001So the Math-O-Limits competition is an annual competition. It takes place every year. It is for grades four through eight. Grades four through six, it is a two-part competition. First part is called Battle of the Brains. It is Kahoot. The second part, it's a breakout box. It's kind of like an escape room, but in a box form. And the school team works together. And their goal is to solve math riddles and puzzles to open as many locks as possible and hopefully open the box. And they have up to one hour to do it. Every year I have a line of students who want to participate in this. This is part due to Mrs. Watts and Ms. Glastico, our admin. They are super supportive of Math Olympics. And also, I've been the coach for quite a while
002now. The kids know that Math Olympics is fun, so it's something they want to participate in. The competition isn't just individual. Each piece of the competition, their scores are being pulled together with their teammates. A big part of that score is the collaboration. And so the coaches really work with students on how to work together, how to kind of divvy up the puzzles to come together to one conclusion. And so it's just really a life skill that we want students to have. It's really exciting to see all the families and the community that comes out to support this event. They can really see what students are doing. We have family engagement activities for families that are there. Really just to celebrate all the hard work for the students and just another opportunity for our community
003to come together in a really positive way. We are now the innovative academies of the Dayton Public Schools are in phase three of the Ford Next Generation Learning Academy program. And what that means is we are actually meeting with eight tactic teams that are writing the master plan. And so that was so important and so valuable that we now can take it back and actually implement it to make sure our students are prepared for college and careers and can really support this workforce. We are equipping our students with the necessary tools that they need to be successful. It's not just about the data that goes on in high school. We're talking about reaching our kids outside of four walls to obtain a career for themselves later down the road. I feel like it was really
004good to be in this room. I got to meet people that I never been in a room with before, different principals, people behind the scenes that I don't even know about and really like get to see what goes on outside of just what I see inside my classroom. I think overall it was good to collaborate, you know, bring us all together. We got industry partners here. You have teachers, you have directors, our chiefs, principals are all coming together and we're all sharing our different experiences and expertise along with our students, giving our students a voice to be able to share and speak on their experiences and the things that they want because it's not just about what we see, but also want to see it through their lens as well because sometimes we get so
005far. disconnected, you know, from being a student. And I think that's huge to have all parties all on deck to collaborate. So this is awesome. Well, I first would like to thank the hundreds, literally hundreds of partners that have come now to over ten meetings with us to put all of this together. And from the bottom of our hearts, we thank them for any community partners that haven't been engaged. We would like you contact us. We have jobs. Today we are here with our Dayton Debate League. We have students from middle school and high school, so we have a junior and senior division, and our students are participating in debate. The Dayton Debate League gives students a chance to have their voices heard on key topics that we hear in our community, that they hear
006in their social studies classes, and so it gives them a chance to really speak their voice and allow everyone to hear them. at their home site. They are practicing, you know, multiple today. Practicing, you know, multiple times in the week and as they are developing their speeches and they really have to come prepared with both a pro and con argument so they don't know until they get here what they're going to be arguing. So they have to be ready to argue both sides. And so they build this collaboration, this camaraderie where they have to be able to really communicate with each other and read body language and do all this preparation and research. So it's a lot of background knowledge. a lot of prep and so they're communicating and working together. I'm grateful to our
007community because they have really shown up. I'm grateful to our partners, to everyone who has come out to truly celebrate our students and support them and I think they feel the love. I know that they feel the love because they communicate that. I'm a part of shared governance and we are talking about a steering committee. We're talking about how to put people into successful roles and how we can all communicate through different teams so then we're all on the same page for the actual goal. It feels good. It feels really, really good, honestly. And it only feels good because at the beginning, I was confused, didn't know why I was here, just know my life coach brought me. Now it's like I know exactly why I'm here. I know what we want the end goal
008to be, and I'm really happy to see that. What I'm saying, in my opinion, my comments are building into that final presentation. I'm really excited to see how it'll all come out, honestly. Like, being here in the process is totally different than seeing the final outcome and not knowing the conversations we had, the different meetings, any of that. So I'm really excited to see how the work will actually come out and turn out. My group is working on establishing a framework for partners. Work on how do we create a database of all the partners at all the schools in the district so we can create some standard operating procedures on how partners interact with the district and with various schools, who are the contact points at those partners, what areas or what buckets do they
009interact with, is it an attendance situation, is it an academic situation, is it college and career readiness. The way we're approaching it at Ruskin, the way we're approaching the innovative academies of Dayton Public Schools work is through two paths. We have an experiential path. We are getting kids out into the world and we are bringing experts into Ruskin to try to raise kids' awareness of what is out in the world, what careers are out there when they graduate, when they're adults. The other path is the academic path. It's one thing to try to create a high school high school classes that will help kids once they graduate. It's another thing to be able to prepare kids for those classes. That starts with us. That starts with us making sure that our academic program at the
010elementary level is tight, that we are making sure that kids are meeting benchmarks and are able to work at grade level so they are successful in middle school and in high school. Good morning, DPS. Good morning. I can't hear you. Good morning, DPS. Good morning. Welcome to this year's annual team vote march. Y'all look so good here today. Give yourself a round of applause. You're here to cast your ballot for the first time. I see the band's got new outfits on. I see internationals making their debut, their Dayton debut for the first time. Man, y'all showing up and showing out with pride. That's what it's all about. I want you to know that today, the fact that you are fired up, ready to go and vote is powerful. Your ballot is your access point to
011democracy. Voting is the entryway to power. I want you to know that today is a moment that you'll never forget. Today is all about you. At this moment, you are making an affirmative decision to take a stance in your way of life. You're going to make decisions. that are going to impact your neighborhoods, your schools, your community, and ultimately your way of life. Regardless of how you vote, I want you to vote your community. I want you to vote your neighborhoods. I want you to vote your values. Those are things that make you who you are. If you vote for people and issues that reflect those, you will never go wrong. I want you also to remember that there is an election at least every six months. That means that the energy that brought you
012here has to keep you in the same moment even after you cast your ballot. In this election, in the one that follows, in the one that follows, in the one that follows, that energy is what is going to make you become or assist and impact in the very change that you want to see in your community. I thought we were not doing the salad. Dr. Lawrence? I thought we were not doing the salad. Call to order. President Bailey. Here. Dr. Goodwine. Here. Mr. Lacey. Here. Mr. Smith. Present. Ms. Reiner? Present. Mr. Walker? Present. Ms. Garrison? Present. Seven in attendance. My mission is to inspire, educate, and empower. Our vision is to inspire, educate, and empower scholars for a long-lasting impact. And the purpose to cultivate a supportive and engaging educational experience district events thank you
013so much dr. Bailey last day of school is May 21st have a great summer that is not right I want them to have a great summer, but 18, 19, 20, 21, I guess it is. May 21, have a great summer, last day of school. And that leads me to summer programming because it's not the last day of school for some folks. We have not as robust as before because of funding, but we have several summer programs. And Summer Bridge starts July 27th through the 31st, welcoming all incoming ninth graders. We practiced two years ago. Last year got even more robust. And this year with the Freshman Academy, we are really looking forward to Summer Bridge. And then Summer Programming, Take Flight, Summer Camp, Camp Level Up, June 5th to June 1st to June 5th, Camp
014Level Up. That's going to be at Dunbar High School, 7 grades K through 12. Ready, Set, Grow, June 22nd to July 17th. Monday through Friday, serving incoming kindergarteners. Very, very important, giving our reconfiguration or reconstitution of preschool. So certainly come early and apply. Liddy STEM Camp, June 2nd to June 25th. And I believe there's a wait list, but continue to apply. Elementary extended school year, June 2nd through June 11th at Valerie Elementary School. Apex for our high schoolers, June 1st through the 26th, who are either making up credits or eighth graders who are coming in who want to get ahead. Wright Brothers Middle School and looks like, yes, Wright Brothers Middle School is where Apex is. And Educational Interpreting, June 1st through the 26th. That's going to be at Wright Brothers Middle School as well.
015Horizons in STEM, serving grades 7-8. That's going to be at the Challenger Center, which is next to Kaiser. And then Secondary Extended Year, June 2nd through June 11th. Monday through Thursday, and Academic Advance Academy. This will be at Wright Brothers as well. So Academic Advancement Academy, June 15th through the 30th. So lots of camps at Wright Brothers. This is a bit more, a bit less than we had before, but still a lot. I don't think there's any place that has as robust as a summer program as we do. So thank you to the core academic team, and thank you to... dr jones and his team for getting the buildings ready for us to have summer scholarship this summer special recognitions best of class district valedictorians and salutatorians after several text messages back and forth this
016weekend starting friday the high school principals let me know that the valedictorians and salutatorians are doing lots of things they have already kind of checked out and they're doing their thing so They've got their own stuff going on. They're like, thanks for being, thank you for the wonderful education DPS, but we got our own parties going on. So I'm going to read them today. Belmont High School. Amamada of President Dr. Brother Bailey, Maxwell Landers, 2026 Valedictorian, Candace Thorpe, 2026 Salutatorian. Also, there are pictures on our website. You can see it scrolling. The Valsalve for all of our schools. David H. Pohnitz, Career Technology Center. Robert Low Cage, 2026 Valedictorian, and Regina Kashindi, 2026 Salutatorian. Meadowdale Career Technical Center. These two guys are best friends. This is really, really kind of neat that they finished one,
017too. Trey Ray Redman and Thurston Nelson III. I might add that that is Mr. Smith's alma mater. Paul Lawrence Dunbar High School. Valedictorian Kylie Norris. Najwa Sabon, salutatorian. And I might add that that is board member Garrison's alma mater and mine as well. Stivers School for the Arts, Chloe Ryan, valedictorian, and Adele Cox, salutatorian. And in Thurgood Marshall STEM High School, alma mater of board member Walker, Fura Naya Bakande. valedictorian Darren Montgomery co salutatorian and Alicia Altman co salutatorian so we wish them the best we will see them starting tomorrow Tuesday Wednesday and Friday for graduations at the University of Dayton next ditto to our athletic honorees the board would like to formally congratulate the male and female athletes with the highest GPA from each high school again these are high schoolers anyone who has
018children this age you know what happens right about now so they would have been here today but they've got quite a bit going on actually it's some of them are still competing track season and flag football season and what other season am I missing members man track flag football baseball baseball baseball tennis got it Belmont Victoria Nugget season Ana Maria Paul arts Dunbar high school Arielle Garcia Lopez Bailey Wilson Meadowdale high school Trey Ray Redmond again Habiba me Liban David H. Ponitz, David H. Ponitz Career Technology Center, Kevin Lowe, and Regina Koshinde, again, Stuyver School for the Arts, Dylan Egleff, and Chloe Ryan, again, and Thurgood Marshall High School, Dwight Mitchell, and Alicia Altman, again. So as you can see, some of our student, there are really truly student athletes. They were mentioned on, some
