I tell you that then that's something you have to sit with if you say you don't like my tone I might say I don't want you to police my tone there's a give and take in all of that the point that I'm making is as we have these conversations about work that we're all serious about that we might disagree about we got to figure how we're going to work our way through these things that's great but when I'm in the comments I don't think another person has the right to tell me you need to stop repeating that

148I think that's unproductive and immature and I'm the part that I'm going to say I'm gonna take it back to the conflict that we started with in the beginning of the activity what was the conflict in the beginning I think you thought the activity is supposed to go one way I know I asked you because Drew's facilitating and he said yes [Music] I was asserting that no I think we're supposed to be doing something else okay well that's you thinking it should go a different way and then Drew weighed in on that and then we move forward in what we were doing we're at another part in the activity where where at an impact on the yield back to Dr Garrison but I think that is that is the purpose of the activity and that's

149why I asked you to come back I think getting Clarity on the activity is one thing telling someone what they need to stop saying is different for me I would be saying to be like maybe like what you're saying it's Landing a certain way with me that's not what happened well I mean things happen in perfect so let me let me let me put it back on table again uh my original statement was District of War since we're using the world as soon as I said that your statement came back as do you know I don't know what the Lord approved means again no I didn't know that was the comment I don't remember the company okay you had a very strong reaction s what did I say that gave you such a strong reaction

150because every because this time again when I made the statement about what the word meant you made a comment what has happened multiple times when I have made a comment to me when I'm making the statement I understand what the words mean and that's what that's what I understand what words mean this to me this activity has brought up some difference of opinions around if we're going to focus on the word when I say this we're going to focus on the word knowing that these words have multiple meanings this could go a lot of different ways but we're going to focus on just what the definition is based off of what any one of us may believe that it can go a lot of different ways again and so I approved as I said it

151goes to the board but I believe this is a great area coming came back to me again okay again come and came again I'm like why I understand what the word approved means now you may not like the way I've stated but I think it's also some of my progressions and you making a statement every single time and so for me for me for me that's the way I took it and so that was misinterpreted that was missing something like I did last time if that was missing something like I did last time I apologize I'm not sure what you're referring well I apologize to you if that's the way you felt if I was being disrespectful okay I'm not clear on what you're saying but my point is I have the right to comment

152whenever I would like and it is my opinion that it's inappropriate for you to tell me to stop making the comment that's all because I'm not telling you to stop since no period I'm not telling you what not to say you don't have the right to tell me what not to say I understand awesome and so I want you to also know though for me for me when a comment is made multiple times to me I feel like okay why are we why are we doing it for me that's that is for me at some point I might have to say something bad in my brain and if it came on fast I was being disrespectful at that moment that was not my intentions I wanted to bring Claires into I do understand what the

153word approved means that's awesome I don't deal in microaggressions I'm very direct so if there's something that I want to say I'm very clear on saying perspective the conversation we're having well I think this answer this is this brings up a really good space about like what are our next steps for you know kind of culture work that we need to do and I think in the past when there were conflicts we just acknowledged I mean I think the best way to handle it is to like acknowledge a conflict everybody's like you know feelings and thoughts are valid and have a space and I think at this point it's kind of taking away from the task at hand so maybe we can find another space to work through that conflict and grow through it together

154so that we have a stronger kind of culture and communication going forward okay I mean as as you know a conflict we've mentioned before that we mean the same process but we're using different terms from different points of view as to how it happens um and so that's what's spurred on the disagreement uh you know Dr Garrison did say that that would go underboard but it's a gray area for him and I understand again it's that the use of terms for specific definitions are there because as I mentioned before everything that the board does is done in conjunction with the superintendent nothing is done in isolation is the practice we've had and awards that don't do it that way but but our practice has been that and so there has been the use of the

155terms is which is what brought the conflict that's there is because we're using different terms to mean the same thing um you know I agree with Dr Garrison did keep saying you know disagree area or he sees the words used in a different fashion um Amy you did use okay that's a recommendation um and and just the use of the terms is what um escalated in the differences in the conflict that's there um I don't think we're going to resolve it tonight um that it needs to be maybe at another time um at a statement away from what we're doing at this point um but I do I see both sides and how that conflict I think it's the same kind I mean I think this is what you understand I think we're kind of

