001403 and we will call the meeting to order. Mr. Williams, would you like to speak? Put your right hand over your heart and repeat after me. I pledge allegiance to the flag of the United States of America and to the republic for which it stands, one nation, under God, indivisible, with liberty and justice for all. let it be known all five trustees are present. Ms. Givens, Mr. Williams, Mr. Yeastless, Mr. Preah and myself, Mr. Heldreth. We'll go to business from the floor. The board meeting is a business meeting of the board held in a public forum to comply with the Brown Act. It is not a town hall meeting with the board. This is a time for citizens to present problems or questions they feel the board should discuss. Individuals are encouraged to address the
002full board, not individual board members. The law prohibits the board from taking action on items not on the agenda. Request to speak cards should be filled out in advance and presented to the superintendent's executive assistant. Instructions for submitting remote public comments can be found on our website, busdk12.com, under the tab Board of Trustees. The board has a policy limiting any speaker to not more than three minutes. The board limits the total time for public input on each item or topic to 15 minutes or five individual requests to speak. The president may review the submitted request to speak or take a poll of speakers for or against a particular issue and may ask that additional persons speak only if they have something new to add. Citizens who have comments on or against a particular issue may
003be asked to provide a written statement for the record or to sign an agreement with the written comments of another citizen. All names will be memorialized in minutes. With board consent, the president may increase or decrease the time allowed for public presentation depending on the topic and number of persons wishing to be heard. For the record, please state your name. Do we have any? We do not have any. Okay. So at this time, we do not need to go into a closed session, and we are going to move on to the discussion items listed on the agenda. So first is number one, general superintendent's evaluation overview. Actually, I think we just kind of have it. No, no, we have them all in order under general. So superintendents evaluation of review for trustee self evaluation of
004review and then the board self evaluation. So what I'd like to do is go ahead and introduce Mrs. Jan Gonzalez. She is from San Bernardino County Superintendent of Schools. And if you recall, the board approved the contract with San Bernardino Superintendent of Schools for their governance advisor. Jane Gonzalez is one of those advisors designated to varsity unified school district to provide support to the board as well as the superintendent in reference to governance and strong governance support in reference to running varsity unified school district in the best way possible with that student first focus. And so I'm really happy to have Jane Gonzalez here with us today. I consider her a mentor and a colleague, and I know she's interested in getting us started on the superintendent's evaluation process and the board's self-evaluation process. So
005I'm going to turn it over to her and let her take it from there. That's perfect. Thank you. I appreciate it. Deanna and I go way back. We were CBOs together. Long time ago. We won't say how long ago. Well, for you, you know, I was old. I was old to do that and older to go into the superintendency. So we're going to go ahead and get started. And Christina is going to be man of white for us tonight. And thank you for having me here. I want to say that, first of all, I really appreciate it. It's nice to be in neighboring districts. I don't know, for some reason, I just feel more comfortable up here in the high desert. than down the hill sometimes. So what you see up there is our team.
006That's all the district governance advisors that work for SBCSS. And the gentleman in the upper left hand is Kegum Kashum. And he is actually our leader. So, and the rest of us just, you know, meet with districts. Far and wide. The whole San Bernardino County. So you can imagine how big that is. What biggest county in the state. In front of you, you have this handout. This is something for you to read later. It's two-sided, but this is a list, our menu of services, because it's broad. We can talk about this maybe a little bit more on Thursday night, and I'll run you through what these three days are going to look like, three two-hour sessions are going to look like, and then, you know, that'll make more sense to you about going through this.