019of them were mentioned on both lists. And now let's get to the, The fun part, the folks who are here, the folks who work for us, I want to... publicly say that change is always difficult, change agents always, typically there's lots of pushback, but Dr. Goodwine, you stood your ground. You said this is an academic organization called Dayton Public Schools, and we want all of our employees, if they can, to have degrees, and you also offered them an outramp by working on the policy to make sure we have money in that fund. to pay for reimbursement and you also worked on colleges and universities that they could attend. So we now have a significantly long list of graduates who are working for us. Some of them took opportunities in the program, some did not. But
020it is wonderful to recognize our athletes, excuse me, our academics who are our employees. Way to do that. Erica Banks, even if they're not here, I'm going to announce their degree. Erica Banks, BS in Organizational Management. Brandon Calhoun, MBA Business Administration. I should say, brother Brandon Calhoun. Come on up, come on up. We're going to come down. We're going to come down. You stay there. Antoine Derrick BS criminal justice administration Michelle Densmore Dr. Michelle Densmore educational leadership Thomas Gray BS organizational management Brianne Mickey BS organizational management Uniqua Northcutt BS organizational management Akisha Sheehy Dr. Akisha Sheehy Educational Leadership. I'm going to say it slow and loud so everybody can hear it. Nathaniel Williams. Dr. Nathaniel Williams. Educational Leadership. I read his dissertation. It was fantastic. I sent him a question about it and he sent
021right back an answer. So I appreciate you. And my main man, 25-8, Richard Wright, V.S. Criminal Justice. That part. Dr. Bailey, we have special presentations coming up, but I just want to, well, first of all, I'm glad to be back. I missed all seven of you while I was in Denver. And I just want to, again, this is really cool having our employees go back and not just their, like, yeah, get their degrees. And I just want to say this is a beautiful thing. This is the first of many classes because there are lots of other people in the pipeline. So we're excited. And let's give it up for our grads again. All right. Special presentations. I'd like to bring up Derek Alvarado and Dr. Tracy Davis and LaShawn Graham. They're going to be doing
022some presentation, presenting on forward next generation learning. Hi, Dr. Davis. How are you? Congratulations to Donnie for graduating. Her son just graduated from Bowling Green. He's a DPS graduate. Tell him the cash app's on the way. You know I'm consistent. Good evening, ladies and gentlemen of the board, Dr. Lawrence and our community members. My name is Derek Alvarado. I am currently the co-chair of the Portrait of a Graduate tactic team and assistant principal over at E.J. Brown. we've decided to share with you a little slideshow that tells you a little bit about Portrait of a Graduate and what it means to us. So it is the goal of the Dayton Public Schools to ensure that 100% of its students one year after graduation and beyond are successfully enrolled in a two to four year university,
023successfully employed in a high demand field having earned an industry credential and or certification, successfully enlisted in the military. or earning a living as a successful entrepreneur. Currently, we have six competencies. We want each student to build and develop throughout their education at Dayton Public Schools. And these are communication, critical thinking, work ethic, collaboration, resilience, and integrity. This is a little information, a little background about how these attributes were chosen. An initial NGL meeting brought together a team of internal and external stakeholders to identify attributes that lead to success in both schools and business. And then after identifying a range of attributes, this team engaged in a refining process to pinpoint the specific focus areas. Okay, so good evening everybody. I am Tracy Davis. I have been with the district for 29 years. I am
024currently at Thurgood Marston. Thank you. And I am a DPS graduate as well. I am really excited about the work that we are doing with the NGL Innovative Academies. I think it is a learner-focused, I think I know it's a learner-focused program, and these attributes are about the learners. So it's when they leave here, not only do we just want to say, oh, they have a job or they have a degree. there are certain qualities that will make them effective as they matriculate through the rest of their life. And that's what these attributes are, these six competencies. And what the portrait of a graduate is is the foundation for the other nine committees that make up the Innovative Academies Initiative. So this summer, one of the things we're working on are We have our performance
025indicators, they're there, but what we're working on is what does that look like at each grade band? What are our learning targets for each grade band? Because it's easy to say we want them to be able to communicate, we want them to have work ethic, how do we get them there? And so that's what we're working on. We can go to the next. the next one after that because you guys can read those attributes. So what we're doing this summer is we are breaking these down into grade bands and the grade bands are defined as follows. The lower elementary is pre-K through second, upper elementary is third through fifth, middle school is six through eight, and high school is nine through twelve. And we've identified specific learning targets, what that looks like in each band.
026Now what we're going to do is try and work on model lessons. So the goal is for these competencies to be smoothly integrated into our current curriculum, but because this is a new process, we also want to provide some explicit examples for teachers. Model lessons of how do you, for a third grader, reinforce this idea of work ethic? How do you, for a sixth grader, reinforce... this idea of resilience. And that's what we have a committee of teachers who will be on a writing team this summer, the week of June 9th through the 12th, and then the week of June 16th through the 18th. And that work will be continuing. After that point, we will have rubrics available for feedback. At this point... in april and may we already presented those rubrics to all of
027the schools and gave teachers in those schools an opportunity to give feedback on whether they thought the learning targets were appropriate for students at that level and we're going to continue to keep that loop going as we roll out the model lessons to get feedback from students and the community and that's kind of where we are now we have any questions questions thank you very much appreciate it And good evening. I am LaShawn Graham. I am the co-lead of the implementation team for Family and Community Engagement, Family Partnerships. And Amber Layton is my external co-lead. She's Director of Youth and Children Services for the Dayton Dream Center. We'll go to the next slide. So during our planning process for the Ford NGO model, the... Tactic team, this is our purpose that we came up with,
028is to help families understand the benefits of career academies and give them opportunities to get involved in children's learning. We will create a plan to ensure families are actively engaged, informed about the academy model, and aware of how it supports children's success. Our expected outcomes are that families will actively participate in children's education, have a voice in the experience, and fully understand the academy benefits. We will establish We will also establish regular communication to keep families connected and informed. Next slide, please. So our priorities that we came up with throughout this next generational learning process is, for one, establish a welcoming school environment culture through early positive family engagement. Two, launch family awareness meetings to build understanding and partnerships. Three, develop... parent learning communities to deepen engagement and shared decision-making and four provide district-wide professional
029development on family engagement for staff. So our first big opportunity to start with our priorities was the community cafes that kicked off in April and May and we made sure that since Amber Layton is our external co-lead that our kickoff one was at the Dayton Dream Center. And so at those meetings we had what we were calling our artifacts, which was the school parent compact, portrait of a graduate, and the Ford NGO master plan, and of course the academic action plan. So it was great that we started off talking about the portrait of a graduate. So if you go to our next slide. So the whole intent and purpose of the community cafes was to take the portrait of a graduate, the academic action plan, and redesign the school parent compact. So all of our
030schools are Title I buildings. So it was important for us to now align our school parent compact with the forward next generational learning process and use the portion of a graduate to align those essential skills with our school parent compact and our academic action plan. So the community cafes was an opportunity to give the community input. So if you go to the next slide. And we've already talked about the portrait of a graduate. But I wanted to let you see on the next slide after that that we add great community input. We had... staff members, we had parents, we had community, we had staff members who were parents, we had bus drivers, we had paraprofessionals, we had a lot of community input. So the whole intent was that we had a chance to talk about
031to the community, give them an idea of what forward next generation of learning was. We had a chance for them to see what the portion of graduate looked like. We had a chance for them to go through questions about parent. family engagement, what shared decision-making looked like, and to give their input from an elementary perspective, from a middle school perspective, and from a high school perspective, and give us what they thought what that looked like in the form of the school-parent compact. And so if you go to the next slide. So we actually took the notes as they went through the parent cafes and they circled through the five tables or the five areas of the school parent contact and they answered the questions. These were some of the key themes of the feedback was
032we need to strengthen how we can strengthen two-way communication. Families as active partners in education, emphasis on life skills and real work readiness, recognition, motivation, and positive enforcement, building responsibility routines and accountability, improving access and reducing barriers for families, and expanding connections and learning experiences. So these are some of the feedback that we're going to put into that redesign of the school parent compact. And so some of the data from... What we got from the cafes was we had five cafes that were held in April and May. We had 79 participants, including the table host, and 7% of our participants were our parent ambassadors. And one of our parent ambassadors came the first time she was a participant, and then she came a second time and served as a table host. And so... These are
033some of the conclusions that we came from those conversations. The community cafe conversation reinforced the importance of strong family partnerships as foundations for student success. Families want consistent communication, meaningful engagement opportunities, and shared commitment to develop student academic skills, life skills, and future readiness. These insights will directly inform the revision of the Title I school parent contact template to better reflect family voice and strengthen collaboration across state and public schools. So our next steps which is on the next slide is that we will integrate the key feedback from the community cafe sessions Draft an updated title one school parent cafe. I mean the title one school care complex template With work with PIO to have a final draft on the website for a comment period So this will give those opportunity for those who could
034not come to the cafe still have time to give us some input And then we'll work on the final school parent compact for readiness for the parent principal review in July when they come in for more work with the Ford MGL model. And then our upcoming action steps is that I'm still completing some listening sessions with our parent ambassadors for the 26-27 planning. We're planning some staff development on parent and family engagement and continued parent and community cafes. And then finalized plan for website for parent, family, and community engagement to submit to the PIO so we can have more robust presence on our website. And that is the end of my presentation and see if you have any questions for me. Questions, ma'am? So, thank you, Ms. Brown. So, two questions. The district has 13,000
035students and only 79 parents participated. How do you get feedback from the other ones? The feedback will be that's why we're going to do the final draft and put it on the website for a comment period so they can still have some time for input. And it wasn't just parents. It was the community and parents. So it was a challenge getting the parents to come, but it's still work to do. Okay. And so the final draft will be released before talking to other parents. The final draft will be released based on the input that we've already given, and then we'll put it on the website so we can get more input. Okay. So the parent ambassadors, we pay for things or give them a stipend for things or something like that? We give them a
036stipend to work with their buildings to help increase engagement in the buildings. Okay. And in this project, out of the 29 buildings, so only 7% of those individuals participated? Right. Okay. What are you looking at as far as measurable benchmarks with this model? Measurable benchmarks? Yeah. So we can have more alignment with the school parent compact and actually more awareness with the school parent compact because we want it to be actually utilized more with fidelity than it just being a checkoff at the building level because it is a requirement based for Title I. Okay. All right. Thank you. Oh, sorry. Thank you for the presentation. It was a good presentation. We've gotten several about this process, but I kind of want to know the dollar investment in this at this point. We've been having a
