CFAUSD School Board Meeting Regular Session June 25, 2024 Source

001to order and we will start with the pledge of allegiance. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. All right, we uh have a volunteer for our mega statement. Mega result. All students who graduate prepared the knowledge, skills, attitudes, and behaviors necessary to achieve their personal goals and make positive impact in the world. All right. Thank you, Miss Jasper, for that. Public session or public comment session uh 4.01 welcome and guidelines for public comment. Do we have anybody signed up for either agenda or non-aggenda related comment? Me, right, we do. And I think I've seen you or Miss Zerillo few times. Well, couple of times, so I think you're familiar with the

002rules. as well. Just go ahead. Yeah. And and I'm I have to say I'm very very sad that I don't have more people here, but um I think everybody just feels a little deflated, so just take this. I may have typed it a little emotionally. Thank you for your time. This isn't the first time that I've addressed this board regarding compensation for support staff, urging you to give us a fair and respectable wage. I have been to all the meetings that the compensation committee has been invited to. I have heard the promises, seen the smoke and mirrors, and witnessed the outcome that is quite insulting to those of us that have given years of service to the district and the students. In looking at the proposal you will be voting for, on the surface, it

003looks like you see our worth. On closer examination, it shows how you really value us. At the beginning of this process, we were told how we were the backbone of the district and we have deserved a large bump for years now. Yet, more recently, I have heard it said that the only reason for the proposed increase is for optics to attract new staff. When you dive a little deeper, you can see that you truly don't appreciate the longevity, experience, or loyalty of a lot of your employees. The final proposal that didn't need eight months to build reflects this. For me personally, my wage doesn't change from the first proposal to the final proposal. And my annual increase will be about 20 cents less a year than it has been for the years that I've been

004here. As I've said before on a couple occasions, I love this job. I love the kids. I love the team. I used to tell people how supported I felt by administration, and I don't feel I can do that right now. I really thought this was going to go differently and how foolish was I. I will continue to be excellent at my job as will my cohorts because we love what we do and we have pride in our work. That's it. Thank you. Thank you, Miss Inillo. For the record, can I read your address because I don't know if you started off at that. I did not. You may. 19524 1115th Avenue, Jim Falls, Wisconsin 54748. Thank you. All right, we don't have anybody else signed up for any public comment. So, to number five is

005showcase a school under 5.01 recognition of 2023 2022 athletic co-curricular and extracurricular activities. Mr. Mike Thompson, our activities and athletic director. Well, thank you. um feels like it wasn't too long ago. We were here last June uh talking about wrapping up last year and uh shows you how quickly uh the life of a school year can be. Uh but thanks again for your time. Um we try to capture things in this um presentation. Believe me, we can't capture everything in the presentation, but these are just kind of snapshots of some of the highlights and the fun things that our students were able to do and partake in in a school our size. um to come in prevent um in June with all the things um we would probably be here till tomorrow morning. So um

006forgive me if I've missed anything and and believe me we we celebrate as much as we possibly can when it comes to uh all the cool things our students are doing. Um so we'll kind of it'll go kind of fall, winter, spring and then we'll kind of wrap it up with some cool interesting facts at the end. Uh with our women's golf, uh they had the lowest score in program history and uh a couple of students, you can see Sarah and Addie right there, which they'll be returning next year as seniors. Uh they qualified uh for a sectional meet. Uh took fifth overall at the Big Rivers Conference meet, which is uh doesn't sound like a lot, but we're really building that in in the right way. And if you know anything about golf, it's

007very difficult to be consistent at that. Um so uh Mr. Morgan Hansen is our head coach and he does an excellent job with uh recruiting and re and and retaining students that are just trying it, but also students such as Addie and Sarah that are pushing themselves to a higher level. Of course, we have our um always excellent marching band um that we have in 23 24 we um did our obviously typical typical home shows. We had our um home event um was along the Chipua and then of course we went took a trip down to Whitewater as well to perform at at a more of a state level competition. And if you're able to go to it this year, it's it's pretty cool. 90 students is down a little bit from years past, but

008it's pretty pretty amazing. And I'm I'm hoping all of you can come to a competition um this this year, whether it's music long chipwa or at a halftime of a a home football game. We had two state qualifiers, uh, Ben and Jordan. They are both have graduated from the class of 2024. Um, but they, um, ran themselves to the state tournament. Um, Ben multiple times, uh, throughout his career, but Jordan, this was her ticket punched her senior year and this was a goal for her. Uh, don't know about the history of the picture, but uh, there's a I don't know, is that Pikachu? I don't know what that is, but either way, pretty fun uh, time they had at Monomony to follow. Pretty impressed. Did you know that's a Pikachu though? Is it? I don't

009know. Sure. It's not. I work at the middle school. It's Squishallow. Yeah, it's a stuffed animal. All right, moving on. Uh, we had our Big Rivers Conference Champions Chih High volleyball team. Uh, we had hosted a regional final. Um, and that's not easy to do in our in our regional area, our sectional area. and uh to be on top of the bigger conference, we knocked River Falls from the top of the perch these last couple years. Um unfortunately, one of our top players sprained an ankle in the regional final and actually Riverfall is the one that toppled us with when we went to the state tournament a year prior. Um don't, you know, believe me, it's not a let down by any means. Just kind of the nature of competitive um teams. Um if you

010follow the Chahai football team, we did qualify for a spot in the playoffs. We got an eight seed. Um, and if you know anything about WI playoffs, they put you one through eight. So, the eight team is the underdog. We went over to Hudson and Hudson's worst nightmare because we went over there and beat them at a kind of a clock control game. And uh, it was a it was a really really cool um, experience for some of our kids. Coach Rekovich brought up some freshman to practice and be the scout team for the other uh, for the varsity team, which is basically tackling dummies. uh be honest with it, but he also um rewarded those kids with being on the sideline at Hudson and so they experienced a pretty big upset victory. We return

011quite a few of our skilled position players next year for that team, but we graduate a lot of seniors that were big contributors of that. Um 10 time state championship high equestrian team. Um they ended up going down to Madison and bringing it home. I will say it is getting a little bit more difficult every year and Cara Scheler is a little nervous to put her uh you know put put her foot there with as far as like guaranteeing state championships but of course 10 times um that's the word dynasty right there and the cool thing is is car and our team is um doing an excellent job of helping other communities come up with equestrian teams to try to grow the sport and uh that's that's a kind of a big step um when

012you're on top of the mountain People want to know how you did it and they're trying to get other communities to join the equestrian world. And for the Pure Water Days parade, Cara is going to be, you know, how we had coach Reikovic last year in the back of the welcome. Yeah. This year it's going to be Cara and followed by the equestrian team. Very good. Very good idea. Very good idea. Um, who's going to follow with the shovel? But that's not going to be me. It's Jenny's job. Jenny. Perfect. You know, actually, who does? Pete Layman does. Pete. No, we know Pete. He did it last year. I watched him do it last year. Pete would do it again. That would be awesome. Uh we had our uh women's swim team. Evelyn Arnold was

013uh the person that put the team on her back and she ended up broken broke a school record of 500 free and she qualified in another event at a tough sectional. I believe it was in Hudson. We go to the Hudson sectional and it is a fast sectional, tough one to qualify for. Um, so she punched her ticket and was able to swim at the state meet to um to swim for Chip Falls. We did sign four Division 1/Division 2 athletic scholarships as you can see there. Sophie Robinson and Paige Ste both going in volleyball. Sophie's going to Southern Illinois Edwardsville um at the division one level and Paige is going to Southwest Minnesota State at the division two level. McKenna Johnston is signing for with Winona State for softball and East Bob is signing

014with St. Thomas which is now division one for baseball. Cool thing about that the fun fact I know you can read that but we average the the GPA and it's still 3.945 and they they earned a combined 29 varsity letters throughout their careers. Pretty cool statistics when you break that down. Jumping into the winter, uh we did have Eric Petroski qualify for the 500 and the 100 free in the the swim events. Um and and if you know anything about Eric, and now he's going into the military. Um he's a very selfless person, so it was very cool to have him take on a leadership role for some of our younger student athletes. Um he did have a individual goal of qualifying for the state tournament, but he also had a team goal to show

015the younger kids how to do that. So Eric is a fantastic leader. We had wrestling the year prior. We had two qualifiers to go to sectional. This year we had seven. Um we didn't get anybody to the state meet, but we did have seven of those that punched their tickets. So you can see the growth there. Um another thing we did with wrestling is we brought them from oh we're renting space downtown and we brought them back up to the school. We put some wall mats on the wall so it's a little more safer environment. So getting our students to compete in our facilities shows that it was it was obviously uh quite a bit better. We didn't have to waste time driving or you know putting kids um in the car, you know, on