156in the same place as we were at an earlier time on a similar issue and then you know and I think that working through uh the activities we had I did think that some of these items might produce such feelings and then we'll work our way through and I think it's important that's why we agree how we communicate with each other when we disagree and not escalating in our tone yeah well we have we have well the thing is what I say about that we have a successful conflict resolution cycle that worked once and um we have you know we that we've made expressions and we're leaving a lot of place to work for them we got a difference in opinion how people are sitting what a proud um I mean the one part that

157I'll go back to I think Drew said this to us before and some of our work is that I don't have control over other people I don't have control over my response to what happens as as we're sitting at the table together how I respond is what I have to what I have to hold and we have to find out the way to bring it to the attention of the group that this is happening and I don't want this to happen this way let's let's get this fixed and situated so we can deal with that so I'll just make two of comments observations um this this discussion has turned more into uh what is the definition of a word and where does it fit based on the literal definition of the word then um understanding

158the process of the activity that's been mentioned and you can go any of those ways but that that's the was the intent was not to get a definition of approve recommend resolve Etc it's like when this thing happens what's are we aligned on the journey to make it happen productively and so where this fits frankly is almost secondary because of depending on the definition could go several places as long as we know when it happens we are we talk about this we know where it goes part one so I think 12 plus 12 is 24. 48 minus 24 is 24. we can get to the same place but we're getting their different ways sometimes and that takes the time we got to work there yeah so to me this is less about trying to be

159right it's just trying to be clear that's it and so it's okay how we get there um the second thing is and I I don't know how often it happens but when there are some different perspectives or people are feeling slighted uh disrespected whatever it's different in a development section but you know that's that's a great opportunity for a one-on-one in my opinion right coming instead of let's all worked us through if it's two people whatever and not having an essay four or five people kind of watch it play out now depending on your Conflict Management framework or model and how you use but generally speaking let's have a conversation offline make sure we're clear about that true I think it's I say about seven days the extra stuff was the extra stuff to happen

160what's that extra stuff just for clarification for those conversations one of the world's president even brought into the conversation with one that great brought us a question from that making will run into this conversation that was the extra stuff we stressed up also takes takes time I don't have a problem with calling this is and have an offline conversations now I also want to think is they have a problem calling me so you know those things can happen as well I just think it's just if we got a different perspective of I feel I've been rubbed or just disrespect and say we'll we'll have a one-on-one on that we'll figure this one out now what's the next agenda item um but I also brought the apology to the table as well as if that was

161because I was not so who doesn't really like the day and don't mean that I'm bad but that's like a pattern okay well you'll kind of blow up and then apologize well I think you also will make some statements as you may believe are just being direct but they also are not awesome thank you I think I am is around the board agenda right I agree together the board members suggestions too and suggested please be sure adopt policies about school facilities adopting the policies is is the role of the poor adopt and approval right but we don't do it in isolation but be active adopting is I agreement presenting referendum information to the community yeah so then this one I mean the superintendent as we did this this is superintendent news front facing doing the

162work for the district you know convene the meeting but our superintendent presented that information I think that is one that it would have to we have to determine what roles we're going to take on in that process so if you take care of your comment a lot of it's the back room it's align these together but then there's the space forward piece in this case superintendents that face I still think it's together results I'm fine wherever it's placed I think it's like the superintendent's job to kind of be like the figurehead of the district so I mean it really should I mean obviously he's involved um I think it's I mean I'd be fine with putting it either in bold or superintendent um with like the implication that obviously the board is going to be

163speaking out informationally just the way we would about anything else informationally so I'm fine with both but board members do play a role in this right right I'll go over together I mean I got a lot of phone calls and a lot of emails sir asking about referendum questions um well Dr Garrison was the front person for the district I think we all responded in many ways correct with many people about it um building relationships with municipalities together foreign specific vendors for projects [Music] I look at determining as approving and I think that's our fees they go um well I don't think we're going to agree on what words mean tonight in my world determining is approving is what was is adopting is deciding do you have a certain like a dollar limit where you