037lot of conversations about finances in this piece. I believe you're on phase four now. Correct. I would like to request a presentation on the actual total investment in this project as well as what the future asks of the Board of Education is for us to continue with this implementation and what are the alternatives because when we started this in 2024 our financial situation was significantly different than it is in 2026 and going forward. So I just kind of want to get... I want to get the business argument for this. I know we have a good amount of the social argument and piece of that, putting that other part in it, especially since we're being asked to make decisions now. It's just time for us to see the numbers on how we can make this deal
038possible within our actual finances. That's it. It was for him. Okay, thank you. Anyone else? Can I add to that? I would just like to see, with this being the first year for the Ford NGO, what goals were obtained with high school participation with the Freshman Academy itself? This isn't the first year. This is actually going into the third year of the work. I'm just talking about the Freshman Academy, though. With the eighth graders that went into the Freshman Academy this year, how did they matriculate for this year going into their sophomore year? I know before it was a problem with life coaches and having freshmen who were freshmen, but our sophomores who were actually freshmen. Correct. And, like, what did that actually look like? Got you. Their case low and then the Freshman Academy
039itself. Yes. When we come back on June 9th with the financials, we'll add a piece in there about the Freshman Academy. And also, that's some good feedback about the life coaches and their case, Logan, and what did that look like and what effect did they have. Thank you. Yep, you got it. Anything else? Anything about the bargaining units? Good evening. President Bailey, Treasurer Braha, Superintendent Lawrence, board members, friends and family viewing from home, my name is Neil Mahoney, and I am the DEA president. You may or may not be aware of an email sent to all employees this morning from Dr. Lawrence. The email titled semi-monthly pay system is vague in details, at least in how it relates to the members of the DEA. The DEA has valid concerns that the district is potentially looking
040to get out of the 24 pay MOU that it entered into in late 2025. Some of you may recall that the district approached the DEA with the goal of moving from a 26 pay or bi-weekly pay cycle to a 24 pay cycle. The DEA, in good faith, met several times with the administration, ultimately ended with an agreed upon MOU. In early January of 2026, the DEA took the MOU to a vote of its membership and it was approved by a 75 to 25% margin. The results of the vote were communicated to the superintendent, who I will try to put his words to the exact and feeling for it from his response was awesome. I then signed the MOU, like the many others that I have done previously. and sent it back to the superintendent and
041the board's attorney. The MOU was not conditioned upon the success of moving other organized groups over to the 24-pay model. The DEA believes that we have an agreement in place. I'd like to be crystal clear. The DEA will vigorously defend the implementation of this MOU, whether that's through the courts, with an unfair labor practice through CERB or an arbitrator. In conclusion, I ask that this board demand that the administration holds up its end of this agreement, thereby avoiding the expense of costly litigation. A deal is a deal. Dr. Lawrence, do you agree we have a deal? I do. Thank you. Much appreciated. Yes, I absolutely agree we have a deal. I'm going to thank you and your team for coming in in the fall and hammering that out with my team and our attorneys at
042Frost Brown Tide. I thought you all came up with some great suggestions, really good leverage to work together to... put the district on the pace toward normality as it relates to pay. And so you all were the first group. I'm going to thank you for that. We went out on tour, talked to most of the other groups. You've heard me talk about it in our union meetings for almost a year. And the email you saw today was simply saying that... In essence, after going out and talking to most of the unions in person, like asking their members to come out, in some cases during the day so that we can make sure they got there, some cases after the day, what we heard overwhelmingly was that stretch pay was really the only holdup. Chief Webb
043said, hey, I can make that work in terms of stretch pay. If they want to keep it, I got it. And so now that that's the case, we think we're going to move forward without any barriers. And no, it's not holding you up. But I did want to put them all together at one time and do them. And we'll start with you all first, the biggest union, and then work our way back. Much appreciated. We worked very closely on this. Yep. We worked very closely. It was really good. It was. And we worked very closely with the other unions at the union leaders meeting, expressing how we were able to get through this. We tried our very best to explain it to the other unions and show the positiveness of being able to have a
044one-pay system, how it will actually give our payroll an opportunity to be as efficient as possible, especially with pay ending on a Friday, T&A, red and white forms. I think this, moving the district forward, is just another little thing that can help attract and retain. employees of Dayton Public Schools. So we've stood behind this and it's very refreshing to hear that we're moving forward with this. Thank you. It's transformational. We're there. Much appreciated. Thank you. Thank you. Any other bargaining units? Hearing of the public, when called upon, identify yourself, state your name, address, school district in which you reside, state your reason for addressing the board. Address the board as a whole through the president and not board members individually. Materials for distribution to the board are handed to the treasurer. Limit remarks to three
045minutes. The president has the discretion to extend the time. When your time is up, you are to stop speaking. It is inappropriate to address any matter involving pending disputes, grievances under a labor agreement, disciplinary action involving an employee or student, ongoing labor negotiations, concerns or matters that have already been settled, and or any matter which because of its nature is deemed appropriate to be discussed in an executive session. The purpose of this public hearing portion of the meeting is for members of the public to express viewpoints and public concerns. Madam Treasurer. Jamie Ryan. Good evening, Board members, Superintendent Lawrence, and Treasurer Braja. My name is Jamie Ryan, and I am the proud mother of Chloe Jane Ryan, Stivers Valedictorian, and incoming Harvard freshman. I am here to publicly acknowledge and thank the Dayton Public School
046teachers who have been an influence in Chloe's life since fourth grade. Chloe attended Ruskin Elementary School from fourth through sixth grades, participating in Miracle Makers and Cue the Music. I'd like to thank the following teachers for the time and dedication they poured into Chloe and all of their students. Some of these individuals have retired or moved on from Dayton Public, but I want to recognize all of them. Ms. Prado. Ms. Fugate, Ms. Janelle Sargent, Mr. Paul, Ms. Peach, Ms. Sharp, Ms. Kristen Smith, Ms. Van Leeuwen, Ms. Cardeen, Ms. Rivera, Ms. Amy Cooper, Ms. Cooley. From Cue the Music, Ms. Leslie, Mr. Ben, and Mr. Reese. From Miracle Makers, Ms. Dennison and Mario. After Ruskin, Chloe made her way to Stivers School for the Arts. She was a double magnet for three years, choir and orchestra.
047Seventh grade was a rough year because of the pandemic, but we made our way through it in large part due to Ms. Messmore, Ms. Miller, Mr. Richards, Ms. Emmons, Mrs. Hitchcock, and Ms. DeVore Leonard. Thank you to her eighth grade teachers, Mr. Reisner, Mr. Hitchcock, Ms. Hahn, Mrs. Ramey, Ms. Nysonger, and Mrs. Powell, who gave Chloe the foundation she needed as she moved into high school. and to her high school teachers in the order she had them from ninth grade to twelfth grade. Mr. Powell, Ms. Spangler, Mr. Higginbotham, Ms. Arrington, Ms. Terrell, Ms. Daniels, Mr. Steingass, Ms. Fedderspiel, Mr. Hogan, Mr. Norsworthy, Mr. Hall, Mr. Reinerd, Ms. Roger, Ms. Walden, Mr. Griffin, Mr. Hopkins, Mr. Mark Hall, and Mr. Unger. Thank you to all the teachers who helped shape and inspire Chloe and who daily
048do the work of teaching, managing classrooms, planning lessons, and engaging in challenging students. There are countless others who have impacted my daughter and her educational experience. Principals, board members, custodians, school nurses, and other staff. Thank you for your dedication to the students in this district. Wow. Just to let you know, I want to thank you as a parent. being in her life, being there to support her and to push her. Thank you very much. I will say that I forgot that I was supposed to be timing, but the story was just so good. I wouldn't have given her all the time she wanted. And even with Ruskin, I was like, oh, wow, was that one of my teachers? That was. I was going to give her all the time she wanted. Do we have anyone
049else? Yes, Loretta Williams. Good evening, superintendent and board members. My name is Lauretta Williams. I live in Philadelphia Drive in the Meadowdale High School area. I'm here as a community member. Regarding the Ford Next Generation model, I started attending the listening sessions and the training sessions and then the work sessions. And in most of those sessions, you guys had representation from students. parents, district employees, community members, and there has yet to be a session that I walked away with disappointment. So I want to first do this. I want to thank everyone on this board. I want to thank everyone in that central office, everyone in the school, and all those community members who dedicated their time. This is a great leap of faith. You will not regret it. Fortunately, I've seen it in place in
050other districts. You will not regret it. I wanted to address the alignment that is taking place. It's not easy, as Dr. Lawrence has stated before. It's not easy for all of us, and even for anyone who may not agree, I've seen nothing but alignment. And for the adults, as we align, our children will do the same. You guys are making some choices that will not only prepare our students and give them a fair chance in life and give them options in life, but you are making a choice that will have a huge impact on this city. You guys are creating a situation where our children will have a reason to come back here or never leave here and invest their talents here. So I want to commend you. I know it's not easy. The central
051office staff are putting in some long hours, and I've even had to kind of talk to some and encourage them to try to pace themselves and be mindful of how many hours you're putting in. But I do want to thank you guys for the alignment. I thank you for... This collaboration, I thank you for the demonstration that you show with the character traits that we want the kids to show. And it happened just now. You know, the communication with the DEA and the collaboration and the integrity. We need this in our city. I thank everyone for all that you do. Thank you very much. Madam Treasurer, is there anyone else? No, thank you. All right. Thank you. Superintendent? Superintendent's agenda. I need some, I was scanning over this and it brought to my attention when
052I got here, I looked at the organizational chart and can you, can someone on the board help me? I want to take the academy coaches off the org chart and vote on that as a position without the salary while we still are gathering research on that. I know, but we can't do that? Okay. Can you help me with that? Thank you so much. Okay. So do you want to do superintendent recommendations before the personnel agenda? Is that what you're saying? Yeah, I want to. Can we do that first? Does it make a difference really? We're going to get to it. The position is on there, not the people. Yeah, no people just just the position is what's on yeah, but the orchard isn't will get you back You guys gonna take an action outside of
053the court. Does that make sense? Yeah, so they put Yeah, so the seniors see is the position for See is the actual Academy course position D is the war chart Yes Okay, all right We're at six. Well, I mean, I mean, I recommend that you place the academy coaches. This is just personnel, not just personal. Your other recommendation. Right. Okay. So. Oh, I've got you. My normal thing. Okay. Yeah. Please accept my superintendent's recommendations. If Mr. Walker is doing this, B through G. So moved. Second. Questions or concerns? So Beth, go ahead. Is this seven? We're on six. We're on six. The personnel general. Go ahead, Dr. O'Brien. Dr. Lawrence, I got some technical questions. Okay. Who is reviewing these? There are so many errors in here. I'm about to pull multiple things for those
054of you fixed. But I'm trying to figure out, especially in V2 through 7, lastly before it went live, there were the resolutions. I sent the email to yourself and the chief of HR on April 20th with the resolutions. Thank you. That was it the last time the board of individuals? I refreshed and now suit the personnel. Why don't we have resolutions for the reduction of force? That's my first question. Actually, there's two questions. You said who reviews it? Who's reviewed it before? It's just a lot of work happening on our side of finding parents at this point. We have a meeting that's chaired by the chief of HR and we go over then. Chief of HR also comes to the core academic. And then the academics themselves informally go through and look at the agenda
055to see if their people are on or off and what right steps and whether they're paid or not. So there's some gaps in the current process because, again, the first one here, there's no resolution to those fees. B through 7, B1 through B7, I'm going to ask us to table. B2 through 7 until we get the resolution, which again, I know it exists because it was up a week ago before it went live. So I don't know why it's here and not here now to tell us what the reduction in force is caused by. We got to say something here. And then B1, this is more Dr. Jones or the HR team, where is this position? Was this position posted? Where was it created? On the org chart, I see a random piece out there.