016a on a a bad winter night. So um I think that's a direct reflection of the the coaching and the the commitment that those student athletes had. Uh robotics um which uh Mr. Walter, I know he's not here, but we'd like to thank him for his years and years and years of service, dedication to robotics. He finally got it to a point where he feels he feels comfortable handing it off to other volunteers. He's still going to be around. If you know anything about Mr. Walter, he'll always he'll always be around and he'll always be be able to help and be a resource. But, um, he was able to lead this group of fantastic students. They had big aspirations because they were really really close to going to worlds the year prior. uh they didn't

017quite perform to their standards, but they performed very well up in with a with another successful season. Um, one of our um kind of trademark teams this this past year, it was last couple years I should say, is our gymnastics team. Uh they won every single meet throughout the year, which is pretty unheard of if you know anything about well gymnastics, but competitive sports in general. um Big Rivers Conference champs. They had we hosted the sectional. Uh we were the sectional champions. Uh they went to the state tournament as a team. We also have individual and team qualifiers. In um in a sport like gymnastics, you would have that. Uh in a fourth place team finish the year after we had a third place team finish and we had a a third place podium with

018Ava Christa and a sixth place all around Ava Christa. Uh we return almost everybody. So, I will ask you if you can make it to a gymnastics meet next year. They are throwing some fantastic skills and they are a hardworking group of student athletes. So, if you can get there, uh the gymnastics group is one to come and watch. Uh with harmonics, it's always one of the bigger ones. It's always a big um buzz when when we're there. Um you can see it's an Andy Warhol Warhol theme. Uh when you watch it, it all comes together. It's pretty cool because I get to see kind of the the snippets as they're working in the in the auditorium and I'm there. I'm like, whoa, this I don't even know what any of this means. But when

019it comes together in the competition, it's it's very cool. But you can see 50 members, over 50 members. U we we walk into some schools and uh they see us, the size of our team and the skills of our team and our leaders. Um it's it's a very awesome experience and they put uh the Chiple Falls on the mat with harmonics. Men's hockey was another high level team this year. It was probably a team for the ages if you're in the hockey world. Um, Big Rivers Conference champs and and being undefeated in the at Big Rivers is a very difficult thing. And obviously they went to the state tournament. Didn't turn out as they wanted it to, of course. Uh, but they had the Hockey Coaches Association player of the year and coach of the

020year. You can see on the right there's a picture of both Jackson Hy who graduated and coach Parker who graduated as well in his own right and he retired and um he's moving off into the Sunset Bear. Um but that men's hockey team was an excellent um team and by that I mean we had some really good individuals on that. Um but there was it was a really good deep team that really got along together. So that's why I think it was so magical. They didn't really have a lot of speed bumps along the way because they put their pride aside. Um, as you can see with with the forensics group, they got uh a top 5% excellence in speech 2024. Uh, we believe that it's the first time in school history that's ever happened.

021Um, and 300 schools competed at that. And we're, you know, one of 15 schools to be able to get that. And you can see maybe the picture doesn't do it justice, but that's a pretty big forensics group. And uh Miss Karen Kaylor has really grown that group and is a very confident speaking group. And it's a little intimidating to me as well when they when they go up there and speak uh with such confidence. Uh we have both men's and women's track and field and we did this is our first year we had a women's head coach and a men's head coach separately. It's always been one coach for 130 student athletes. and other schools do it where there's men's and women's. And this was this was one of the reasons I think we had

022a a very good turnout as far as students being able to be pushed to the next level with the women's track and field uh Big Rivers Conference champions for a second year in a row. They won the sectional as a team as well and they had seven state meet qualifiers and a podium finish uh with triple jump with Ava Christa who was on the podium for gymnastics as well to show her superior athleticism there. And of course men's track and field uh we we qualified the 10 um state meet qualifiers. We did have a state championship relay team. You can see in the upper left Jackson Lame, Sam Abear who return this upcoming year. They'll be seniors and then you have Carter Boie and Ethan Fashingbower who graduated and literally handed off the baton but

023are handing off the baton to somebody else. Um but they ended up winning a state championship and uh you know in the 400 meter I I have a lot of respect. 400 meter I think is one that I want to you know get sick to myself watching those people run that. But it is an impressive impressive run. We we had a runner up 400 meter run Sam Abear individually as well at a 400 meter run and he was second in the state. Um he'll come back as the highest or fastest 400 meter um individual in the in the state next year because the person that beat him graduated. And we had a runnerup relay team. The 4x2 I believe ended up being the runnerup in the entire state. uh softball team which had a a

024large excellent group of seniors. One of the most unique thing about the softball team of course they're very successful and we know how successful they've been over the course of probably the 20 to 25 years. Uh they had four four uh fouryear starters on their varsity softball team. To have one four-year starter is pretty rare. We had four um within that team. They ended up winning the regional. They went to the sectional final and lost a game uh I believe it was one to nothing infield hit scoring the run. So that's softball there. But excellent program and uh we'll hopefully continue to reload into next year. You can see as you can see uh we had pretty solid season for baseball. Mitch Steman earned his 100th career win as a head coach of the Cardinals.

025Eastston Bob was the pitcher of the year in the entire conference and I believe he was second team all state as a pitcher and you can see we had five allconerence honors between first team, second team and honorable mention. And of course uh we had our esports team inaugural season. Um, and in esports, if you know anything about it, it's competitive gaming and it's fall, winter, and spring. And each season there's a different game and kids have to try out and make a team and see who's going to play best as a team. And uh, and there's a JV team to to help with that and help help develop students. Mr. Harry Kellogg at the high school took that over and they won a state championship in their first year of existence at the high

026school, which is uh, obviously an awesome feat in its own. it went over to Wasau. Um it was it was streamed online. There was thousands of viewers on there. Um so hopefully that's the first of many um positive things and I think it's just another example of Falls High School finding out things for kids to get involved in and become part of something else. uh with FBLA, they had to they got to I should say host the state conference, a leadership conference in February. And you can see Gabby Peterson on the left. She teamed up with Marina Lame um who was was our FBLA advisor um and um and a business teacher at our school and they hosted that at our school. It was a huge event, people from all over the state. Um but

027they did an excellent job leading that in um in February. with FFA, 28 members of that um to got to compete at the state competition. And you can see in the lower right, that's a huge number of students that and that's just the kids that went to the state competition. And Sophie Kaylor wrapped up a two-year commitment as a state level officer. So, we've had constant uh leadership and officer levels at from Chip Falls FFA to serve at the state level and that continues to keep us on the map for students that are interested in that. We have um Gina Bergen and um Caitlyn Foster, our adviserss for that and they do really really good job advocating for things such as FFA. Um, Dec DECA had an excellent year again and that's another program Heidi

028Warren's our adviser. She does such a great job of continuing to recruit students and, you know, to take the classes, see if they like it, you know, pushing them maybe a little bit out of their comfort zone, but really following their their lead. Um, but we had such an amazing time and we had some kids that um went to the international competition. So, you know, you have like the regionals and state and you know, they made it all to international competition and you can see that Josh Sorski far left on that picture, he placed third in the uh in that competition. So, um there are some students that had some really cool business plans and they had to pitch a business plan to people. um they're doing these things at the high school level that

029you know people are doing at the professional level and they're doing it with very uh very good grace and professionalism. Um with HOSA we have uh 17 members qualify for state in April and we actually have one um that's going to be na at the national level later this month. Um and of course they have team elections and officers to fill as u people have graduated on. Beyond that, Skills USA had a banner year. Um I don't need to read all of that, but you can see the first place finishers. Um we had a significant amount of students. Um and you can see I think this is a direct reflection of our community's investment in our our steam and our STEM areas with our technical education areas. Um Mr. Tim Pomelo and um John Heel

030really take a lot of time and and put that effort and trying trying to find which students are going to have their um their strengths in these certain areas. Um but definitely a banner year. We put a lot of students in first place, second place, third place, far more than we had in years past. Here's just a shout out to our strength and conditioning group. We have uh we had received or I should say we earned uh a program of excellence for the national high school strength and conditioning uh or strength strength coaches association. Um and that's not easy to do. Becky Netti and Derek Netty applied for this and it's a huge rubric and they have to do uh quite a bit of behind the-scenes work to make sure our not only our weight

031room is safe and productive but um there's there's you know all sorts of things that they had to put through on a checklist and uh they're they're very proud and we are very proud to have that program of excellence from the national level in our weight room. You know anything about pound club? The the students do certain lifts and they if they reach like 800 pounds, they get a shirt and they get kind of posted on uh social media 900 and so on and so forth. You can see some students that are just starting to take um physical education classes and just starting to get into it. Um then they they they earn these shirts and you can see the level of confidence go up. Um, so it's it's kind of like an inner competition