164kind of say this is yours superintendent okay right for policy there's a limit that any expense over that has to come to the border for approval um typically that comes with a recommendation as to the vendor and the reasons why is there um again looking at that definition by concept I think it's something that literally comes out of the superintendent's office with the recommendations of the board who that ultimately makes the fun decision like the food service when we chart well over here architectural firm for a building where we did not you know pay so that would be the Germany so I think what this is where I'm at the work these are these words are verbs it's representative they represent actions that need to be taken I I am not only looking at the

165verb I'm looking at the rest of the stem it was like an example like our food service vendor or our architectural firms I know rfps are put out in the end the recommendation was made by the superintendent you should go with x and we voted so in that determining space I can see that as the board taking the final action but we didn't even know we're looking at several others that were there we were going he didn't make a recommendation well you can pick any of these three that was not the recommendation right and when they perceived the rfps those people that responded they had multiple people and they came to one but that is what happened with with Food Services but they let us know that Chartwell is the one to one in their

166process that was a recommendation right right and we determined which I'm just saying that's what happened with food service you feel happy I feel about this so I don't see the difference between what you just said what I said okay so the part about determining the vendors the vendors determine if they're going to get their processed to receive our business or not so the way that I would just put that one for today I put that one in together because there's an accident we're going to approve and there's a part we're going to recommend so that pattern that you talked about determine right recommend approve right it's the superintendent's office that determines which recommendation comes to the board and as I go back to as a baseline if we put that in a superintendent responsibilities

167last time but what we're talking about right now in our presence conversation is those processes working together so foreign ERS they submit things and letters from North Korea in the process we determine specific projects that would be that's about it from our field I can receive it on this that's the process that happens yeah it then comes to the board for final approval right so much of this the like working out of the superintendent's office um in the board does the final approvement yeah or approval right right okay so Urban decide and upon us that we understand that so all right um we should wrap up here moving dollars to provide me technology needs for districts because it's improving the dollars that's forward I agree responding to requests for new programs from the community wanted

168together so it would be an example the requested or a program we have some requests about driver's ed um right now so do you have a process for an include that example in mind and how does that play out so like a curriculum like the whole curriculum proposal process um and then things that are not happening that people would want to have in our community they'll either respond directly to board members or during public comment it's also a process for people are probably writing the superintendent or people that they know are responsible within their organization and it can come both ways I don't think that the response does not mean you know we're not talking about an automatic approval or creation or establishment of it but the responding to there's Community interest on both sides

169businesses I mean I think it's a lot like a lot of the other ones if we get the request the information comes to us we may respond to it while forwarding the information to the superintendent's office who would then take that under consideration anyway should you come back with a recommendation would be the typical process together developing a crypto performance plan for a staff member yeah it's going to be superintendent establishing policies for staff evaluation through the policy part The Impossible part I would say it's both because of how the policy committee works so what we did last year is we said establishing the policy for staff evaluation uh I.E leadership happened and again it does that and we put that on the board oh last time so I think it is our intent as

170a board um the recommendations for most of those comes through the administration to the policy committee and then to the full work for approval so I mean the process is there um so are we send establishment is what you are over 7000 is what we are working towards if I'm looking at to establish the policies it would be a joy piece because it's recommended the policy committee takes takes a look at it and works with it until it's ready and approves it and then moves it on to the full board for final approval so approval piece is the board's responsibility together that's done together foreign advocating with legislators on school policy issues I think that's both however and that's what we did last time but I want to make a distinction so advocating with legislators

171and high school policy issues um you know I'm one board member but even in my advocating I've got to advocate what our board is considered not Sean even in the superintendent um his personal feelings aside she's advocating around behalf of the district not just what Dr Garrison would want so I think that's a space for board members and administrators to keep in mind of what we do and how we do because we're speaking for the whole District this is advocating with legislators on school policy issues right this is what I'm saying is like what you go and say to those legislators on those schools policy issues are you speaking on behalf of yourself are you speaking on behalf of the school district employee what happened before day with the capital what'd you say what happened

172before day at the capital I don't know I'll tell me anything but it's for getting dead together day at the capital was when we had school board members and super attendants and staff when advocated at the Capitol on school policy issues so who does that that's both right but I think that the different thing that I'm saying that I want to make sure all people are hearing is my individual thoughts as I go to the Capitol are different than what the thoughts for the school district employed are and even though I could be yeah they could be and even on the president of the Board of Education like I don't issue statements that are not in the vein of what you all want to be said on your behalf and so even as we talk