056What are we doing here, y'all? So, A, was it, so let me ask the first question. Was it posted? Where did the position come from? Would you like to have a conversation in the executive session? I do, I would not. I'm in the process right now. It's not about the person whatsoever. I'm in the process here. Mainly, I've seen you guys. Yeah, so we were actually creating a... Who actually created the position? A different position. Well, because of the change and the shift, we created a new position. And so we got some process problems here. In terms of? This position doesn't exist. That's the first one. The executive director position is on the pay scale. No, the associate executive position in the service building. What is that? operations we have an associate executive director part
057of the I'm looking at what you guys submitted for org chart it's the person floating out here that's not a part of anything in operations and they just floating I don't have a problem with positions but I have a problem when we don't go through process to create things especially when we're having so many conversation about funding and what we're doing and the countless things that I've heard on our side. From a requisition standpoint? No. Process? Process. We have policies. You see the policies, correct? Okay. Did you guys post this position? We created it. Did it go through a posting? My understanding is that it's an associate executive director position, which we have in the district already. Are you familiar with policy GCR- GCD-R? I'm familiar with many of the policies. Okay, that policy is
058the policy on physicians and how they have to be advertised because we also have these things where other people who have qualification because of prior administration, this is kind of one of the things that led to us having a shift when we had people who didn't get an opportunity to, I believe you were HR at that time. Maybe, no. No, you weren't there at that time. That was another group. But again, there's a process that you guys have skipped. I don't know if it's your team that skipped it or... It's at the HR team or it's somewhere. And I'm trying to figure out where the gaps are occurring at this point. We'll fill the gap. We'll fix it. Okay. If y'all could just follow the processes here. Like, again, to my statement that I just
059made to Dr. Lawrence here, it's just too many things outside of process that are causing. Way too much detail. Like, I really want to come here and trust that what you guys have done is correct. You followed your process, and we can just vote on it, yes or no, versus having to get deep down into the nuances of how we got here. Next. That's all I have for you. Actually, I'm going to have another one for you in a second. On the administrator pay scale. So, first, I do want to table B1 through 7 until they're corrected, because otherwise we need to weigh some rules for us to vote on. Any objection to that? I don't object. Okay. All right. B1, I want them to correct the things. Like B2 through 7 are missing the
060resolution. B1 didn't go through the process to actually post and do the things. So, Dr. Bailey, are we going to take anything into executive session? My question is I've seen people get in positions that are active that they didn't post. So I guess I'm confused as to why we're pulling B1. You got to call that out. I'm calling because I found one. Which one didn't they post? Which other one? You just made people chiefs. You just made people. moved them into spaces that weren't posted. Which post was that? Just last week. I wasn't here last week, so I can't speak to that. So I would say then if we can have that discussion and those would be names, I would want to move that and then have that vote. Because yes, that has been something
061that I have seen that when there are positions that are already existing in the district. We have moved people into that. We just did like three last week. There are people in this room that are sitting here that have been voted on, that have been in positions that did not get posted that were open positions, and we voted to move it. So if we're going to have a consistency, then we need to talk about what does that fully look like and how we're going to move it. So I would want to have that conversation. If at all possible, then we can still come out and vote the table anyway. Yeah, I mean, that's fine. I think if you guys see those things, you need to speak up on them. I was not here last week,
062but I would have said the same thing. I will say that the three administrative positions last week were posted. People interviewed. I'm saying we also. Yeah, I was correct. So that's fine. Right, but you just said last week. I got to stop eating. Just clarifying. Last week they did go through the process. I don't know what happened. I have no problem pulling them until after exec, but for that one right there, but the other one still needs that piece. And we can vote on type on them after exec. Y'all can talk about whatever y'all need. In administrative placements. There are a couple that I like to pull for them to get their terms corrected because these terms are incorrect and if the people can show that these terms are correct I have no problem of
063us putting on there and pull it after exact and if it's not done and it can wait to the next one, but I want to hold up other people that's going to be a 85 80 16 80 20 and 80 40 5 16 20 and 40 the term is incorrect on their contract terms Okay, so we're on admin placement. Yes, I'm still on B. Okay, so AD5. AD5 or AD5? AD5, AD16, AD20, AD40. I can wait. I don't have anything else on that one. If anybody else has anything in administrative, then I can go on. I do have on the administrative one. Some people have three-year. Some people have four, but some people have really only been back two years and are already a two-year contract. We can do it in exact. Do you have
064something that you need to pull? Or you just need to... Just clarity. In general. Yeah, just general clarity. So wait a minute. So do we need to just pull this whole thing until after exec? If you guys don't have any issue with the other individuals other than those ones I pulled. Can we just do that? Yeah, the whole thing. We'll take it to exec. On E, I had a question about E11, pulling that one because that's a change in classification for an individual. And this is something that came before the board. So we'd like to find out about that one. I do have a question about a retiree hire. If you guys, if this is correct, even though the person was on the November agenda left in March and it's coming back in May. My
065question is, is still a retiree hire. Was a notice supposed to be given even though they come back in and it's the 60 day out? Do you know? HRT, you got three back there. What was your question? My question is about the SRO that's coming back because it was only November, but it was for him to leave in March, but he's coming back in May. My question is, is it still a retiree we hired? Did they have to follow that same process? Oh, that's already pulled. That's pulled. Yeah, that one's already pulled. I still got the question on it. I wrote it down. I can answer that. Go ahead. I'll tell everybody else looking. Yeah, I don't remember a 60-day notice or a 30-day notice for that. So is that the process that has to
066occur every time I retire or rehire? That's my question. Because I know he's been offered that period. So that's just for you. Is it every time that that has to occur? Is that a certified or classified? Yeah, that's what I don't know. Yeah, I don't know. That was just my general question on it. On certified, I know we just did it, but I don't know about classified. For classified as well? Yeah. Okay. So it's good it got pulled because we still have to get those up. So, oh, my God, I do appreciate the, as I saw Board Member Smith last week ask about the individuals that were tabled. So I do appreciate that getting put back on. Mm-hmm. See, I watched you last week. Any other questions? That's all I got. Yes. Mr. Walker. Okay,
067so on the principal list, since it's out here again, PAP1, I would like to pull. I do have a question on, where did it go? These are not enough. Oh, they're in building order. Okay. So I do have a question on PAP-5 as well. I did ask last week about the Rosa Park principle. That's not on here, so I'll ask that again. I'll save that before exec. And there's another one. You had a question on PAP-5? I did. Let me ask it out here. I can. On the Belmont principle? Uh-huh. That I may have answered. Oh, no, we're good. You're good with PAP 5? You're good at PAP 5? Are you questioning the step on PAP 5? More so on the building is no longer a 7 through 12 building. So is the salary reflective
068of a 9 through 12 and not a 7 through 12? Oh, I don't have that in front of me, but we can pull it up and exact. But yes, I got you. So not the steps. Yeah. Okay. Gotcha. That is true. This is the last year. So are we pulling that? Yes. The AP-5? Yeah, just in time for exec. Okay. The AP-5 is pulled after exec. Anything else? Mr. Walker? Not on that one. We did the other one. So is B, so are we bringing back B-2 and B, so the recommendation is B-2, B-7 for the general meeting? We'll have to find out after exec. Yeah, we're pulling it into after exec. Okay. Ms. Kidd, do you have the resolution from last week? Do you have the resolution from last week? The RIF resolution? I
069want to just have access to it in executive session. Dr. Goodwin? Yes. So I just want to know, when do we expect to see the DEA contracts on here? This is our last meeting in May. What's taking so long for us to get? And I know I've got to email about this, too. You did. I sent one to the entire district and said today. Okay. Today that we would see it? Because today we don't see it. Or today that you talked about it? The email said today. Okay. Can we ask HR team? Or is there someone else that we ask? You can. We can ask HR team. Another question while they're looking for that one. So it's all reduction of force that's being pulled, right? It's out there, is it? Okay. B2 to B7. To
070keep now? Okay. Okay. I'm not sure what happened to the list, but it is being added now. For your view. It was up there. It's not up there anymore. So do we have to do a 48-hour waiver now? Yes, it's not our recommendation. Okay. So we have to do a 48-hour waiver? If it was up there 48 hours ago, we don't. It was not up there. It's not been up there all weekend. It hasn't been up here since. Yeah. So, Ms. Kidd, if I can request if we can get a 48-hour waiver for the DEA contracts and get those added, please, in a separate section since we're voting on this section right now. That's all I have. All right. Anybody else? All right. Madam Treasurer? So, before, just to be clear, we are voting on
071superintendent recommendations without the reduction of forces because they're in different parts of his recommendations. Correct. Without the B1s, they removed all the administrative placements, too. They removed. All of that's been removed. Yeah, because there's reduction in E10 and somewhere else, too. And principal placements didn't get removed, did they? No, we pulled. Okay, so the only one in B that is principal placements. Not pulling that, too. Everything else is active. You pulled principal placements? Oh, yeah, he did. Okay, then there's nothing in B being voted on. Nothing in B is being voted on. Okay. And the individual E11 was pulled. You got all that, Madam Treasurer? Yeah. Okay. President Bailey. There's one more. E10 is a reduction in force and should also be pulled. E10. E10. President Bailey. Yes. Dr. Goodwin. Yes. Mr. Lacey. Yes. Mr.