032with themselves and others to be able to safely lift and continue to um get those lifelong skills. Uh, these are just kind of summing up what we've talked about. Um, 26 allconerence first team students, second team 32, all honorable mention 34, three championship teams. You can see our state qualifiers on the left. Hopefully I highlighted most of them um from earlier. and uh 10 students from class of 2024 that continue to uh that will continue their athletic career, not only uh that will earn a scholarship, but also students that didn't earn a scholarship that will go compete at the collegiate level. And uh and the bottom, I think it's it's kind of cool to see when we have a student that earned um that played three sports all four years of high school. We had

033one of those students, Paige Steinmets, and she came through and she's a kind of a banner student athlete in our school. Um, but she earn she not only did she earn a letter um or a participation award, but she earned a letter in 12 different seasons at the high school level, which is very very difficult to do if you know anything about three sport athletes um and having a high level of academics and a social life on top of it. Uh she she did that very very well. Uh, and this is just kind of a a scramble of all the community service projects and we we talk a lot about for the culture and so we we just took some blurbs on there just just to remind all of us that, you know, when we

034do this, it's not only for Chiple Falls High School, but it's for Chiple Falls in our community to be able to give back um at appropriate times. And I've noticed since my time as an activities director, I've noticed a lot of students that are taking an initiative to try to give back and they come to me with ideas and we kind of move things and finagle things to be able to have it work within our guidelines. Um, but the students do a lot of the work and it's u it's humbling to see that. Um, we have when they know there's somebody in the community or a a group in the community that could use our help, they jump on on board with that. So, believe. That is it. [Applause] So, that was obviously a picture

035of our student section that hey, we didn't break our bleachers, but probably came pretty close. But, uh, what a what an awesome experience. But, anyway, I did a lot of talking. If you have any questions, of course, feel free to ask those. But, uh, what a year and looking forward to next year, of course, as well. And, um, I'd invite any of you and all of you to any event. Um, whether it's in the in the auditorium, gym, outside, inside, doesn't matter. We would love to have you as our guests. Before the board ask any questions, one of the things I want to let the board know, Mike, is I've been an administrator now for 20 plus years. And over the course of that 20 plus years, I've had opportunity to work with approximately eight

036or nine athletic directors along the way. So, having just ended my fourth year in Chipo Falls, I want everybody here, you know, the public and the board staff members to know how greatly appreciated you are. The work that you've been doing, particularly over the last four years that I've personally witnessed are fantastic. You've got an exceptional mindset for an athletic director. What a lot of people don't know is the things that you wind up dealing with that are not public and should never be public, but you handle a lot of that with grace and greatly appreciate it. Thank you. That means a lot. I know that I have a lot of support in this room and um from administration. So, it's not easy uh but it's it's appreciated. Thank you for those words. Well, this

037presentation that you provide to us on a regular basis, you know, it showcases and like I said, I know I'm getting a little choked up right now, but put it all on those slides and realize all that goes on that you oversee and then the things that people don't see that you deal with, you know, where you and I often have to work closely on some things nobody else wants to touch, you you know. So, thank you. So, Mike, thank you very much for your presentation. Um, I'd like to get back to where we look at doing this three times a year if we can. Not necessarily just to break it up a little bit, but because then we have the opportunity to get some of the kids in here like we did that one

038time. So when we have the the fall sports and we have a meeting, you know, sometime in December and we have that group of kids that's up here and gets to have that recognition, that that's a great feeling as well. Um it's just hard to do that in the summer and and it's hard, I think, for those spring kids. So um you know, maybe even bring the spring kids back, at least the ones that didn't graduate, and do it first thing when school starts. It's nice to have a bigger bigger crowd and bigger, you know, have them here for the recognition. They have this on, you know, our meetings are all recorded so they can all look it up and see the accolades that were given. How much of your success do you attribute to

039your sixth grade basketball coach? I think this is a loaded question. So, it's really loaded. He has one answer, isn't it? It was a piece of the puzzle. Thank you for doing it. As opposed to saying, "Well, who was that?" Oh, I know very well who was, and I should apologize to him, but yes, thank you for that. All right. Uh, Mike, anything else we can do to to help make your job easier or anything that that you need from us? I don't think so. No, I I I really do enjoy coming in and bragging about what what our students are doing. So, if I can do it more, yes, I'd love to do that. But, um, like I said, I think the the the thing that I would like to see is all of

040you coming to some events and seeing all the the things our students are doing firsthand. So, good. Excellent. All right. Thank you very much. Thank you. Right. Uh, next is 6.01 which is OE12 learning environment and transportation. Members of the board have received the CEO's monitoring report on OE12 learning environment and transportation. Is now the board's responsibility to consider the report as evidence of compliance in this area. Superintendent Holmes. Yes. The director of student services, Miss Christine McMasters, has developed this monitoring report for our review. At this time, I will ask her to provide an overview of the report and remind her that she may want to seriously reconsider future plane rides. Thank you. Yes. And thank you for allowing me to be virtual tonight. I appreciate that. Um tonight I'm presenting you with the

041operational expectation 12 uh learning environment and transportation. Maintaining a learning environment that is safe and respectful and conducive to student learning is our top priority for our district. As you can see from this report, we have many systems and supports in place for our students and staff to address the needs in the learning environment. I'm happy to say that all areas are in compliance. We have utilized an equitable multi-level system of support for the last 14 years and we've seen continued growth year overyear in the full implementation of each area as noted in the crosswalk data in this report. Each year our uh we refine our systems a little more and look at ways to monitor our school climate and improve our caring culture. Positive behavioral interventions and strategies are utilized at the universal level

042for all students to support students in learning and understanding the behavioral expectations and the various learning environments including classrooms, lunchrooms, hallways, bus lines, playgrounds, etc. We have looked at our T-charts. T- charts are um charts that show classroom managed behaviors versus um admin managed behaviors or office managed behaviors. So, we've looked at our T-charts through an equitable lens to focus on teacher managed versus office managed disciplinary behaviors and supports. Every building has social, emotional, behavioral coaches that support the caring culture work of the building and provide opportunities to support the behavioral expectations and needs of that building. All of these social, emotional, behavioral supports are in place to help students to focus on their academ academic achievement and to meet their own personal goals. uh the better uh to better support students with IEPs in

043the general education classroom. We have received a three-year, it's called ES3 grant to engage in the development of a coaching and support model for classroom teachers. We just completed year one of our grant and with that um we have trained our internal coaches, developed our core team, brought in professional learning, sent staff to conscious discipline training, shared evidence-based resources and modules, and we are finalizing a request for assistance process moving into next year. The district now has in place a specific bullying and harassment reporting system for parents, students, and staff to utilize for reporting incidences of bullying or harassment. We have an online reporting tool on each school's web page called SUSO. It's another reporting tool provided by the Department of Justice for any school threats, including harassment concerns. This link is also on every

044school web page. As far as moving into the next school year and our commitment to improve um with the elimination of some key positions, the pupil pupil services and curriculum department will be reviewing how the multi-level system of supports or our MLSS will continue at the building and district level. Professional development around social emotional learning and restorative practices will take priority through the caring culture pillar and building and districtwide opportunities. Some roles and responsibilities will shift to others within our departments, but our overall commitment to a multi-level system of support will continue. Buildings will continue to prioritize a caring culture and promoting social emotional learning and a sense of belonging through our scorecard process. While we have seen growth in these areas, there is still room for improvement and continued professional development to support staff

045as they implement evidence-based interventions and supports. And that is all I have. Thank you, Miss McMasters. At this time, I ask for the board's acceptance of the monitoring report. Right. Board members, any questions about the report itself before we vote to accept it as our own to discuss further? I move to accept the OE12 learning, environment, and transportation monitoring report as presented. Motion by McKillip. Is there a second? Second. Second by fear. Any further discussion? All those in favor say I. I. I. Opposed. Motion carries. Uh the way 12 report is now ours to discuss further. Now board members have any questions before we determine whether the district is in compliance using our policy motion. There are no questions. I would look for a motion using our operational expectation policy motion language. Then move to

046accept OE12 learning environment transportation monitoring report as presented that the district is in compliance as indicated in the report. Okay. So specifically the motion is that the district is in compliance with OP 12 learning environment and transportation. Correct. Correct. Motion by fear. Is there a second? I'll second. Second by Olsen. Any further discussion? All those in favor say I. I. Opposed. Right. Motion carries. Uh the board finds that the district is in compliance with 12 requirement and transportation. Thank you, Miss McMasters. Uh, I don't know if you're here for the rest of the meeting or uh we can say get back to your flight or whatever it is that you're doing. Thank you. All right. Uh, number seven, board consent agenda 7.01. Does any board member request removal of the board consent agenda items for