007Okay, and like Deanna said, I'm Jan Gonzalez. I spent my whole career in Victor Elementary School District. I was a parent volunteer and liked being in the classroom, so I went back to school. My husband and I did everything backwards. Went back to school after I had five kids and made it hard on myself, but it worked. I started teaching sixth grade. Loved it. Started and moved to first grade because I figured I could. teach kids who knew how to read, but I needed to teach kids who need to learn to read. And after that became a principal, then chief business official, assistant superintendent, and then superintendent when Dale Morrison moved down to City of San Bernardino District. And I did about almost 10 years there. Nine, nine and a half, somewhere around there. And
008I swore to myself when I turned 65, I was going to retire. And I failed. I failed at retiring and here I am. But I do make every soccer game for my grandkids, every track meet, every volleyball. So, yes. I have fun. I take pride in that with them. Yeah. All right. So we're going to do. An overview of the Board of Education self-evaluation process, and we're going to flip that a little bit on the agenda. We're going to do that first, and then we're going to ask you to go ahead and take the survey, which is very simple to take, but it takes a little time because we want you to just relax and think about it. And then we'll go into the superintendent evaluation process. If we have time tonight, we'll get to
009that. If we don't, we can do it tomorrow night. Because, you know, we're going to make this work so that you're out of here by 6 and going home to your families. And then Thursday, this is why we wanted to do the board selfie about tonight. We are going to, a team member of mine, Lori Rhodes and myself, we're working on your results so that I can bring back the results to you on Thursday evening. And that's when we'll talk about what those results mean. And it's different with every board. And it's just every board looks at this as a way to grow. And we're going to get into that in a minute. Okay. All right. We'll move ahead maybe two slides. We can go to the next. There we go. Okay. So you're welcome
010to read this. And I know the packet that I gave you, this is all in your packet. It's a little small. So I'll just go over it rather quickly. We use the governance core by Michael Pollan for research as well as other research-based works. But the governance core really nails it. And honestly, it's a good book to do a book review on if you ever want to as a board. It's not bad at all. But one of the things they say that happens with effective boards, because that's what is nailing down, is all the characteristics of effective boards. And one of the... high correlations is self-evaluating yourselves. Because we always focus on our employees and do the evaluations, annual evaluations and that. So then an effective board will also evaluate themselves and say, okay, which
011way do we need to grow? Next slide, please. All right. So data provides facts, and that's what the survey is about, is to give us some data to look and say, okay, we know a lot about this, but maybe we want to learn more about this part, because the way this survey is divided up, and I'll speak to that in just a few minutes. What we always want to say about any evaluation is there's nothing punitive about this at all. And when you take this survey, you're answering for the whole board. You're not looking at yourself and saying, maybe I'm not out in the community as much as I should be. If some of you are, then that's fine. That's what you want. Some of us can't always get out there the way we, especially
012if you have young children, things like that, sports, those types of things. You can't always get there. But if some of the board is, then you can give that a good score. And that's what we're looking at. So no punitive. It's just how are we going to grow now? Next slide, please. Cut off a little bit. That's all right. That's all right. So this, in the way that we're going about this, where you're going to take this, you can ask any questions you want while you're taking the survey as well. And then the results come back to you with, you're going to see everything on there. You'll see the graphs that show how many said yes, how many said never, those types of things. You'll also see the comments. We want it to be authentic.
013We want you to have everything at your fingertips so you know which direction you want to go as a board. Next slide. And then, of course, you know, from the governance core, results drive your next steps. And that's what we'll talk about on Thursday. You can decide. And it doesn't have to be with us. It can be anything you want. But how do you want to, you know, correct some of these areas that maybe we need to learn more in? Or, you know, where are we really comfortable? We can ignore that workshop. We don't need to do that. Those are the decisions that you'll make on your own after Thursday. All right. Next slide. And then that's what I just spoke to. The summary will come on Thursday. And it's thorough. It's statement by statement.
014So, you know, you'll get a good idea of where you're at. And the next one is just speaking to the fact that when you work as a team, as a school board, nothing can go better for students than that. And that doesn't mean you have to agree on everything. You don't. But it's how you have the discussion that counts. That's what this is all about. All right, so we're going to go to the steps. It's an electronic surveys on Survey Monkey. It's really simple. Once you get in there, it's really simple just to click on the answers that you want to. The survey participant, you're not able to be individually identified. It's all anonymous. Unless you reveal yourself in a comment, but it's all anonymous. I had. A board that I'm very familiar with, we