072Smith. Ms. Reinhart. Yes. Mr. Walker. Yes. Ms. Garrison. Yes. Seven yeses. All right. I would ask the board to take a look at budget information. and the treasurer and I and business manager open to questions if you have any. I'm concerned. Did we get D? Because D is all the way below all those other ones. Is that an and? D was not a part. Well, no, D was a part of your motion. It was. It was out of order on this. All right. Consultant services, contracts, can we do those together? So moved. Second. Thank you. Can we vote on, you said that was just consulting contracts? Yes. Okay. Any questions or concerns? Did you second? I did not. It was Bailey. Dr. Gilroy. No, I thought it was Dr. Gilroy. Okay. Thank you. Questions or
073concerns? He did them both together. President Bailey. Hold on. You have a question? Yes. I kind of want to do on consultants, the alignment Nashville. Can we, this was, I don't know, last week Chief Sheehy said that there was more language to go with this and that's not added on here. So you want to pull it to vote separately, table it? Yeah, I would pull it to vote separately. Okay. Which one? The alignment Nashville. All right. Any other questions or concerns? Madam Treasurer? President Bailey? Yes. Dr. Goodwine? Yes. Mr. Lacey? Yes. Mr. Smith? Yes. Ms. Reinhart? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. 7 yeses. I think she's going to do Nashville separately. Oh, yeah, I had an issue with this one because I thought she was pulling it. Can we pull it? No, you
074just need to vote separately. You can vote separately. Yeah, we can vote separately. Oh, okay. All right, let's vote. You. Okay. President Bailey? Yes. Dr. Goodwin? I'm staying. Mr. Lacey? Yes. Mr. Smith? I'm staying. Ms. Reinhart? Yes. Mr. Walker? No. Ms. Garrison. No. Two no's, two abstain. No's. Yeah. Two abstain and three yes's. All right. I recommend the approval of the resolution for the Academy coach minus the salary. So moved. Second. So it's a question. So you just want to approve of a position called a casualty coach? Yes. And there's no salary on here whatsoever. Can we have this updated to reflect that or something added? I would say, would I be approved? So who moved the motion? I moved the motion. Would you be open to amending that to including a date that we
075would need to have the salary in because we would need it before July 1st, correct, Dr. Lawrence? Yes. Would you accept that? Yeah, I mean, the language would be like salary to be determined by July, before July 1st. Yes, sir. Pending board approval. Yes. And board. And board group. Does this have to be approved today? Like, can you get all of this together? Right, and then bring us a full thing. And bring us the whole thing instead of us going through all of that and making sure that. Like, this is the line. You have a meeting the 9th, a retreat the 13th, and then a meeting around, I want to say the 20th. It is the 20th. So we got three that will be back to back. Can you just pull it until you get
076all of this together? No problem. He would have to pull his motion now. Motion withdrawn. I love Joe. Is that okay? Okay. Approval of the organizational chart, and that is minus the academy coach per the... So moved. Minus the academy coach. Second. Sir, any questions? That's a good one. Let's go section by section. Madam Treasurer, I have questions regarding the org. Can you just explain to me how the budget director and the director of cash management, like this is a change from the last one where it was treasurer to assistant treasurer and all the other people under there, but why wouldn't the payroll, the chief of payroll, which is the third largest position in treasury, report to the treasurer? Because we are the assistant treasurer is getting training and the payroll portion is the biggest
077one. I want the assistant treasurer to be trained completely to be a treasurer. And that is about 60% of our expenditure is in payroll. So we need help in that one. That's the reason why I put it. That still doesn't make sense to me. Are you saying that if people who, so is the assistant treasurer now not going to be able to train with the other two people that report to you based on what you just said? No, we need more work in that payroll portion. So I wanted the assistant treasurer to be, to help on that department because that is the most expensive. Our expenditure goes to that one more. It's also the highest, the most complaints that I received regarding Treasury are with people's payments. And that comes, I mean, I go to
078the Treasurer. So, I mean, it does, I'm going to make an amendment on my motion, but that's fine. I just wanted to hear because at this point, I don't understand why the other individuals are there when there are three key positions in that department. And I understand what you're saying, but it's still that that doesn't, the rationale doesn't make sense. That's all I have for that one. Dr. Jones, can you explain the multitude of generalists? Like on this chart here, I showed two generalists reporting to the associate business manager. I showed two generalists reporting to the executive secretary. I showed three new generalists in nutrition services and one generalist in IT, which I think we approved that one last time. Where did all these generalists come from? The generalist came from the elimination of the
079manager positions on the pay scale. And so with those eliminations, we created operations generalist positions. Relative to the executive secretary position, she's on one side of the organizational chart. And I can see how that can be construed as her supervising the operations generalist, but it's under me on the other side of the chart there. And we had another question about... The first one was on the generalist. So in our motion last year, because Mr. Walker made that motion, we didn't eliminate individuals who were currently in the position. They held on to it until they exited. So are you saying that all these individuals are new individuals? No, ma'am. You mean new to the district? Correct. No. The motion that changed the generalist to that piece of it, again, Mr. Walker, correct me if I'm incorrect,
080because you made that motion, I believe. The managers, the existing managers, maintained their title of manager. What was said was that they would maintain that title for the current year, and then after that year, we would look at another position that was comparable. Is that correct, Mr. Walker? I don't think that's what I thought it was. They maintained it. I know Mr. Walker. He didn't do that. Okay, so that's what I'm asking. No, I'm just asking. I just like to be consistent here. Dr. Lawrence and I spoke with two of them last year. It was stated to them that those positions had been eliminated from the organizational structure. And so that was... So if you'd like to keep... So they'd be grandfathered in indefinitely unless we... That's what I say abolish that that was just
081a thing from last year if that's that's the case I have no qualms with I could have some this kid to check the language on what that was I just like to be consistent up here on that one can you just explain to me why a generalist will be reporting to To the business manager or the associate business manager and why they aren't doing something under the apartment So they work for the entire course. They work for the entire operations department the Two operations generalists that are near the top of the organizational chart on the right hand side, essentially those individuals did support operations and they also supported the business manager, those managerial positions or manager positions. And so we just moved them there. They still support everybody in operations as well. The way your
082org chart, it doesn't show that. So I understand what you're saying, but I know how the district and people move by this organization chart. And it shows them. Oh, it's all over the place in that way. It's not just you. A lot of these are a little confusing to understand. My general question is who evaluates individuals and who is responsible for people if they're progressing and things like that. And that is the clear thing that I'm looking for on these org charts. And if they actually have purpose here, because if they're just floating around, I don't know what that support service is on that piece of it. So the two at the top I do take issue with because it doesn't appear that they're with an actual team and they're just wherever you guys decide
083to plug them in. I mean, that doesn't help us as an organization for our support team. Okay. I mean, just comparative to the other general, because were there managers like this? Did the managers report to you guys? One of the managers, actually with the exit of our senior executive director, you know, they would need someone to report to. And ultimately that would be me in this case. we can reorganize, have some conversations around it. Like I said, I have no problems with it. In terms of evaluation, we often have really good conversations about evaluations and we make sure that folks that report to us are evaluated. That hasn't been an issue. I'm not saying it couldn't, but it hasn't been. Are these positions higher than the directors? Like I'm trying to understand on the scale.
084Which positions? Any of the general, like they're above them. I'm asking so the directors are administrative positions. The generalists are district support staff. So why wouldn't they? To be honest, I don't know that like the conversation that we're having is good. I don't know that it can be articulated or presented on a piece of paper in the way that with the level of complexity that we're discussing now. but we can certainly have a sit down and ask some complexity to it. Okay. The one question I had about Dr. Lawrence has been removed, so that's all I have for now. So do you need this to be pulled to be worked on? I'd like to hear all the questions first to see if other people have questions. Okay. Anybody else? Go ahead, Mr. Walker. All right,
085Dr. Good one. Okay, so on the Treasury side, We heard from the auditor regarding the HRPY specialist position of Madam Treasurer and I will ask the auditor as well, where should these positions actually be placed for accuracy and accountability stakes? They should be in HR. Ms. Hamilton? So the structure, just to clarify, the structure of the organization is definitely up to the leaders of the organization to establish. But as an internal auditor, there is a risk when the people who are paying the individuals are also the individuals who are creating employee profiles in the system. So that is a general risk for... Other concerns like potential, I'm not saying that it does exist in our organization, but the risk is very high when people have that ability, which those HRPY positions are the ones who
086are creating the positions at this time in the system, and then they are also assisting with the payroll process. Okay, so is that the HRPY specialist and HRPY generalist? Yes. Okay. So, Dr. Lawrence, can these positions be back in HR? Dr. Davis, would you come and speak to that, please? And capture the HRP-wide conversation around... how they got there and why they're there. Sure. The work they do is strictly with payroll. If Ms. Webb was here, she could speak to that because she said that now that she knows the intricacies of the work that they do, they are in the correct spot. They enter a lot of payroll information. The title is a misnomer in terms of HR. They do not do very much of work for HR. Everything that they do is payroll related.
087Okay, so I would refer to the treasurer and assistant treasurer on what work do they do in treasury or should be doing in HR. I guess for me it's trying to understand what the auditor gave us as a report and saw as red flags internally and how you all are looking to address them moving forward. If they're going to stay in treasury, like where? And the treasurer is saying that they would be better in HR, but you're saying not so much. Correct. And the chief of payroll says the same. Okay. But the chief of payroll answers to the treasurer and associate treasurer. That's why I'm deferring to her, not the chief of payroll. Right. So I'm just curious. I will ask the associate treasurer since he's, like Madam Treasurer said, overseeing chief of payroll. So
088what's your thoughts? So those two positions, when you ask what exactly are they doing, they are creating individuals and putting them into the system. So when a person gets hired, when we approve individuals to work for the district, they are then making those people exist in the system. They are assigning what salary they are supposed to receive throughout the year and other information like that. Those sound like more so HR functions than payroll functions. Sure. Okay. So my recommendation is going to be to move those back into HR because that doesn't sound like treasury functions to me. My next question is, Dr. Lawrence, this year preschool was under the chief of elementary schools, and currently I see all the preschool buildings still under the chief of schools but not the preschool department. So I was
089trying to understand the placement of what changed within this year going into next year. So for me, the director of preschool that's programmatic and is district-wide, and it's just an alignment in terms of having schools where schools are and having district-wide operations on the side of the associate superintendent. So that's why I made that decision. And I want to go back to something that Assistant Treasurer just said. He said that the role is to assign how much they get paid or their pay schedule. Yes. They assign it based on what was approved. At the board meeting. So when you all make your recommendations, they look and see what was approved. If it was for X amount of dollars, they just allot that X amount of dollars to that employee. If that employee is not currently
090created, they create that employee in the system, and then they assign the salary that way. Thank you, Mr. Riley. I guess my answer is that the language is create their pay schedule. I'm just going to repeat that we paid the pay schedule. But out of the 17 other things he said that they do all sound like HR functions. You're pointing out one thing that sounds like treasury. That's the one thing he said. But the 17 that are HR functions. What? 17. The 7 or 8 that he said. That's hyperbolic. What did you? What? What? Dr. Bailey. Go ahead. Oh, I'll defer to him. uh miss garrison i was just going to ask can hr provide the actual job description for this position so we can review it and make a more informed decision on what
091area it should fall under is there a position description for that dr davis oh okay i'm sorry i didn't hear you so if we could receive that that would be helpful are we still going in this extension Okay. I'm going to say you also probably want to talk to Chief Webb because that's who manages the people. So in addition to that, you want to speak to Chief Webb. Okay. So you can have not only Ms. Hamilton's piece of it, Dr. Davis's piece of the actual job description, and the person who is actually currently supervising in that piece, and you can get a full thing of it. Yep. Thank you. You left out the treasurer who the chief reports to the treasurer. Nope, I didn't. I said the person directly supervises. Well, I added in the
092treasurer, who actually supervises that person. Why are you so aggressive right now? Because you're literally just trying to undercut her like anybody else. I need to ask for the people who are doing stuff. Mr. Lansing. Mr. Lansing, sorry. Yeah, well, I mean, I am a CPA, and I have done some auditing. In my past and yes, the putting those HR functions under payroll is a conflict of interest. So I do concur with. Thank you. Mr. Walker. The audit committee, members of the audit committee were pretty much aghast when they saw that. within our schools. And it's fairly, it's fairly recent. I mean, I, I think it's just a few years ago. I think we put them there as a reaction and I would say as an overreaction to some problems that, that people have had
093in, in HR and payroll. And So, yeah, I concur that these positions do not belong under payroll. They belong under HR. Dr. Bailey? Yes, ma'am. As a result of that new information, if the policy committee has already reviewed it, then I don't need the additional information. I'm prepared to vote. Can you say that again? He said he's prepared to vote. Yeah, if he wants to put it up for a vote. any additional information based on the policy committee. To move the HR. They've already reviewed it. The audit committee. You said policy committee. I'm sorry, the audit committee. You're a rookie. The audit committee. I'm going to motion to table and ask these three teams to go back and just make some adjustments to this. I will second. Call for a vote. Call for a vote.