047separate consideration? Hearing none. I would look for a motion to approve the board consent agenda as presented. So moved. Motion by fear. Is there a second? Second. Second by McKillip. Any further discussion? All those in favor say I. I. I. Opposed. Motion carries. The board's consent agenda is approved as presented. Next is the superintendent consent agenda. Is there a request to remove from the superintendent's consent agenda any item for separate consideration? Hearing none. I would look for a motion to approve the superintendent's consent agenda as presented. So moved. Motion by McKillip. Is there a second? Second. Second by Olsen. Any further discussion? All those in favor say I. I. Opposed. Motion carries. The superintendent's consent agenda is approved as presented. Matters reserved for board action. We have no items removed from the board's consent agenda

048and no items removed from the superintendent's consent agenda. So that brings us to 9.03 consideration of coherent governance committee meeting notes. And the chairperson is Miss McKill. Yeah. So the um coherent governance committee met on June 19th um to develop the 202425 work plan. We kind of reviewed where the um monitoring reports land um whether we the administrators will have the data needed to provide us with um the reports. Um you'll notice one we have um when we look at it next we have it in August that will be one that we're um monitoring yet from 2023 24 because we are waiting for data and then it's again in the spring but that will be for25. Um, so that might be kind of confusing, but then just kind of the normal moving the um November

049and December meetings away from the holidays. Members have any questions [Music] regarding governance committee meeting? Hearing none, I would look for a motion to approve the June 19th, 2024 governance committee meeting as presented. So move by Olson. Is there a second? Second. Second by fear. Any further discussion? All those in favor say I. I. I. Opposed. Motion carries. The June 19th, 2024 coherent governance committee meeting notes are approved as presented. Next is 9.04. consideration of the uh board annual work plan. It's again uh board member McKill. Yes. So this is this is the plan that we discussed at the committee meeting um that we're looking for board approval um for monitoring our reports this year. Board members have any questions? pretty comprehensive work plan. Thank you for putting the time into this all members of

050that committee. Angela, yeah, I was going to say with plenty of help, I'm sure. Angela. All right. Um, if there are no additional questions, the recommended action is to approve the 2024 2025 board annual work plan as presented. So moved. Motion by fear. Is there a second? Second second by McKillip. Any further discussion? All those in favor say I. I. I. Opposed. Motion carries. The 2024 2025 board annual work plan is approved as presented. 9.05 is consideration of policy committee meeting notes and the policy committee meeting doesn't say who the chair is. Spear. Yeah, we met um to discuss the new policy on uh public notifications for school threats. Um Jeff had put it all together and checked it with the existing policies and then Niola and the legal council. Um it was fairly straightforward

051when we got it. It all looked pretty good. Um meeting went well. I don't think uh there was any major hiccups. So I think we're set to approve that. Any questions? Members have any questions regarding the uh notes or the uh see is that a separate agenda item? Yeah, adoption policy. Okay. Any questions about the meeting notes? All right. Hearing none, I would look for a motion or the recommended action is to approve the June 13, 2024 policy committee meeting notes as presented. So move motion by Olsen. Is there a second? Second. Second by McKillip. Any further discussion? All those in favor say I. I. Opposed. Motion carries. The 2024 uh June 13th policy committee meeting notes are approved as presented. Next is the consideration of the adoption of policy surrounding public notification of school

052threats. Draft notification is in our board meeting notes. Board members have had a chance to review that before the meeting tonight. Any questions about this draft? Um does anybody on the policy committee want to go over anything? Any comments? If I could. I I do want to reinforce that this U policy was vetted by Neiola representatives which does include their legal team. It was vetted by our district legal counsel and it was also vetted by our public safety committee uh because it does have ramifications associated with how our emergency management plan works. Uh the way it is worded in my mind does allow for greater uh transparency and clarity in terms of how we as a school district operate when confronted with student information and student conduct that requires confidentiality be applied. Uh, you know,

053I think it does help for our constituents to understand that our administrative team and our SRO's and our counselors go through extensive trainings in regard to how these things are dealt with. Uh, as a matter of fact, we just had nine uh school employees go through uh a recent training to add to our team of individuals that can help make decisions surrounding these types of things. Um, based on uh Kirk's input, certainly um I'm confident that it meets all requirements associated with FERPA and the Wisconsin state statutes surrounding student information and confidentiality and I do recommend to the board uh that they do accept this policy and allow us to um insert it into our other policies. Board members have any additional comments, questions? Hearing none, the recommended action is to adopt the drafted policy

054surrounding public notification of school threats as presented. I move to adopt the drafted policy surrounding public notifications of school threats as presented. Motion by fear. Is there a second? Second. Second by McKillip. Any further discussion. All those in favor say I opposed. Mot motion carries. The board a cops the drafted policy surrounding public notification of school threats as presented. Next under 9.07 is consideration of compensation ad hoc committee meeting notes. and the compensation ad hoc committee meeting notes. Uh members present would be board member Jasper Mawam and McKillb who's going to be presenting on the notes. I think we had an opportunity to meet um several times and um we met in various ways. First of all, we met just to gather information to understand as a committee. We had a second session where we

055were able to gather a lot of input and really hear um from a number of our employees who attended who had been part of that committee. Um as with Miss Enzar res you say your name please. Thank you. Miss Enzarella being part of it was in my head. It just wasn't coming out. Um and then we were able to meet again um just to to see if there were any shifts or any alignments including a stopand go light chart which will be presented tonight. And um you know we did some some work within ourselves to say where we thought we would um land and that will be part of 9.08 essentially presentation for Mrs. St. have any questions or comments? The recommended action is to approve the May 28th, 2024 and June 12th, 2024 compensation

056ad hoc committee meeting notes as presented. So move by Olsson. Is there a second? Second. Second by fear. Any further discussion? All those in favor say I. I. Opposed. Motion carries. The May 28th, 2024 and June 12th, 2024 compensation ad hoc committee meeting notes are approved as presented. Next under 9.08 is the consideration of support classified hourly staff compensation. Have a presentation here. Is this going to be by Miss Stark? Yes, it is. Thank you. Um, so this I do realize this has been kind of a long and emotional journey for a lot of people. I um I understand that I do uh the support staff group is the most varied group that the district has and um they are they are critical. There's no way that we could operate without them. And it's you

057know the the work here is an attempt to kind of honor the border proof process and the requests that were made. Not all of those requests were moved forward. I know that the work did not meet expectations for everyone. Um, but you know, we I tried to come up with something that was following the protocol and as fair and equitable, I guess, as it could be with that. So, that's sort of just my maybe a little comment. Uh, this you've some couple of these slides you've seen before. Um, so the district has started with a four-year rotation. I would say, um, going forward, this will be modified probably in some degree. Uh, there's been discussion about a three-year rotation. One of the things that happens is if even though scales have annual increases, if they're

058not if there's not an adjustment or calibration made other than every four years, sometimes that can create difficulties in itself in itself, especially if people reach the top of the scale and they have been capped. Um, so I know that this is going to be looked at. I don't know as much about how it will end up. And the other piece is the the whole compensation approach. Um, as I get into it, I'll talk about the the process the district uses with comparable districts and how that um mathematically works. And there's other approaches that can be made and I think there'll be some time um as Sarah gets working in this role to think about that approach and some other possible approaches that could be used going forward. uh the timeline which were you know

059um this work was started I believe with Tim in September and when I came on board there were some drafts that had kind of been done. Um looking at the new pay schedule will start July 1st and um for 12 month staff that starts there. Uh for some staff who are less than 12 month it'll start with their fall um piece begins. So, some of the prior work that has happened um comparable data was compiled. All of that was done before I got here. All of the categories were on a ninestep scale and you'll see now it's a 10 step scale and I'll explain that a little bit. Um there was input shared um of areas of concerns where people requested changes and then a board ad hoc committee was created. They had listening sessions

060with support staff with that compensation committee. Um, and as you will see going forward, other options are presented for salary adjustment. So, this is a little this is maybe a lot tricky to read, but I what I want to show you is that it helps because you can see kind of what compression looks like here. And so, this example is for custodial staff. And when you look at it, if you look at, for example, ours is in the yellow. Triple fall school district. When you look at this is where the yellow is where we were where we are right now before any kind of adjustment. So I'll just pick custodian. That's a common um piece. Our minimum was 1534. The maximum was 2162. There's a fair gap there. And you can see all of the

061comparable districts, what their minimums were, what their maximums were. And one of the things I'll talk about that I've talked about before is we moved to the 61st percentile, and that created compression. I didn't um add the 51st percentile, but if you want to have a ballpark, if you look where the 50th percentile is kind of going across, that'll give you the 50th to see. But if you look right underneath that 61st percentile, our bottom moves up to 1954 from the 1534. The top moves from 2162 to 2262. So that's what I just wanted to share this so you have an example of when we talk about compression what that means. the bottom moves quite a bit, the top moves a little bit. And that's true for many positions as you go through, some more