173about the superintendent advocating also you don't just Advocate your own personal space because there could be an issue where Dr Garrison is in one place but the board is in another place but if he's speaking for the school district advocating for our legislators totally different than how we actually want him to advocate for our legislative space they're not going to happen to any of us on the issue that's why I don't take that point to express that so I think advocating for policy issues is responsibility of both but if we're doing it as this is what I believe it is I need to make sure that I've identify this is my opinion and I'm not representing the board if it's different from what the board does so that's so far right but those are that's

174a distinction I think we have to understand right then yeah so as uh you have pointed out multiple times there have been some differences from 18 months ago and different cast of characters uh it couldn't be because we're looking at the the verbs differently um it could be that we're just revisiting and clarifying the thinking on this um in the 15 or 20s or whatever districts I've worked with no two are the same because through their discussion they've defined you know what it means what approval resolve redirect Etc means and as long as they are clear about that where it falls on the grid to me is kind of secondary it's just making sure we got it and it sounds like in many most of the issues you you have a process you know that

175the path because this just helps to maybe clarify and to make sure those paths are really clear so that was intent that we were last year as well but I think with like I said the conversation with a new team and even you know and this is only four of our six right tonight the conversation is important right other stuff I think two is important although but so far I've had part of me coming in or one place to work to stand before but what was there or nothing in establishment right I don't think it's no but I think that's a part of the important part of like to continue to talk about like the growing of the team and it's like when you come in all right this is going to become an observationally

176this is what you all have in place but you're also a part of the team now too so how we all you know working is a it's different because to get people at the table we gotta we have to work that that's a that's a process that we have to engage we've got to be Clarity even to the point of conflict since I was specifically brought up I actually disagree like Saturday when we had graduation one of the questions was oh well we didn't confer the diplomas that's usually like before Saturday morning we call it to order and Megan was explaining the process and your response was we don't do that here and so that that was you that was unique for me for you to tell the two most senior board members who have

177engaged in this practice when Megan was explaining it we don't do that here when that's not the case I just I thought that was interesting that you would make that statement so let me say I made a statement we don't do that either yeah okay could we ask Megan because she's she's on the line she was present I would love to have this conversation offline okay I got a point it was to reach quit okay [Music] um we talked through some activities tonight and we see a space where there's a difference of opinion um but you know what Drew is suggested is if we come into a model space of a conflict model a conflict management models hey let's have a one-on-one because we're in a different space right now and then let's proceed so

178I think that that is something to um because overall this is not how we work together I thought this was the space to do that but I I see that that is not and that's um you brought something up yeah I responded because something was specifically brought up I didn't bring it up courtesy that I went along with what has been done here in the past correct and you know because obviously I made um there were some clarifications on what I want to make but they're making me look something it was online and so I would be open I don't know maybe didn't jump in I asked her is that because I I'm very clear that that's what you said and you are saying you did not say that and Megan was also there but

179I was like this is not the space to get clarity um and that's that's it is what it is foreign so what else in in that space of for the most part they're not deviated from many things that are in place I think that when you have a new person on the team and there are some of us who have done some things before together and it hasn't I think that's the big the the general point is um the four of us tonight and then the six with Brian Anderson we've had a year to work together and do some things on the board in a time before Dr Garrison was here Dr gears that comes to the team with his professional experiences through his years of work not having to work with this team and

180we're doing the routine things that happen in the school year um and they'll come to some things that you know he's done it this way in his places in the past and this is how we do it here and we've come to you know we you know we've had an expulsion hearing we've had graduation you can name all the first is this our first trip around the mulberry bush together and there's some differences and there's some similarities and there are points to talk about how are we going to handle this but like I said as we you know put different items there all right that's kind of got kind of you know it's gotten us to a space and then I think that you know one of the things that I'll take out of this