094Madam Treasurer. For the table? Yes. President Bale? Yes. Dr. Goodwin? Yes. Mr. Smith? Not allowed, yes. Ms. Reiner? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Mr. Lacey? Yes. Yes. Seven yeses. Dr. Lawrence? Can you bundle the overnight field trip out of country field trip? So moved. Thank you. Appreciate it. Any concerns or questions? This is E through H for those who. What is it, Mr. Walker? I do have on E, May 37, 2027 doesn't exist. It does not. May 37. May 37. May 37. Did we get a correction on that? Yeah. And then this is very different. Chief Dooley might hear from me to say it. Okay. So we're pulling, we are approving a 2028 and a 2029 trip? Yes. Have we done that like that before? No, I haven't. So if I may, I
095was in Stivers last week or the week before. I ran into a teacher who I spoke briefly with about these field trips. And he wanted us to know as a district that he's doing everything he can to speak to other teachers in other high schools so that they can have the opportunity so he can share the information about how this happens. And he said that one of the things that they're doing is they're planning the field trips further out in advance now because it makes the payments. smaller for the students so that they can start paying two years in advance rather than one year in advance and it can be more affordable for more students and it can be something that we can broaden the reach for for students and that's why they're doing it
096two years in advance for this one and whatever information we can get to other schools and the administrators and teachers that are responsible for that I would love to make that communication happen so more kids across our district can have this opportunity. And I will say Dr. Sheehy actually brought that to the curriculum committee where actually Mr. Reisner brought a proposal up about being able to expand to other schools and thinking out farther of being able to bring more students in. So it is something that is actively being discussed to not only allow at Stuyvesant, but build the program for other students to not only go out the country, but to other parts of the United States. So thank you, Ms. Reiner. Anyone else? Oh, Mr. Smith? Who are you first? Mr. Walker, if you
097wanted to go before me. Yeah, I just agree. So, okay, if students are, are they paying, like, are they paying, is the district, like, creating a savings account for the students to then pay it? Because, like, for me it's looking at more so what... If something was to happen with the student not going, and this isn't like, I'm good with voting yes, but if something was to happen for a student not going, how does that look with the money they've set aside three years down the line? I believe that the company, the travel company, does all these details for us, and we just have an agreement with the travel company, and they work with the students. That was my biggest thing. Okay. If it's a travel company. I don't do travel companies. I just buy
098screen out. My little pennies. Back in early March of 2020, we had a lot of trips planned that had to be canceled because of the pandemic and the world shutting down. Thankfully, I believe the travel companies took care of everything, but we had to shut it down. Thank you. Yes, thank you. Thank you, Mr. Walker. I did want to add one of the things that we've been talking about in curriculum as well is just creating a culture, an emerging culture where children start understanding the benefit of seeing things outside of their communities. So while I appreciate us trying to do overseas trips, I also recognize that I'm dealing with a district and a community full of people that forget talking about going out of the country. Some of these children do not go out of
099the state. Some of these children have not gone outside of Dayton, Ohio before. And so I think if we're going to think of being successful in doing this, it's not as simple as getting information over to other schools and over to other populations across this district if we're dealing with students that do not get those experiences at a young age. If we're not engaging parents and showing families how to see more than what's inside of the 937, they're not going to be amenable to it. They're not going to accept it. And you sometimes see that even at Stivers. Like some of the students that you see at Stivers that are going on these trips are students that come from families. that go outside of Dayton, Ohio. The students that do not go are some of
100the students who have not seen it. So there's, if I do not value it, if I do not see it, if I have not seen it, then I cannot be it, I cannot achieve it, I'm not going to see the value in it. So I love the conversation there. Sheehy and the team and I think Ms. Goins was really instrumental in bringing that to the, it's kind of like the things that she does at the Liddy Camp. Like those kind of things show students how to be outside of their everyday school life. And it shows them how to get into those spaces. So I really appreciate that space and I think that's the way that you're going to be able to see other students get involved and then see the value in studying abroad. And
101so I just wanted to lift up that work that's going on in that group and share that with the group that we've been working on. How can we bring those kind of things, not just at a high school level, but at an elementary level? How do we get parents to see the value in showing their children experiences and creating those kind of emerging programs that other youth in our area get? So I'm glad Dr. Goodwine brought that up because I would be remiss to leave out that part of that conversation. that's been going on in there, which is starting to be one of my favorite groups, my favorite committees, that little group. I know Ms. Hamilton, but we be having, and we be virtual, too, so we get in, get it out, and then we
102mix it up. It's kind of dope, I'm telling you. Each time I went to Ms. Hamilton's committee, she's had food, so that's kind of a favorite. I get that one, I get that one. Anybody else? Questions or concerns? Oh, yes. Go ahead. Okay, and Ms. Reiner, you may know, if... If students at another building may want to go and have a teacher potentially, like let's say that Mound Street has three students that may want to go. Is there ever an opportunity, or Dr. Lawrence, is there ever an opportunity for those students to potentially find a teacher chaperone in their building that then can support them going on a trip? Sorry, what was your question? So if we have Stivers that's already doing the trip, but you have another building that may have two or three
103students who want to take advantage of the opportunity, is there ever an opportunity for those students to tag along with another teacher chaperone, or is it specifically? I've never seen that. This is my 30th year, but I'm not an expert at that. Mr. Reiser and I have a long history. I can ask him, but I've never seen that. Okay. Thank you. Any other questions or concerns? Madam Treasurer? President Bailey? Yes. Dr. Goodwin? Yes. Mr. Lacey? Yes. Mr. Smith? Yes. Ms. Reinhardt? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Seven yeses. Thank you. Dr. Bailey, my final recommendation is asking the board to accept the settlement agreement with the DEA. So moved. Second. Questions or concerns? Goodwin? Okay. Madam Treasurer? Who was seconded? Walker? Mr. Smith. Mr. Smith. Okay. President Bailey? Yes. Dr. Goodwin? Yes. Mr. Lacey?
104Yes. Mr. Smith? Yes. Ms. Reinhardt? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Seven yeses. Dr. Bailey, that concludes my recommendations. Yes, sir. Thank you, Ms. Mahoney. I swear. Madam Treasurer. I recommend the approval of the following. A through H, as reviewed last week, and the monthly financial, as reviewed with the Finance Committee on Thursday. Second. Are you all trying to beat Mr. Lacey? Lacey's got to get quicker on his feet. No, it is. Second. Questions or concerns? I do have a question. Mr. Walker? I think I've asked this before. Is it possible to actually post the minutes under the item of minutes? I've heard from people that it's hard to navigate to the section where they paste are currently like hidden under the tab or whatever. So not sure if that can happen, but just
105a question. Is there a question? Is there a question? All right. Anybody else? Dr. Goodwin. Dr. Jones, with the petroleum, the gas and all that that we're getting, what increase are we seeing due, like, with the shift and how gas has been over the last 30 days? Just for clarification, you asked about what increase we're seeing? Yes, gas. The typical increase that we see at the pumps, we've almost doubled in terms of cost. the the good thing about is that we purchase in bulk and so we had some gas that we had purchased earlier in the year that wasn't as expensive okay can we get numbers on kind of what we're seeing and what we're projecting going into the fall if things don't go down most of the projections for this coming fall yes definitely
106yes ma'am thank you I mean, you purchase in bulk, so when's the next time you got to purchase, or do you not? It'll be the end of the summer. Okay. That's it. Madam President. Okay. President Bailey. Yes. Mr. Oh, no. Dr. Goodwin. Yes. Mr. Lacey. Yes. Mr. Smith. Yes. Ms. Reiner. Yes. Mr. Walker. Yes. Ms. Garrison. Yes. Seven yeses. That concludes my recommendation for tonight. All right. Mr. Business Manager. Thank you, Board President. If the Board so chooses, I'd like to recommend ratification of letters A, B, D, and E. So moved. Second. Questions or concerns? Dr. Goodwin. Can you tell me, for the carpeting for the various schools, was this a publicly bid thing, or how did we end up with this contractor? You know what? They were part of the, I won't say consortium,
107but they were part of the group that we didn't have to bid. Okay. Did we at least get a competitive? The cooperative, yes, the cooperative. Did we at least get competitive quotes in the cooperative? Yes. Thank you. Anyone else? Madam Treasurer. President Bailey. Yes. Dr. Goodwin? Yes. Mr. Lacey? Yes. Mr. Smith? Yes. Ms. Reinhardt? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Seven yeses. Thank you. I'd also like to recommend ratification of the following resolution concerning certificate of participation. Essentially, this is a loan for $31,000. roughly 31 million dollars that we would pay 2.4 8 million a year towards and this will take care of our remaining schools that require bas HVAC completion upgrades to our roof and some other major projects around the district I don't I don't see how I don't know that we
108can move forward and make sure that our buildings are safe and clean and conducive to learning if we do not secure this funding. So moved. Second. So how much more in debt would this put us in? I mean, what kind of position does this put us in? Essentially $2.4 million a year. It's around 31 million dollars. What's the interest rate again? Thirty-one. About 5% interest rate. I think what would happen is the remaining six schools that require upgrades to the HVAC systems, they would fail and our buildings would be extremely hot and or extremely cold, and we'd have to shuttle emergency funding to fix those buildings. And the estimated cost for each one is around $3.5 million, and so that would far exceed the $2.4. that we'd be paying per year. Is that our only
109solution, is to borrow $31 million? Yes, sir. That's what I would recommend. We definitely need the roofs done. We've already replaced several gymnasium floors, sections of gymnasium floors because the roofs failed. And so, again, I'd like to avoid shuttling emergency funding towards some of these projects that... Quite honestly, it should have been done a long time ago. Any other questions or concerns? I have a comment. Dr. Johnson and I spoke about three or four hours ago. We did not know this was going to happen, but it's aligned with this conversation we're having right now. We may have to, in fact, we are probably going to close Thurgood Marshall tomorrow. We've got an HVAC issue there. I was there today. It was on fire. And we cannot get the building cooled off, and it's going to
110be even hotter tomorrow. We don't have the part. The part won't be here until, when did we talk about? The part is, well, we'll find out from the organization that we ordered the part from. But it was something that they did not have on the shelf. They had to order it. HVAC. And they're taking you all the way back to the beginning of the year. We have got to do something about this. Typically the shelf life of an HVAC system is anywhere from 15 to 20 years. We've completed most of our projects. And so by the end of... the payments on the loan, we'd be running up right against another cycle of investment into our HVAC systems. Any other questions? Dr. Goodwin? Even future projection here, like knowing that that issue we had, what was
111it, Luis Troy earlier in the year that happened and we had a couple other elementaries that went offline. Are we doing anything to prepare? Like what's our actual technology looking like? Because this week is the last week of school, which we're closing anyway. I don't know how important the last week of school was. It wasn't important to me at all. I had a great time when I was there. We planned breakfast. Right. But knowing when we get to the fall. knowing kind of the conditions and some of the HVAC system in that piece of it, what is our technology situation looking like of us being able to do digital classroom at least at the secondary level? That piece of it because the child care is a little bit different at that level. Will we finally
112be at the point, I know we've gotten a lot better this year of where we were the year before, but I know we aren't there already, but are you two working on that being a reality, not only equipping our educators who are teaching this stuff, but also our students for what they would need to be able to work outside of the location? Yes, Dr. Lawrence and the cabinet in general have been working very hard on making sure that we get better and better in that area. I can't say that we are 100% there, but to your point, we are way better off than we have been in the past. But, yes, we are working diligently. to make that a reality. So can I just request some monthly check-ins at our business meeting for June, July,
113and August to have information on kind of where we are at that piece of it, seeing how August and September are hot months for us? The second question for you guys, just in general conversations, because I was in Texas recently and I visited a couple of districts while we were down there and they have now transitioned to the four-day school week. Have we had any conversations about not only... What's happening nationally with some districts going to four day weeks, but also the hybrid model of the same way I mean at the high school level at the bare minimum That piece because we are buildings are getting filled a lot which is a good problem to have But the reality is there will be a point where we can't have the bodies in there due to
114the capacity issue So have you guys started talking about what that will look like for us the future of our district? if we did not continue to be the traditional five days a week in just other ways of just not i mean we're using is it k-12 innovation the group that teaches virtually for us right now so elevate k-12 something like that yeah so have you guys and if you have started those conversations when can we expect to get some presentations on what that looks like and then also how does that work with the Ford NGL model that we have coming in because again we might not be in the classroom every day we might be in other places in that piece and us just moving towards utilizing our resources. a little bit more efficiently.