062than others. Um, but that's I think one of the things that, you know, we thought would be a good thing was moving to that 61st percentile because that would bump up pay overall, but it also created more competition. And so then there's less difference between who's the beginning person and who's what's the maximum what's the person that's been here the longest. Um and then the other slides just show so for example this is for technology. Um and there it it happens there as well. Not quite as dramatic from 23 33 minimum to 25 and then the maximum is 32 um 89 where our maximum is actually above the maximum there. Uh this is clerical staff and educational assistance. And you'll see similarly that um I'll just do like special ed assistant which is 1 2

0633 the fourth one from the left in the purple. Um you'll see the minimum that we were we're paying right now was the 1396 that moves to 1776 but the maximum moves from 1968 to 2160. So not that that same motion. So I don't want to belabor too much in the data. I just wanted to show you um the data behind why there are some of the issues that there are. This is the same for food service. Uh this is the actual Excel formula that builds out that scale. And so what happens is you plug in your minimum and your maximum. um lots, you know, we've had a lot of discussions even beyond the four plans that I'll share tonight about what if we just did five steps, you know, because part of the small

064increases is there's nine steps and actually going to be 10. Um what if we, you know, then you have the issue of you really build up a lot of people in the a single step which also can create some difficulties in itself. So this is the scale that we shared where we talk about I called it the 61st% scale with adjustment. So the adjustment is for inflation because the data that was collected was collected last school year. Um the other piece that I'll note just so that you see is um the kind of shaded blue are instead of kind of we don't have the ability to when people clock in and out just to have a shift differential automatically add on. So if I'm a evening worker, weekend worker, my pay rate is different. One

065of the other things we did, if you look on the top under positions um for the student support is we did separate special education assistance from regular education assistance um because that work is more difficult. Those positions are more difficult. Um, and so that was a way to try to look at that. And then there's a couple of other pieces here that were requests that I'll talk about going ahead um forward. Uh, the other piece, and I know this can be difficult to read, so I will actually just give you a paper copy. Thank you. Um, this is just health insurance comparables. and how does our health insurance compare to the districts that we for our comparables and you'll see in not every single instance but in many instances um ours is more favorable and

066it just sort of depends and I couldn't fit that on one slide so So it's just again providing that information. So there even once we did that 61st percent so if you go back to this scale a couple of things we did one is on some of them step one was still below $15 an hour which was the sub rate and so any of those automatically got moved to the next amount. The other thing, if you look on the far right, I always talked about nine steps and there's a step 10. That's an attempt to deal with that compression that I talked about earlier. So step 10 is outside of any max in the comparables. We just took 2% added it on step nine to get step 10. Um, so those were some adjustments. So,

067it's true. It's not well maybe the most p exactly the 61st percentile with those adjustments. Um, what's the impact? I talked about this a little bit shift the scale and more staff move back to step one or two. Um, even by adding step 10, there still are a few staff who would be at step 10 in 2425 and there is a wider range of percent increases. So when we look at that um maybe I guess if it's the good news bad news about comparables some things and I'll use um health assistant as one the the other when we looked at comparables they jump more than others so their percent increase was higher than some others. So there's a range of that, a wide range of that. Um some changes from the prior years again um

068prior years always broke that 51st percentile. We wanted to move to the 61st with the 2%. And um in prior years the placement to go on the new scale, what happened is you moved on the old scale, you had to get at least a 25% increase and then you got put on the new scale. um that we moved to 40 cents because we wanted it to be better and so that's what happened there. Uh so this is um Sherry had referred a little bit to the stoplight report and it's just a way to kind of organize some of the requests and I hope I don't confuse everyone. I have like the harder the darker red and more of the lighter red. Um, darker red was requests that were made that legally we're not going to

069be able to provide even in the future. So that's why I put them there. Um, so for example, um, people wanted to be able to get overtime if they use a sicker vacation day. Um, that's part of employment law. Uh, prrated health insurance deductibles based on salaries. um we there are discrimination tests that we have to do on all of our salary and benefits that that would make it basically impossible to meet that and the ability for full-time staff to work events. Um and that just has to do with Fair Labor Standards Act. Now, I would say the red doesn't mean they could not do it, but we would have to pay them the overtime rate. So, it just becomes a very much more costly. um the lighter bread, those are things that aren't necessarily

070legally that we couldn't do or that couldn't happen in the future, but they were not done at this time. So, one was an increase in holidays for 9 and 10 month employees. Uh right now, those and we'll kind of you'll see it a little bit in the handbook are at five and seven. And then the elementary assistance, there was a request to move to pay grade five. So, if you look Um you'll see the pay grade there in the top. Uh right now they're at pay grade four. Um they wanted to be moved into five because of some of the financial work that they do with accounting assistant that um didn't happen at this time and it just there's there's a lot of it. I mean I've I feel like I've said this before so

071I um but it's it's similar. It's just different work. I feel like it's even a second grade teacher has 28 kids and they teach reading and they teach math and they teach science and they teach social studies and they teach kids to wash their hands. I mean they do all kinds of things. A high school teacher might have 150 kids and they teach all science. It's just different work but it's not quite to that same degree. Um the yellow are things where we did some of what was requested but maybe not fully. So, one what I mentioned was that shift differential for staff working out of schedule. So, for example, um if I'm a PM worker, I get the differential. If I'm a regular day worker and I come in and plow snow, I may

072end up with overtime depending on how that works, but there's not a differential there. Uh the other is moving instructional assistant to grade B payra 4. uh we did move them from pay grade two to pay grade three but not to pay grade four which is the same as the administrative assistant and then the green are things that we did do. So one is the 61st percentile uh sick leave payout currently there is none nothing for that uh there would be a payout of $50 per day for sick time that's above the maximum and the maximum is different for different people depending on when they started. um additional longevity for those at 25 years of service. Right now we have a percent that they get at 5, 10, 15, 20 years of service. We would

073add 25 years of service with the 5%. Um this is the only group that gets any of these things in the green that would if this is approved. Um and the other is which kind of connects to the longevity is staff would when they reach the top of the scale that they shouldn't be frozen. So if I'm at the top of the scale, I talked about there's a couple people at 10, they get an additional 1% on the longevity. So for example, I get 1% at five years. If I'm at the top of the scale, I'll get 2%. Or if I get 2% at 10 years, I'm at the top of the scale, I get 3%. So it was a way to try to um provide something for that. And then just some prior compensation

074work that had happened in the prior cycle um was some insurance was paid for employees that were less than 12 months. Um so here's options that um I'd like the board to consider. So one is the one we talked about at first 61st percentile um a 40 cent minimum after movement on the current scale. And I'll talk a little bit more about each one. Number two is that, but instead of that minimum of 40 cents, we look at a minimum of a dollar increase. And it's it's a little bit different because it's not it's from their current pay rate. So, number one, when you look at it, you you move and then you get at least 40 cents. Number two, it's a minimum of a dollar from whatever your rate is this year. Number three

075is just a flat 9% rate. whatever you're making this year, it's a 9% increase for each person on whatever their rate is. Uh number four would be you move on your step from the current um schedule and then get a 9% increase. So I'll talk just a little bit about kind of some pros and cons and some of them with the percentile are similar for each because they're a different approach. Um so the 40 cent increase um obviously it's based on the compensation um the comparable data the special ed pair did increase a pay grade um some of the cons is a lot of staff move back to a lower step. There is less difference between kind of a five plus year staff person and a new staff person hired. Um and we do there

076are on that scale five staff who if you were capped at the prior year maybe 40 cents is their increase looking at the if there's the minimum dollar increase from your current pay rate. So a lot of them are the same um but there's a little more compression um and some staff move a step and some do not. So even um Sally had talked about like with that There are 167 out of about 230 plus staff that whether we did this one or this one, their rate is the same because it's beyond that amount. Uh looking at just kind of the flat 9% increase, um it's easy to understand. Everybody can figure it out. All staff get the same percent. step placement doesn't change your it is it and I I don't want to say

077it doesn't matter but for this purpose it kind of doesn't matter um it doesn't take into consideration any comparable data it would be a short-term plan I mean you you that would be this year because again you're not going to necessarily move a step with this one um and there are some staff that will have a lower rate than the draft that was shared with them because if you remember back I talked about there's a wide variety of percent of increase. And then the final one is looking at you move a step on 23 24 and then get 9%. Again, it's easier to understand. They move a step first. There's a little bit more um I don't want to say disparity, but um it's a little different. Not everybody gets 9% because for example, if

078you were already capped, if I was step nine last year, I'm just going to get 9%. If I was step seven, I go to step eight and get 9%. So there's there's a little bit of a difference that way. So a lot of information to think about. Um looking cost out, this just sort of gives you the overall um and as you might guess, I mean the the most expensive is you move a step and then you get a 9% increase. The least expensive is the you know 61st percentile with the minimum 40 cent increase. But um it was the goal to to give the board some options to think about and what might be kind of the the positive or the less positive about those different options. So going forward, uh any questions about