015did the board self-evaluation and one guy decided that, you know, he was going to be funny that night with his comments. And so when I came back with the results, I had to meet with the board in closed session first because it's like, all right, you guys. I know this is a joke, but I don't want to put this up on the screen until we talk about this. But he didn't reveal himself, so I didn't know which one it was because there's a lot of pranksters on that board. So, yeah, it was anonymous. There's an alternative process if you're not comfortable on computers. You can fill in the blanks on a printed out copy and then Christina can enter it in if you want so that we get all the data in where it needs
016to be. And then there's 40 questions over seven sections. And this is where it sounds a little daunting, but it's not too bad. The first section is board meetings. So that's, are you following all the protocols for board meetings? Board and community relations, and that involves the board meetings too, and outside the board meetings. So, you know, are you listening to the community when they come to your board meetings? Those types of things. Board qualities, goes without saying, is, you know, are you having discussions? Are you transparent? Those types of things. Board development, that's professional development, attending. conferences like CSBA, NSBA, coast to coast, those types of things. You know, are you staying on top of it? It's also, if you don't like going to those things, do you read? You know, from the, I
017know CSBA sends newsletters out constantly. I mean, I was always reading them as a superintendent. So, you know, are you, if you're reading, all that counts. All of that counts as board development. Board and Superintendent Relations, how do you work together as a team of six? And then district goal setting and strategic planning. And it sounds like you've got a lot of this going on. I know Deanna had sent me the goals that you have been looking at this year and they're thorough, they have depth to them as well. So awesome. And then constructive comments always helps us because that's, so what we'll do is we'll go through and if we see like a trend in something, we can make a recommendation to say, okay, maybe a book study for, we just recommended a book
018study to a board where their how with one or two members is a little off. So, you know. There's a great book called the anatomy of peace and you read the book together and see what you think because it helped me I mean it helps me in all my communication. So maybe it would help you So yeah, if you put it in the comments, we can understand what you're driving at as far as where It might just be more information those types of things And then it's a very and please don't forget to click Submit It's like the cast test. We struggled with this in districts with the cast test. They'll come back and say, no, 95% of your kids didn't complete. Oh, yes, they did. Yes, they did. We saw them. Well, they didn't
019press submit. So we just were asking you to do that. The one thing I do want to say is I'm aware there are new board members here. If you don't know. Any answer like if none of the options make sense to you like never seldom, you know Then just put it in the comments. I haven't been here long enough to know I would like more information or something like that. That's fine That's that's that helps us a lot All right Okay All right next slide so this is you know This is just what I reiterated before about Thursday evening coming back with the results And if you don't mind, we're going to stop here and let you go ahead and tackle that survey. And more than anything, I want to tell you, please just take
020your time and relax and go through it and ask questions, whatever helps you to complete it with your heart. And remember, you're answering for five, not just you. But in the comments, if you want to say I need more information, great. That's fine. Any questions for me? No, I sent the link to your email. So you guys typically get the board agenda. So check that email. If you haven't got it, I can send it to an additional one and then we need to get your laptop set up. Are we going to get you on the laptop, Mr. I think we'll see how it goes. So this is our survey. No, that's not it. That's just a copy of the presentation. So we can print one if you need one. Would you like me to print
021one out? I didn't get the email. I sent it to you. Atlas 8. Yeah, that's my first one. Oh, my bad. I can just click on the link right there and you're observing from there? Yes. I'm going to run him and hop out. I'm just going to use this. I got there. I have to put out the e-mail. Did you, Christina, did you send it to Tony? Did you send Tony an email as well? Yeah. Tony, do you want us to try to get you in on the email? We'll scope both ways. Let's see. Don't feel rushed because I'm still figuring out my email on the laptop. Yeah, don't feel rushed. You're good. I don't have access on my phone. That's your best. That's how I feel, I'm like, I tell you, it just throws
022me from the... And instead of that, I think you just put your name in there. Smarter than they are. They're evolving. That's interesting. Your domain is in a bell. Do you want to try putting in your app? Yeah. Wait. Oh, what is going on? I had to go down to their building earlier and give them to my phone. And I don't give a shit, but... Is Josh here? Uh, no. Do you want to try it on your phone? Go ahead. Yeah, try it. Do you have the, uh, log on to the... We can't get Wi-Fi for whatever reason. It's working on my phone. Do you want to do it on the phone or do you want me to get you? Because I get you on my hotspot. I'll just try here. It doesn't work. Yeah.