115Man, that is a very, very exciting question, and thank you for asking it. But Dr. Lawrence and I, we've had discussions all year, and we will have something ready to present very soon. We traveled to North College Hill. They were one of the first to do the four-day work week. Actually, that superintendent was... national news CBS Eugene Bela and we traveled there my first year as a superintendent and we have that on paper but we didn't do anything with it so we can follow we can go back but during the winter we've had some conversations about and then Toledo is exploring a four-day work week as well I went there about four weeks ago and watched the presentation of the superintendent to the public about the four-day work week and the thing we don't want
116to stop is the actual learning on that fifth day And so being able to provide the resources for our students is... It's a priority. And again, we've engaged in those discussions and we'll be able to present it. It would be really great if our two PhD individuals can go beyond the conversation and put some things on paper at this point. It's on paper. And not just the four days. I mean, just not that. I mean, us getting to a practical of, like, we're entering the 26th, 27th school year. We would be looking at 28th, 29th at the first available opportunity for us to do these type of things. But not only exploring that piece of it, too. I do want to request that we explore the year round piece as well. Just some different opportunities
117and options that allow us to utilize our buildings and our capacity and our educational bank. in a way that is going towards where our world is shifting and not just anus. So it'd be nice, like, I know y'all like to give us presentations on all the other things y'all think we want to hear about, but it'd be real cool to get something that is happening in the world and other spaces and kind of what that ideology would look like here, especially since we have so many individuals who operate in theoretical work here. to put some plans on paper just so we can hear about it and decide which way we could go as a district. Thank you, Dr. Bailey. How often are the HVAC systems serviced and maintained? How often? Frequently. The newer ones don't
118need as much preventive maintenance, but some of the old ones, of course, they need a little bit more help. But they're all serviced annually, though. Okay, and also throughout the year as needed. Yes, I Remember we talked about this before my question is is there I'm trying to remember what you said before there was projects that was budgeted within the last six days 60 days. Yep As long as the projects as long as the money has been encumbered we can cover Those actual projects at the projects If they're underway or completed, the funding cannot cover those. So do we have anything like that now? We have some encumbered already. So I can see some money back in the general fund? If you want to. All right. I'm good. Oh, yeah, yeah. You will have options
119to do that. It's not the economy. Can you get us a mic? Yes, so part of this plan will enable you to use some of the funds that are set aside in 07-0 right now, which is a separate fund, not the general fund. They'll enable you to make that decision to put money back into the general fund should you need it down the road. However, as you just discussed a little bit, there are a lot of other capital needs coming too. So you'll have an opportunity to make those decisions along the way. This isn't a once and done decision, but it does give you the chance. What it is, is if we bring those funds to general fund, because I'm going to pay the debt every year. That is about $2.4 million. That's what I'm
120counting to pay the debt. If not, the debt is going to... We were on the same page. Thank you. Anything else? Anybody else? All right. President Bailey? Yes. Dr. Goodwin? Dr. Goodwin. Yes. Mr. Lacey? Yes. Mr. Smith? Yes. Ms. Reinhardt? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Seven yeses. All right, new business. Board members, travel expense, motion to approve. So moved. Oh, no. I was motioned to. Any questions or concerns? Ms. Reiner. Oh, I was clarifying for, yeah. I was going to say Ms. Reiner motioned in and then Dr. Gilmore. Madam Treasurer. Okay. No, no, no. Yeah, you're right. You're right. Okay. Goodwine made the motion, but she can count that as a second. I was just clarifying. Okay. I'm giving it to Mr. Walker. That's fine. Okay. President Bailey? Yes. Dr. Goodwine? Yes. Mr.
121Lacey? Yes. Mr. Smith? I'll allow it, yeah. Ms. Reinhart? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Seven yeses. Second policy reading. In so much as the Board of Education is committed to the continuing updating of its policies, rules, and regulations manual, and the committee which was appointed has been working towards that goal, the following is brought at this time for second reading in compliance with Board file. Now, therefore, it be resolved that the Board of Education of the Dayton City School District, Montgomery County, Ohio, hereby accepts and adopts the following policies that have been qualified for inclusion in the handbooks and policies, rules, and regulations. GCBDC-GDBDA and GF. I move that we adopt these policies. Second. Any questions or concerns? Madam President. Madam President. President Bailey. Yes. Dr. Goodwine. Yes. Mr. Lacey. Yes. Mr. Smith.
122Yes. Ms. Reiner. Yes. Mr. Walker. Yes. Ms. Garrison. Yes. Seven yeses. Ms. Gearson. Yes, I just wanted to thank all of our speakers that spoke today, President Mahoney. miss Jamie and miss Williams for taking the time out to share your thoughts and provide continuous encouragement to the district as we wrap up this particular school year I also want to congratulate all the graduates of Dayton Public Schools class of 2026 and I'm looking forward to the ceremonies this week Be safe, be encouraged, and keep striving for excellence. Thank you. Dr. Goodwin. Thank you. First, congratulations to all the graduates. I know this is an exciting time. I hope you all turn up and you all have a great time, and your congratulations are everything you want them to be. I hope that each board member is
123brief with their comments when it comes to your graduations, especially the one to the left of me. I want him to know he is not the keynote speaker. Meadowdale just wants you to confirm their degrees and then move on with their celebration. Next, congratulations to all the individuals and our staff who kind of moved forward and actually took advantage of last year and got their degrees. Mr. Calhoun actually got his bachelor's and then his master's. So it is very impressive to watch adults go back to school because that is not an easy thing. I hope that seeing that our staff who see you who haven't reached educational goals or who never even had those goals, I hope they are inspired by the things you all do because I'm excited for you and I'm excited for
124the opportunities that open to you because you have experience and education. Committee work, athletics we have not met, but we will be back on the books next month. I want to give a shout out to Dr. Miller. He did a great job working on the AI policy, which it took three revisions, and that will be going forward to our policy committee, which we will see at our June meeting for the Board of Education. And it's good work, and I appreciate the work on that. Shout out to Ms. Kidd, Ms. Gum, Ms. Higgins, and... Erin don't do enough yet. She just came back to the team. But you three are actively working on the customer service training that is going to be rolled out to the district. And the team has done a phenomenal job of
125not only taking things that we learned two years ago, but bringing them into the practical realm. So it is good to see a project get to completion. Our policy committee has been actively working as we do. It's been really good to involve other committees as well as sending things through those committees to get back to us. I'm very excited, as you're seeing today, our discipline policy that went out. Our organization talks a lot about equity, and I am focusing on us being at equality first because we have a lot of things that we need to make the playing, our level of the playing field. so that people know how transparent processes are, how they go, and how those things are working. Me and my colleagues are working to make the workplace better, not only for
126the small employees, but everyone in between, because you all make this happen. That's all I got. Thanks. All right. Mr. Lacey. We had our finance committee meeting last Thursday, and everything was in good order. Our audit committee meeting has been scheduled. It will be June 25th. And I was wondering if the board would consider moving the review session and the business meeting in June and July to 5 o'clock. So moved. Second. Madam Treasurer. Actually, before we vote on that, Can we clarify, are we meeting here in the summer? It's the board president's decision. Okay. Can I amend my motion to do the first meeting in August 2 or 5? When does school start? Not the first one, Tuesday and August. It's the 11th. But when is the convocation? Dr. Lawrence just asked for it. He
127was there last year. August 5th is when everybody comes back. I think on vacation. August 11th is the first meeting. So 5 o'clock between 5.30 and 5 o'clock. Y'all see a real big difference there? June, July, and August. Okay. Madam Trader. President Bailey. Yes. Dr. Goodwin. Yes. Mr. Lacey. Yes. Mr. Smith. I'll allow it. Ms. Reinhardt? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Seven yeses. Anything else, Mr. Lacey? All right. Ms. Reinhardt? Thank you, Mr. President. I have a few items to go over. I was able to attend two different events that were really, really instructive. The first was the Board Leadership Institute last weekend. There's always great conversations about the work that we do and how we do it and how to navigate the difficulties and intricacies of board work, and I'm always appreciative
128of that opportunity. I was not here last week because I was representing Dayton Public Schools at the fly-in. It was an excellent opportunity for me to represent Dayton Public. in the business community as well as people who are Air Force Base adjacent. There were a handful of things specifically that I want to bring to the attention is the first is I was able to make some more connections for mentorships and mentorship programs that I connected to to plug into our Ford NGL work. There was also a Green County commissioner who talked about an event that was held at Xenia schools And it was a partnership with the high school and the Wright-Patt Air Force Base. And officials from Wright-Patt came out and talked about the specific careers that happen at the base and what it
129would take for students to get on a path to achieve those specific careers. You know, you go to, you study this at school or you make sure you take these classes. And I want to do everything I can to make sure we bring that program specifically to our Dayton Public School students. It was a really, really incredible event, and I think our DPS kids would benefit from that as well, too. I also, there were two students in attendance, and I think every year two students from one of the non-DPS students get to go, and they are sponsored by... outside sponsor and these students are very bright and very smart but I would like to see DPS students there as well too and I'm doing everything I can to secure funding for DPS students to be
130sponsored next year and the year after so I'm really grateful for the opportunity I had to participate in that. Committee work, community engagement meeting was just a few days ago. We talked at length about the work that is happening with our title programs as well as our engagement and our ombudsman's work. The parent cafes, which were mentioned earlier in the year, might, oh, I hope that I'm not gonna put any pressure on you, but they might continue. I would love to see that. continue outreach to parents and providing more opportunities for engagement would be excellent. There were 79 participants and I was grateful to hear the update from the life coaches from Dr. Worley. We had an interesting conversation about the legislation updates. There's an event June 25th at 530 at Valerie. um and you
131know what i don't have written down what that is but we'll make sure that we get it publicized and i believe that ms garen made a note of that at the meeting yesterday i had a nope saturday i had a black caucus meeting with the ohio school board association it's always a great committee to be a part of and then TODAY I HAD A LEGISLATIVE LEAZON MEETING AND AS AN UPDATE FOR SOME LEGISLATION THAT IS RELEVANT TO PUBLIC EDUCATION BUT PARTICULARLY DPS. SO A LOT OF NEW BILLS WERE INTRODUCED LAST WEEK AND I WILL BRING THOSE TO THE ATTENTION OF THE DISTRICT AS THEY ARE RELEVANT. BUT TWO THINGS I WANTED TO MAKE NOTE OF IS SENATE BILL 127 IS THE SCHOOL CLOSURE BILL. WE HAD SOME CONCERNS ABOUT THAT. IT WOULD FORCE SCHOOL CLOSURES
132Earlier than I believe is necessary It was changed to be only subject to community schools and that is fantastic We're really we're really pleased with that change that legislation also Senate bill 19 is moving along. It is the math intervention services bill The committee adopted the subversion of the bill and we're waiting to see how that finishes playing through at the Statehouse that is all that I have but I do quickly want to say i want to thank ms ryan for coming out and speaking to us she has been a fierce advocate for all dps kids for many years and i've been grateful for her voice i am so grateful for the opportunity we have to shout out the teachers especially by name you know sometimes i think we get lost in the administrative details
133up here but to have that reminder of each teacher that influenced her daughter and think about the teachers all across the district the teachers are the lifeblood of this district staff and and and every every staff member is deeply deeply important and i'm especially grateful as at this time of the end of the school year thinking about the teachers that pour all of this work and love into our students. I'm just really grateful for them. I want to thank every single staff member across this district and the work that they do and the teachers and I want to wish all the kids a happy end of the year. I will say there's still exams so make sure you finish studying. Do your best. Finish hard and congratulations to our graduates. That is all I have.