079any of this? Chad, is there a recommendation from your side as far as which would be the best way to go? I don't have one. If we were to go with the most expensive one, what will happen in terms of the number of employees we can have? In all likelihood, we would have some any resignations going forward, be replaced, at least some of them. some staff would not be able to be replaced. So, we had a fewer staff working with kids 22 and committee. Did you have any recommendations to the board? We didn't we did not vote as a committee. You know, we we shared our own personal thoughts, I guess, as an individual board member. Okay. Mr. Superintendent from my perspective the one that makes the most sense if I look at this stoically

080if I try to take emotions out of it and look at what's in the best interest of the district over time. The one that likely makes the most sense given everything that I have heard and seen over the course of the past couple months is the 61% minimum with a $1 guaranteed increase. It is one that I do believe the district can absorb based on what I currently know about school funding formulas and how they work. Uh it also addresses the need to make adjustments on the other end of the spectrum and it does um help somewhat our employees on the other end of the spectrum as well. Miss Stark's um what she shared in terms of compression is definitely something that I do worry about. Um, I do believe that that one makes the

081most sense currently, but I and with the caveat that the board should give us direction to revisit scales and how they're used, not just for this particular group, but for all groups in Chipo Falls Area Unified School District. I do think that given the changes that have occurred over the past four years certainly uh regard to our national economy the impacts of inflation and what's come as a result of post pandemic. That would be my recommendation to take 61% of the mult increase with the caveat that the administration should take on the task of uh reviewing the scales and looking at other models to see if that we can find better ways to do it. anything to add from what she had said? No, I mean it's um you know as as Jenny pointed out,

082you know, there's there's pros and cons um each of them. Um yeah, we we value the employees and would we like to give them everything? Yes. But then we have our budget goes as as well. Also, just trying to find that medium that we can that we can um you know, budget for um and not have to cut several employees. Uh just so that we're clear, whatever we do here um and and if we continue our three-year cycle, there's increases. I mean, things aren't frozen here. There's increases automatic. Is that based on 3%. Or what what how does that is that step? I would say if you if you did the like one of the 60 if you did for example the 9% increase then I would say that's just this year and then next

083year either you'd have a new scale or you would just vote for another percent increase what you know whatever that would be. Um the others, you know, the others, you know, every year you'd move a step and and that would happen that way. Um for either of the 61st percentile choices, but any of the if you just do the flat 9% when they move and then then that doesn't really go to the scale. It just is going to be next year either you'll do a new scale or you'll say this year we're going to do whatever 5% or 10, you know, whatever the percent is going to be. And I think that kind of ties into comments about looking at the process overall of, you know, those are approaches that some districts take where every

084year they just look at a CBI type increase. Um, but that's not what's been done here historically or what's been kind of the border proof process here. Sorry, that was a long answer to the short question. Well, I think essentially the piece that might be a little different in the way Chipo Falls has approached things is there isn't a CPI increase added on to these. You know, it it's the step process and and CPI is what it is. And I think sometimes that's different for um a lot of the public and maybe their own jobs. One question I have for you is this. Um I like the idea of having a little longer solution for the issue. Um where did you come up with the 40 cent versus the dollar? You know, kind of why

085did you choose those two individually? I would say I mean the part of that was just trying to think of what I don't know would be palatable I guess you know so for example when we looked at the 25 cent piece there were issues with that because a lot of people just again then that was all they got was 25 cents and they could have been frozen. Um the same is true with the 40 cents but it was the idea kind of like the 61st percentile of wanting to give him more. Um so we just you know that was again we had a lot of scenarios we kind of applied to see how they would shake out. Um and then based on the concerns because even it's true with the 40 cents if you were

086frozen you there were I think five people that was what they got was 40 cents. So then we talked about you got at least a dollar with the 40 cents was that it got to an overall package increase of 4.7% which was close to where the CPI currently was. So I think it's part the listening sessions. It's part of just listening to all the feedback trying to address some of the issues within the salary schedule that affect a lot of people. perhaps something a little more palatable. No, that makes sense. I I um my thought tentatively is, you know, we just passed a referendum and I think a big spike in pay would be not a great thing to show the tax base. Um but also um in saying that my concern with doing the

087dollar over the 40 cents would be um how it uh compresses the pay scale because you don't have enough space in your pay scale. And so my thought would be do the 40 cents. It can always be adjusted up, but it becomes very difficult to say we got to cut staff, you know. Well, from my perspective, the reason I would say the dollar increase can work is because of the adjustments that we did make it administratively in this past year. that additional 50 52,000 approximately $52,000 that it increases our budget would be absorbed through the savings that we're going to see in this next year administratively. So it also takes into account our need to be able to be competitive not only with other school districts but also with the private sector. Uh, it's one

088of the main reasons for me why when they did decide way back when to start looking at it from a 61% minimum, I thought it was definitely a good idea. Um, you know, I think in this first year, you know, the $1 increase can be absorbed. Um, I do want to I do appreciate you bringing up the referendum because one of the things that I have learned over the course of the past couple of months that a lot of people, you know, even though I can't remember a time and I was at presentations with several board members, I don't think any of us ever explained to people that we were going to see an increase in terms of what we were able to do that the referendum allowed for us to maintain where you know,

089and to help move forward given what we know about the the condition of state school funding process. So for me, it was one where, you know, I I still want to remind people that had we not gotten that referendum, we wouldn't even be here talking about increases at all for anybody. the board had already taken action uh with administrators to freeze uh salaries until we could find out what was going to happen with the referendum. So for me, because of that referendum, which I I'm grateful to our community for passing, you know, I I based I would look to Chad to confirm what I'm talking about right now, but I think based on everything that I know that 61% minimum with a dollar increase allows for us to move forward as a district and still

090remain competitive. I would agree with that. And I would say maybe to answer the question, Dennis, that you didn't ask is kind of why 9%, why not seven or 12 is we once we did the numbers with the dollar increase, we tried to just find something that was ballparked in that same budgetary amount. Like what would that look like? So that's the difference between the 548,000 and the 550. That's kind of why it's nine. And I want to echo what Miss McKillb stated about I I truly care for every single employee in the district. as the superintendent of a 5,000 student district, you know, 33rd largest district in the state of Wisconsin. We cover 235 square miles. There are multiple things that have to be considered. You know, doing one thing in one other area

091has an impact on another. the symbiotics associated with everything that we do as a school district have to be taken into account. And I want to assure our employees that HR worked hard to try to find a way to seek balance in terms of bringing forward a recommendation to the board that could be fair. Um, and that's a hard thing to do. And a lot of work went in to doing just that. You know, based on what I heard from employees over the past couple of months, I get where they're coming from. And I do believe that the dollar increase under that 61% would be error, for lack of a better way to put it. Jenny, can you go back to the step the step that I mean to me there's dark red and there's

092dark green but there there is balance in a group of people that worked hard to listen to what was being asked and you know work to to show that There are things we can do and maybe we couldn't do everything right now and some things legally we can't. Um, but I I think this is the other part of it that we have to remember that part of what happened. It's not only the scale the weight the weight scale although we know that's really the most important part. And there were some working condition things or um benefit things that were looked at and completed. One thing not to overlook is the move to first percentile is huge. May not feel that way to our staff, but that is a huge transition from where we've been for

09312 years. Exactly. Board members have any additional questions? Otherwise, this is an action item. Board member like to make a motion. I I move that um for support staff compensation that we look at a 61st percentage minimum with a minimum of a dollar increase question by Jasper. Is there a second? Was there a question on that? I just wanted to ask do can she approve the language items as part of the same motion? Yeah. And and the language items um as shared by um and to revisit compensation for support staff moving forward. Three partner for me. So 61% minimum with a dollar a minimum a 61% increase with a minimum of a dollar increase to revisit the compensation models and to adopt the new language. Motion by Jasper. Is there a second? Second. Second by

094McKillb. Any further discussion? Clerk, roll call, please. Sherry Jasper I. Peggy McKillb. Hi. Fear. No. Steve Martin. No. Sharon Mau. Steve Olsson. Hi. Dave check. Hi. All right. Uh motion carries. Thank you all for your presentation on this. Thank you. From my experience, this is very difficult. It's always hard and it's always difficult because you can never take things back. So, thank you for your efforts. All right. 9.09 is consideration of employee handbook revisions. This is going to be Miss Stark as well. So, you will see um if you look at the chart there, there are some items that were white. Those were just because they were things that I just talked about in the compensation that since they weren't approved, uh, I didn't feel like I should put them green until they got approved.

095So, right now, everything on this sheet would be included. Uh, so some of them are just kind of technical adding. One of the things we found as we went through is if we would add the school year to the cover page, otherwise every year we have to make sure we find if it was like July 1st, 2023 that all of those were caught and then we could just have the date of the month because there are many deadlines that are just um calendar dates that will then roll over with that. Um the second uh co-curricular pay scale would be added in there. uh changing compliance officers. This is just uh Britney Gabbert um had resigned and so Sarah Clark is uh added um some of changing any of the new director information to Sarah Denure.