181is I'll just go back to it and we experience the moment of conflict we pause our facility as the board president facilitated us into a space and I think that we also have a space that we think is appropriate that people are having Conflict for them to talk one-on-one well that was just one person that wasn't a decision because it's fine for a statement to be made but when I say no that has not always been the case it's let's take it offline right well you asked Megan and Megan said let's have a conversation offline she chose not to participate we go back to the responses again what I share what Drew said is we can't control other people how we respond yes she didn't know you were going to ask her that I didn't

182know I was going to bring it up okay but she chose not to Dr Garrison said he's you know it's a good mom so my point all together is even teams that work together have to understand how are we going to handle conflict and then you chose as in this in that space you said this is not going to be the place no I didn't choose that we can move forward but I just want to say I I don't well you've been to impose you know have it offline because sometimes you don't want to have it offline you say no we got to have it right now let's do it it's like okay that's fine too so I didn't mean to oppose not totally offline or I took to the part that you said about

183individuals having one-on-one conversations and since none of our board members push back against that and it does seem that we're open to the people having one-on-one conversations that's conflict well at least at least consider that an option whenever it is occurs whatever the conflict or point of disagreement just say is do we want to do this now or or do we is this is this appropriate for an offline conversation either one is fine but just know that the offline is an option um otherwise if you have two people you know is it okay for three or four of the five of the investors to hang around while that's happening in some cases it is when people don't remember things the way they have then it's helpful to have everyone who is present participate it would

184be great if two people had a conflict and they could just have a discussion and resolve it but sometimes that's challenging a great day all right well we had some text here for this that's why we have a board development consultant make sure we have a healthy relationship with each other and look in our data from 21 22 23 shows that that has been successful and we have a you know we wanted to get this activity in early we couldn't get it in February November we went over the collective commitments and then we're coming to the close of the first school year but we're getting ready to start the second in space our next goals of our board development is to make sure that we have tools to maintain productive relationships do the work that

185we have to do and one thing that just as I heard the highlights of school perceptions you know this is effective and efficient board meetings I think that's an interesting one to unpack at some point Sometimes some things take time but I mean I can see it and some things take more time well some things take the time that it takes the people the best way I would say is like this this team is the current six school board members that we have and Dr Garrison and what another seven people could do is what another seven people could do in the time that they can do it the time it takes the seven of us to do something is the time that it takes seven of us to do something but all of us are

186in relationship with each other so it doesn't matter who else can do something differently they're not here we are I would just push back slightly and I would use policy as an example and Greg if I start lying you jump in and cut me down I think we have robust agendas and policy and I think we find a way to be efficient and effective um yeah and I'm going to say that the human relationship part of school work is not the policy of school work the human relation part is I think this you think that and we disagree we tackle all that in policy and in the human relation is a through line of all of the work whether it's in committee or whether it's the folklore how I feel about you and how you

187feel about me and how we interact together as a group and that's for everybody in the group that's going to affect the momentum and the speed that we get things done and improve I would briefly disagree because I'm an adult professional and however I feel about you I don't let that spill over into how we engage I think how people interact with each other it affects the work and the time that the work takes and the feeling that all people have as they're involved all right Megan you're still there I am and I was uh just gonna I I really appreciated the discussion I think it's um it's helped me kind of see like where our strengths are and kind of where our opportunities are and I just want to I just I appreciate because

188I know my process and style can be a little lengthy and I just really appreciate how everybody like helps me feel respected in our discussions and I appreciate the room that we give each other to find that so thanks everyone thank you okay thanks um I guess just what I've said before is that you know we work together as a team and whatever words we want to use I think we all understand the process that's followed whether we use the same terms or not we all agree on the process that's there um you know and you know the first part is really looked at the board evaluation I think we have nowhere we're either and it's real clear what what those steps are so now we just need to figure out what we're going to

189do to address those okay great thank you a greatness about letting team results I need to keep going and so you don't get all landed perfect just don't land perfect I think you strive for that keep striving for that opportunity to be his closest close as close as you can to it and we understand each other's uh opportunities to go good thank you Jeff I'm good I think I've made mistake okay good well thank you it's 8 30 a.m We said about two hours silly thank you very much thank you drew really appreciate you is there a German our second it's been moved by Boardman during discussion hearing not all over every single products all right so we're adjourned at 8 37 p.m thanks again folks thank you thank you it comes his life