134Mr. Smith. Thank you. Mr. President. As we close out another school year, I just want to take a moment to recognize the incredible staff all across Dayton Public Schools, whether it be in our classrooms, in our cafeterias, our transportation department, our maintenance and operations team, our finance, every one of you fine people down here at Ludlow and across this place, every role. really matters in this district. Every contribution, seen and unseen, plays a role in creating positive outcomes for our children and our students are better off because of your dedication. And the reason I want to say that is that we can get so caught up in the politics of all of this work. There's inter-office politics, there's politics when it comes to local stuff, there's the county, there's the state. When you get caught
135up in that rigmarole, sometimes you can lose sight of what really matters. And what matters is these people that you see to the left and right of you and the children that we do it for and their families. Like, we look at our state. It sometimes gets to a point where there's no need to really have civil discourse at times because there's... We know how numbers go. If this group of people wants to pass something, it's going to get passed. We've seen that. We've seen how public education has been under attack. We've seen that. If we lean back on those things, we will never be as good as we should be because we will forget who we are. So I never want us to forget who we are and what we need to be doing.
136I want to congratulate our valedictorians and salutatorians and I'm glad we lifted them up. And I also want to draw what Dr. Lawrence spoke on in that nearly half of those were athletes and many of those salutatorians were athletes. And it shows that, you know, we get a lot of conversation around GPA requirements and why do we allow students to do these things and why don't we have, you know, these different restraints where There's no conversation around some of our suburban neighbors when they do some of the same things, which then goes back to these things that we put on ourselves and these barriers and limitations that we put on ourselves. So I want to thank that because those are the real stories that we should share. And if we share those stories, it helps
137us work to lift up those students that do need our extra help. At the same time, I want to recognize students whose names may never appear at the top of a class ranking, but they make tremendous strides every day. And at the end of the year, I want to lift them up as well. Students whose success may not be determined by where they came in a class rank, but the fact that they're still in that class at all. The fact that they're coming every day. The fact that they're becoming better human beings. The fact that what you all do every day helps them to survive and then thrive. And we know the challenges that our students face every day in our communities, but we cannot allow these barriers to define our limits. We must continue
138to succeed in spite of these challenges. So as we head into summer, I want to encourage our staff to truly practice self-preservation. Rest up. Rest up your minds, rest your spirits, because this work can be draining. People can be draining. Adults can be draining. Board members can be draining. Speak for yourself. But please take time to rest, recharge, and care for yourselves. This work really does require a great deal from you, and your well-being matters too. We cannot give our full selves to our children if we do not come in with our full selves. And that means give grace to the people that work alongside of you. To those who will continue serving students during the summer months, I pray for you. But I really want to say thank you, thank you, thank you to
139everybody who does this. Can't wait for the graduations. I really love seeing our children and their parents and their families at that date. And I know Goodwine does not like it because I like to represent my school because it is still standing in Niagara and Wabash. It's just a little band over there. I didn't peak in high school. No, you know, you know, you know. We can go check out Xavier, too. But thank you. That is all I have. You all take care of yourself and keep the main thing the main thing. Mr. Walker? Thank you. So for me, let's see. Some of my committees met, but I think I canceled my other ones. So you all get the summer break from me. You have to know everybody else. I will say, I do want
140to highlight Lederer ROTC this year that has, I believe, seven students that are enlisting into military service. So to Principal Davis, Colonel Mason, and the team over there, congratulations to you all. Please enjoy the summer break. Staff, take the time to relax, regroup. Graduations, looking forward to it. This year, me and Dr. Goodwine did switch, so I'll be speaking at 30th graduation. The school that was debated the greatest creation in Dane Public Schools history. Just to throw that out there. And I will highlight, yes, the Ohio School Board Association Legislative Black Caucus. We are actually reviewing scholarships right now for the Leo Lucas Scholarship. So Dr. Goodwin, I believe we did have more DPS students applied this year. Great. So we'll see how that dinner looks this upcoming November. Congratulations to all academic scholars. And
141what I mean by that is the fact that you are graduating in general, you are still a scholar. And high school may not have had a peak, but some students actually get it together even in college and moving throughout life and things like that. I will highlight that this is Unfortunately, summer legislation season, so please be mindful and pay attention to any bills that may sneak up on you with this upcoming capital budget and things like that. I do want to say... Ms. Nevaeh Woods, thank you for joining the board this year as the student representative. I enjoyed having you as a neighbor. I will say you probably, Nevaeh probably was my favorite student since my time on the board. She's the one that I resonated with more because she asks questions just like me
142and I just, and it was like, really it was like a big brother, little sister type thing because she was a bully too. Just going to put that out there to let you know. And there was something else on here. Oh, following up, because I have not seen the email since, you know, we're part of the all district email. The staff before. long-term subs and staff leave for the summer because they wouldn't have email access. The email about would they prefer a picnic for convocation or to go on their own. So we can have a follow-up on that, not tonight, just as we move forward. And thank you, and I will say congratulations to the graduates that came tonight. I'm actually sitting in class now at the same time, so Mondays, usually I don't do
143Monday meetings. Thank you. All right. Madam Treasurer. I would like to congratulate all DPS graduates and to have a safe and memorable summer. Special congratulations to DPS staff who graduated tonight. Another note is as of July 1st, 2026, the district plans to transition to a new semi-monthly pay system. The change means that all employees will be paid on the same constant pay cycle on the 5th and the 20th of each month. If the 5th and 20th fall on a holiday or weekend, employees will be paid on the business day before that date. The goal is to organize payroll processes. better and increase consistency. The Treasurer's Office will assist with any questions you may have about the transition to the semi-monthly pay. That's it. Thank you. Thank you. Ms. Hamilton. Good afternoon again. I, you know,
144actually I get excited to give a little announcements about our audit committee, but I am excited also that the vice president, also audit committee chair, has already given a lot of those announcements, which is great. But just to reiterate, our next audit committee meeting is on June 25th. I'm really excited. This is a, it's like an ad hoc audit committee meeting, and it's predominantly focused on approving or looking through the audit plan projects for the next fiscal year. And it's really important that it's going to be occurring in June so that that way the board has the information to review and provide feedback and then also hopefully approve starting in our next fiscal year right away, which is great. So I'm looking forward to all the project discussion, how projects begin, how they're placed, how
145they're suggested, and how it's discussed, et cetera. Some of that discussion has already been had with different... division leadership and so I'm really grateful and excited for that input around timing competing priorities district division and some of the strategic direction that our district is moving towards and so I'm grateful to the district leadership team who has been able to come and join those meetings and provide their input and then another thing that I wanted to give a shout out to is Just to kind of to add on to one of the things that Joe Lacey or board member Lacey shared is that He he was sharing that you know our audit committee discusses not only the project recommendations So he mentioned the HRPY positions what their functions and responsibilities are but specifically It's not just
146about the projects we also talked about district-wide risks and and does it make sense and what are some of the recommendations and they provide me feedback on how I continue to grow and how to make sure that our department is really structured in the best position to support the district. But then also they come with a multitude of expertise. Majority of them being past auditors for different companies and organizations as well as sometimes nonprofits, but then also different expertise like legal expertise and cybersecurity and technology expertise and also education as well. And so I'm really grateful to those individuals and the insight that they provide. and then also how that supports you all as the board in making informed decisions. So I'm looking forward to our next meeting, and I hope to see some of
147you guys there from the community as well. We do have food. It's donated food, so not on the district's dime for sure, but it's just a great opportunity for me to continue to learn, but then also for the district as a whole to continue to grow and be pushed towards even more growth than we're already having. that's it for me and I just want to give one last shout out to the grads in 2026 I know everyone else has said the same thing so it's not necessarily new but I'm really proud of our students and every year I know last year is able to join for some of the graduations and I was just bewildered by our students and just the caliber of students that we have at our district and just how they are
148going out into the world to make that impact and continue to broaden the alumni base that DPS already has. So it makes me really excited. I'm also really proud of our staff that are continuing to do the same as well. So thank you. And that's it. Thank you, Board President. I'll be really quick. To the 2026 graduates, the Business Services Division says, man, congratulations. And we wish nothing but the best. We have very high hopes for you. Shout out to my son, Miles Jones, who will be graduating this week from Thurgood Marshall High School. Are you on the stage or in the crowd? I'm on stage. I'm giving him his diploma. I got that out of Dr. Goodwine's playbook there. Also, I commented on the Black Rodeo last week, and I'd be remiss if I
149didn't share this, but to the 2027 graduates, there's a Black Rodeo scholarship. The Dayton Black Rodeo is committed to investing in the future by supporting the next generation of leaders. Educator. No, I'm sorry. I can't see. Okay, educate your future, empower your community, build your legacy. Multiple scholarship opportunities are available. The application deadline is Friday, June the 12th. And so just go to Instagram or Facebook, look up the Black Rodeo Dayton. There's a couple of scholarships, and we'd like you to pursue those scholarships. So, again, 2027 class, get after it. Dr. Lawrence. Let's close it out. There's been a lot of talk about graduates, so let's give the dates. Mound Street Academy, led by Principal Daniel Henshaw, May 19th. Dunbar, Paul Lawrence Dunbar High School, led by Katrina Bailey, May 19th. And closing out on
150the 19th, the last one, David H. Ponitz, CTC, led by Dr. Leonard Brown, who's had a spectacular first year. May 20th. Stivers School for the Arts led by Dr. Paul Waller, another great first year. And Belmont High School led by Dion McDowell who was nothing short of spectacular this year. So the 20th is that back to back, 19-20, Tuesday, Wednesday. We take Thursday off and we close it out Friday. with Thurgood Marshall STEM High School. Chavin Lewis is the principal. I was just there today and what a culture. And through text messages back and forth, we are going to close Thurgood Marshall STEM High School tomorrow because of heat and no air conditioning. Meadowdale CTC led by brother, Mr. Eddie Davis. Just a phenomenal job over there with academics and culture. The Momentum Award winner
151for this year with achievement and growth. Together three stars with growth and achievement. Three performance index points or higher. So the high school principals, shout out to you as a former comrade. I know that work and you put a lot of work in this year. You and your team, so great job. And teachers, everybody, but teachers, shout out to you. Enjoy your jeans week. And you know what? I'm just going to say it. I'm going to rip the bandaid off. I want to say shout out to my wife. She starts her superintendency on June 1st, Megan Winston in Yellow Springs, and you will be subject to these executive sessions soon. Thank you. Do this to yourself. You're not the only one. Roll the band-aid. Roll the band-aid. Maybe those people like her. Well, again, congratulations
152to all the graduates, our students, and our employees. I think that is so fantastic that our employees went back to school. I will just say this to our High school graduates, look forward to going to college. Those that are going to college, this is going to be one of the best times of your life. Just make sure you keep your studies. As he say, the main thing is the main thing. So make sure that you're studying, but this is a great time to have. make new relationships, having great experiences. So enjoy yourselves. I'm so proud of all of you. You've already heard it be said, I'm so proud of DPS, all employees. It's been great. My last thing is, Ms. Garrison, welcome to the D9. Welcome to the D9. Thank you. You didn't know that?
153So I think this is the most Greek Yeah So pursuant to section one two one point two two G of the Ohio Revised Code, I move that this board go into executive session. This meeting is being held to consider the appointment, employment, and or dismissal of a public employee. Second. Thank you. Madam Treasurer. Okay. President Bailey? Yes. Dr. Goodwin? Yes. Mr. Lacey? Yes. Mr. Smith? Yes. Ms. Reinhardt? Yes. Mr. Walker? Yes. Ms. Garrison? Yes. Seven yeses.