096Again, updating names on the graphic to for the harassment discrimination checklist. Uh there was an update to meal expense reimbursements. So those are included and some language around flight insurance that was included. Uh there's there was new language a new uh remote learning language graphic that had been developed in the district. It's just including that into the handbook. Uh accident insurance and the flex plan, those are no longer offered in the districts. There there had been traditionally very low participation. So that's just taking that language out. uh new language around postmployment that the employee must be 57 years or older on the first day of their contract. And on that one, we didn't put a date because um sometimes school sites have a different contract start date than a teacher might have than somebody else

097might have. So, it's it's whatever that person's first contract day is for the new school year. um support staff's pay scale will be added in the language about um the additional 1% for those with um who are or I'm sorry the the additional the 5% for those with 25 or more years of service. Uh we removed full-time. There was language in there that said that regarding vacation because right now even part-time light housekeepers because they're 12-month employees, they get vacation. The sick leave language that we had just talked about. And then for district services for schools, there was some language that doesn't apply to anyone anymore. So that was just removed around um retirement language and longevity language. So any questions about any of the handbook changes? Yep. Yep. Um the page 71 adjusting the

098new language for post-employment benefits. Yes. Um ha has that been talked about with employees at all I I guess I will say I did not do that. Um that was some of the initial work that was done before I started. Um, so I can tell you I did not do that. So employees would not know this at this point and it part of it was com trying to provide clarity because the idea was still it would look at that. Hang on, I'm just trying to click on two things at once. I do think that it's somewhat been the practice. It's just a matter of formalizing it and so that it's clear. So the way the way I read it and so perhaps it's just I'm reading it incorrectly. Um, and I'll just use myself because

099it's simple, right? Um, my the first day of my contract, the year I retired, I was 56. So that means I could not have retired the year I retired with this language. So what was right? And so the idea is someone wouldn't retire mid-contract, but I couldn't have retired. So I So my birthday is in April. So, I turned 57 in April, which meant based on the way we've always done it, I was eligible to retire, but this wouldn't allow me to do that. You were already 57. So, you're 57. So, if you were choosing to work another year and let's say the start the start of your contract was August 26th, you were already 57. So, you're eligible to retire. But if your birthday was April, April, you would have to work the rest

100of that school year, but you can't retire in April. Okay, got it. Is the idea. So, you know, I think again it's been the practice that if I have a birthday that falls within the school year, you know, February, whatever it is, I'm not able to retire on that birthday. And I think obviously even since I've been here, sometimes there's extenduating circumstances or certain things happen that can request board approval, but Yeah, as part of the handbook, you the idea is someone isn't eligible for those benefits if they retire kind of mid year, then you'd wait once you turn 57 till whenever the new contract year started. Would there would there be I'm I'm worried about the whole July August thing because you have people out there that have birthdays in July and August and

101they have been looking at this retirement day for years and now they're like, you know, what does this mean to me? So I mean what I lean towards like the when students are here like either the first the first you know day of student learning or September 1st or something versus you know well you have this position it's July 1st or this position is August 19th and then I worry about the calendar committee having to take that into effect when they're looking at professional development. velment because one year I have professional development the year of the month or the week of August 26th. So if my birthday was on the 19th, I can retire. Well, the next year we have professional development on the 18th. So now I can't. So I worry about those. You

102do have that same issue with the start of the school year as well. It's not always on the first. This year it's on the 5th. Well, that's why I'm wondering if it's like a student, you know, when you're starting to count student minutes or, you know, how I mean, I think obviously you could do it however you want to provide your parameters. You know, the idea was again to clean up and I would say like in my experience that's been more of the practice, but you know, I don't I can't speak to what's been your practice here as well, you know, and maybe if you've if people have been able to retire as long as they have a birthday before kids start. I just wasn't aware of that. But, you know, I think it's part

103of part of the idea is just wanting to have, you know, you still have language about they need to provide notification. You still have all of those kinds of things that would allow you to be able to have, for example, it's not like you have to wait till then to fill a position or those types of things. I just think you want to be consistent and kind of clear so that people understand it. So, this was an attempt to make it more clear, but maybe it made it more clear in a way that is palatable. Yeah. And I can't whether or not it was discussed with employees first. My impression is that it possibly did while her predecessor was here. However, what I do know is this is my fifth school district to work in

104and there has never been language created yet surrounding retirement dates where somebody doesn't have an issue. There's always going to be someone on each side of yours is a in my mind yours is a simple example with an April. You finish your school year and you're retired. Let's say your birthday's on September 10th. Well, why did you choose September 1st then? You know, now I have to work the entire year. You know, it there's issues surrounding whatever date that you pick. You know, might I might I suggest that because we have employees that maybe were eligible to retire next year and now aren't, you know, because we don't because we don't know. Based on what though? um just based on the new language and I don't I don't know that that's the case but I

105mean is there a way to provide a grandfather opportunity for a few years or something like that you know I just because I mean I I don't have a person in mind but but I just think of if there was someone that knew they could retire because it was September 1st right I think that's where we've been operating lately I mean I would say you would just not include that change But you'd operate under whatever parameters you operated under before. I'm looking at you because I don't know. You not have any parameters before. I believe the practice was that people did not like were not able to retire and I but what I don't know is what was the date and I don't know how often it came up where someone had kind of typically

106again if they have an issue like the September 10th they still are going to have to go to the board for a special approval I neither of us administered that so my belief was the practice would have And you know it's it's the first day of work. So if inservice was whatever might be and you turn it shifted turn 57 until after that you work that school year and then you were able to retire. So we could approve this language with the understanding that this board would probably be very understanding if someone came to us in the next couple years with that exact issue that you're talking about. That would also work. employees know that they can do that. I think our HR person would be I have talked to people I mean I've brought

107people forward. I've let employees do that before personally. I would assume the employee would come to you and say well I was planning on retiring here and now this is saying I can't and then you could explain to them an option or might tell them that they can. Right. I mean, I it's just one of those things that I know there's no ill intent, you know, it's another one of those are there going to be unintended consequences, right? It was an attempt to provide clarity for every totally understand that. So, not so much understanding though for the employee that's 25 right now and they were looking 30 years into the future. They have a long ways to plan for this June 17 for Sue who's It's always about you. Board members have any other questions

108about the language? Recommended action is to approve the 2024 2025 employee handbook provisions as presented. But if a board member would like to make any other motion, that's fine, too. Do we have any motions? I move to approve the 2425 employee handbook revisions as presented. Motion by fear. Is there a second? Second. Second by Olen. Any further discussion? U we do a roll call on this one too. Dennis Spear. Hi. Steve Olsson. Hi. Sherry Jasper. Hi. Dave Martino. Sharon Malawan. Peggy Mcill. Hi. check. I motion carries. Thank you again, Miss Stark, for your presentation. Um 10 communicating with the board. 10.01 is secondary school behavior reports. Yes. Thank you, Mr. Czech. The board was provided with a comprehensive report for your review and provides crucial insights into student behavior trends and the effectiveness of our

109disciplinary strategies over the past year, which were partially highlighted by Miss McMasters in her report. At Chipo Falls Middle School, we've seen significant progress. Total behavioral incidents have decreased by 28% since last year and 45% over two years. Major behaviors have shown an impressive 67% reduction over five years. Notably, 83.7% of our middle school students did not receive a single behavioral referral this year. Additionally, our staff's commitment to positive reinforcement is evident with 85 staff members there writing 1,245 positive referrals reaching 763 families. However, CFMS does recognize that a small percentage of students account for a significant portion of behavioral incidents with 7.7% of students responsible for 8.2% of behaviors. This highlights the need for targeted targeted interventions. At Chih High, we've seen improvements in non-attendance related behaviors, averaging only three non-attendance majors per day.

110Recidivism rates for out of school suspensions are also declining. However, attendance remains a significant challenge. Our senior class dropped below a 90% attendance rate for the first time and overall attendance is below prepandemic levels. These findings reflect the district's commitment to data-driven decision-making and transparent communication. They underscore the dedicated efforts of our staff in creating supportive learning environments and implementing innovative approaches to discipline. Based on these results, we look for strategies for building on our successes and addressing ongoing challenges, particularly on high school attendance, which does include an upcoming U meeting between the county and uh superintendent and other school officials here, hopefully before end of July. Our goal is to ensure we're meeting the evolving needs of all of our students in today's educational landscape. the end of my reporting. Are there any questions

111I can answer? I just find it interesting that when we talk about the you know 7% are 40% of the behaviors and you know that's well 1.8 our responsible 40% 7.7 or 80% of our behaviors just you are. One of the things that I was glad to give this report is just so that I can reinforce in our for our families and for the board, for our staff, for our community at large, the vast vast majority of our kids are really, really good. you know, a lot of the flack that we catch in regard to being a public schools, mayor, they're just it's basically caused by a small percentage of of our population. And you know, one of the things for the upcoming school year that is part of presentation to staff is for us

112to get better at promoting what we do po in terms of positives that we've got to help ourselves out in that regard that, you know, even in 2024, even with social media, even with TV ads, radio ads, you know, you're seeing them on TV, you you know, for school choice and everything else. The way we're going to get people to better understand why we're such a good system is going to be through word of mouth. That our students are going to have to start going home explaining to their parents how good their day is in our settings. And you know that more positives have got to be shared in that format. that it's not going to be through TV. It's not going to be through internet, radio, that we're going to have to get better

113at our kids going home and telling their parents how good they got. You know what I think is interesting is when we look at the uh demographic breakdown, you know, one of the things that we have to focus on is making sure that that things are um equitable and and when we look at this this percentage where you look at the students, say the the non-white students are 12% of the population, 20% of the ODRs. That's actually not that bad of a demographic. When you look at special education students are 19% of the population, 33%. Again, that's something we need to work on as well. But the thing that we're not working on at all, and we're not, we're told we're not supposed to, free and reduced lunch. Those students are 41% of the population.

114That's 71% of the ODRs. So why aren't we talking about what it is? This is all incomebased. I mean that's a 30% differential. 59% of the students are not on on reduced lunch. That's 29% of the ODRs. That's that's a huge disparity of all these things. So, I just find that that interesting because we're not focusing on that at all. I I would actually like to see the high school laid out this way as well, just to to see if there's a shift from middle school to high school in the behavior data by demographic. Okay, I will let I will let them know. I did appreciate that, you know, worked with both the middle school and the high school over the course of the year to be ready to do this for the board in

115relation to the 12 that just came out based on some previous conversations that we had with the board. I, you know, the strides that have been made are fantastic. Yes, there are definitely challenges that need to be addressed, but a lot of their work particularly uh where restorative practices are concerned and being more mindful of well more mindful practices on the part of our administration when dealing with discipline issues are paying off is getting better. My biggest worry right now, a lot of it too, is you know how many of those kids that are attendance problems are also problems while they're here. That would be one of those things, but I where I would need more information as well. And I will say it on camera and be warned that it we're going to go

116back to the county again and we're going to need greater assistance from the county in terms of helping us address rates. Some adjustments are going to have to be made. Yeah. And some of the data that you put together might be able to help on those discussions, too. Probably is just as much of a direct correlation as there is on the the income differentials. All right. Any other questions for Superintendent Holmes? All right. Thank you for that report, Mr. on the secondary school behavior report. Next under 10.02 is the enrollment update. Uh Mr. Dbridge, thank you. Uh what you have here is our status of current enrollment as of last Wednesday. This is a u a worksheet that changes daily as students enter and exit our district. Uh just a couple highlights here. Uh it

117is what we probably would have expected for this time of year. Uh a couple areas especially at the elementary that we're keeping an eye on our kindergarten at Homestead. Uh first grade at South View and second grade at Hillrest. Those are numbers that are a little above our parameter. Uh yet if extra section was added would below would be below our targeted parameter. But um obviously we would hope that if those numbers morph one way or another somewhat organically that leads us to a better decision in that regard. Um and a caution I will throw out here uh when you look at our total numbers don't be too concerned with that right now. Uh the open enrollment data rolls on July 1. So you'll see this look pretty similar to what we would have expected

118uh for this year. A couple just kind of bigger picture items. uh they're we're bringing this to you starting in June because it's something we'll keep an eye on over the next few months obviously, but there's a a couple big things in play here uh as we approach the 2425 school year. This will be the year that we'll update our applied population lab study that'll focus on historical demographics, but also growth in the area, changes to our demographics and what that might mean for us as a school system. Uh we'll also be upgrading our master facility plan uh in this next school year as well. One of the things that uh has gained a I think a considerable amount of traction in terms of discussion is elementary attendance areas. Uh it it's becoming more and

119more necessary that we probably convene a formal committee uh including more people to to review. Whether that'll be early or late in the school year, I think the discussion around doing that uh will continue. Part of the the goal in looking at attendance areas is to balance class size but also factor in neighborhood growth changes demographically uh to our district but also too from a use of space perspective and maximizing the space that we have available to us looking at the quality of space and the needs for those learning environments as well. So Jeeoff, I don't know if you want to add anything to that or I do actually and I think u my recommendation to the board in that regard will be that um I would bring a formal recommendation to the board after

120you're able to review the third Friday of September finalization of. So I figured a recommendation will likely be coming to the board in October. based on what we given everything that I currently know about populations in each of our elementary schools, um, we definitely are a district that needs to look at at our elementary attendance and possibly redraw. So I do want the public and everybody to have fair warning that regard because it is one of the most difficult things that school districts of our size encounter. Um people get emotionally attached to their neighborhood elementary schools and start talking about the possibility children it can be a very difficult thing and challenging thing to do. So um For me, it's just not a one-mon process. It'll very be one that takes anywhere from three to

121four months to work through. Board members have any other questions? Mr. Trobridge, Mr. Holmes. Next is 10.03 three viola technical changes and again Mr. Holmes. Uh yes, the board was provided with the technical changes that need to occur. Again, these are things that get changed um as a result of somebody. They are not contextual contextual changes. They are just minor technical and word changes that take place. members have had a chance to look through any questions or concerns regarding the changes. Otherwise, that is information only. Um, if there are no questions regarding that, move on to 10.04 discussion of board activities. Uh, June 12th, we had the ad hoc committee meeting and we've heard uh the notes from that. June 13th, we had the policy committee meeting and we heard the notes, the discussion from

122that. in June 19th, the governance committee meeting for that. Did we do anything else this last month? It seems like we did we had a meeting since graduation. Wow. Time flies. So, we have really haven't done had a whole lot of things. We got a lot of things coming up. So um unless anybody has anything to add of the things that we want to point out that we did do have discussion of this meeting board members have any comments about this meeting. Is future agenda items and upcoming events? We got a few. Uh first of all communication committee meeting is going to meet time to be determined. Uh the Northern Wisconsin State Fair, we've uh got the signup sheet that's been passed around. Uh July 10th to the 14th. Uh July 23rd is the regular

123board meeting. August 1st is the CISA 10 annual convention. The CISA 10 representative here is August 10th is the Pure Water Days parade. Let Kathy Streker participate. September 26th to the 28th is wisdom sharing 2024 at the Alexis Royal Sinesta Hotel in Seattle, Washington. And Sherry and Peggy are registered for that. And I would like to put on the board's radar as well, particularly policy committee. Uh Angela and I met today with Dave Wayne and and Chris also she attended virtually. Um we met with Dave Wayne from Neola Title N. changes are coming and the board will need to vote at their July board meeting regarding uh the changes to the policies that will need to occur. I would like to give the board a heads up in that regard that there's already been uh

124court activity in several of the other circuit courts in the federal system where those things have been put on hold but as of yet nothing has reached the seventh circuit which is out of Chicago and impacts us. So based on the information from Nola, Niola at this juncture, um we are being advised that as a district because of how it was posted by the Department of Education that those changes to Title 9 will be treated as law at this juncture, which they have the ability as a federal agency to do. So, I just want to give the board the heads up that there are some significant changes in terms of uh Title N and its impact on our employees and our students. Um, it's going to be a not only our administrators, our title N

125coordinator, Title N investigators, but our entire staff is going to have to have training here in the upcoming fall surrounding those changes in Title N. So, it's going to be a pretty heavy lift along with the act 20. Do we have a date for the uh come back? August 26th. August 26th. And yes, you do have to welcome. Okay. Or signate. Unless I designate to share. All right. I think that covers everything. Uh then we'll look for a motion to adjourn. Oh, I would like to let you know, give you a fair warning. You may want uh our keynote speaker for opening day this year is Dr. Mona Cook, who I didn't realize is a graduate of Homestead Elementary, Homestead, you know, was a science teacher. I was made aware of all that. She apparently

126has been here in the past, but she has now since the last time she was here, she's done even more, helping people develop their potential, and that's what the message is going to be about. We have a local Christmas tree farm. Her daughter is an excellent chiropractor in the area. Well, she's the one speaking. Oh, okay. Three years. Three years going to be the and I'm looking forward to based on my conversation with their topic and her knowledge of those things. It should be a great presentation. All right. Then we are looking for a motion to I would like to motion that we Motion by Olsen. Very powerful motion. Is there a second? Polite. Second. Second by any further discussion? All those in favor say I. I. Opposed. Motion carries. We stand adjourned. Thank you

127all. fork.