023Because sometimes it's hard to navigate. Well, for me, it is. We were just talking about that. You're better than I am. Wait until you get to my age. It looks like he doesn't need. You have a hotspot. I imagine having to type faster, but I'm not going to say. Don't worry. Mr. Williams, you ready? Uh-huh. I got my hotspot. I think I'm going to take this charge. Sure. Oh, baseball. Ah. So this is your season. My kids used to golf as soon as they grew up. Oh, I see. Okay. Yeah. I could get on the green with anybody, but I can't putt. Aw. When you're five putt every goal, it's not very much fun going out there. Yeah. My dad spent years working on that. He was a golfer too. And the same thing. He
024could drive, broke, you know. Nice, but it was the putt. He was so shaky from malaria and the war. And I don't know if that had an impact on the putt. I don't know. Pacific? Yep. My father-in-law was the same way. He ended up committing suicide. 57. Oh, I'm sorry. They kept putting him in patent. Just said he was crooked on those notes. Nothing about the DSD and all that kind of stuff. But he was just in four major campaigns here in the Pacific Ocean. He caught that malaria every time. They didn't have enough to go around. He was a sergeant. He had his men taken to the air. Wardley Road. Yeah, my dad has several side effects. He's a gunner on a PT boat. But yeah, he shook. It really did something to his
025nervous system. Sorry to hear that. Yeah, he did all right. You know, stubborn man. So he moved forward. I'm sorry to hear about your father-in-law. That's horrible. My son-in-law has PTSD. I got in a bad car accident about 14 years ago. About nine months, I was... Cars just drive by. Yeah. Split my car in half. That's awful. First five minutes, I thought it would be... Thank you. You're welcome, sir. Tony, do you want to try it online or... My father just wanted to say that. Yes, online. Nuts.com is a snacking utopia. We have supplier relationships from all over the world. I actually don't speak a lot of other languages, but Gemini and Google Meet. Without the ones like you working tirelessly to keep things running, everything would suddenly stop. No matter your industry, Grainger's here
026for you with professional grade supplies. Call, click Grainger.com, or just stop by. Grainger, for the ones who get it done. To the worlds you love at Universal FanFest Nights, an all-new immersive fan event featuring the best of sci-fi, fantasy, gaming, and anime. Select nights starting April 25th through May 18th at Universal Studios Hollywood. Visit UniversalStudiosHollywood.com for tickets. Thanks for taking the time to do that, putting your heart into it. I appreciate it very much. So that packet will go into as we work through the presentation a little bit. And then I have a, Christine, tomorrow I have the regular packets made up for them to work on with the evaluation. And then if you need the electronic copy, just let me know and I'll send it to you tomorrow. Would you prefer that I take
027their written and put it into the electronic? It's up to you. Whatever you guys want to do is fine with me. In the past, for everyone that's new that's not done the process before, we've had the board fill out the paper packet and then I compile it into one digital version. But digital is available? It's an option to just... For you to fill out. Actually, we don't usually, we want you to just focus on giving the input and then she takes your input. You can write it. I'll give you a packet where you can write it if you want your notes down. We'll have a few minutes where if you want to just give her the feedback and she can type it in or, but just, you know, to focus on what we're doing. Okay.
028So we'll go to the next slide and we'll, oh, we're already there. Thank you. Okay. So. The superintendent evaluation is a little different from the board self-eval. Board self-eval is always done in open session. The superintendent evaluation is closed session. It's a personnel issue. So we do both with this process, the district governance advisor process, where we do informal evaluations and we do formal evaluations. And I'll explain what those look like in a minute. We can go to the next one. Yeah, she mentioned on there, we mentioned on there that Fontana started using it, but we have several districts up here that use this process already. Deanna's aware that we use it over at Cal Health, the SELPA, and then we do Snowline, Victor Elementary, Hellendale was using it. So, you know, we've been using
029it around the high desert. Oh, Trona started using it. Yes. Okay. So what we do. I know we can go back to the other side of go through that a little bit. Thank you. Um, typically we do three phases to this where we do two informal evaluations, one formal, and then there's the meeting after the formal evaluation is when, um, we bring back what Christina has typed up and you look it over to make sure that's what you meant, what you said, and then it's a signature process. Um, the district is dead. determines the dates and timing of all this. Airbay is a little bit different. Some do theirs in fall, some summer, some spring. So it's different everywhere when they do the formal evaluation. Next slide, please. Thank you. So in using a facilitator,
030it allows me to ask questions of you that Somebody here might not want to say, and you'll see the questions in a minute. And when I first started with the district governance advisor, you ask, what? Because my evaluations were never like that. But my evaluations were, I would go in and I would do, I mean, literally I would present 10 pages of data for the board and they would just go, hey, good job. And write up my evaluation, keep up the good work. And it's like, you want more feedback. So these questions help drive that feedback. And you'll see what I mean in a little bit. The informal evaluation and the formal evaluation, because they're done in closed session. The reason why I like the informal so much, and I'll talk about that as far
031as an experienced superintendent goes in a minute, is because we're in closed session. The superintendent evaluation, almost everything falls under that. And you get to talk about everything you do with the district in that closed session item legally, according to Brown Act. Okay, so this way. It's not just once a year that you get this big picture of how the district's doing, how the goals are moving forward, issues that may have occurred during the year. It's not just once a year. Now it can be two to three times a year that you're in here having that talk. And you are way more updated than you were before. So it's a process that I've come to appreciate very, very much. Here we can move to the next one. In the first, this says that in the
032first three years, two to three years, a new superintendent will do two informal evaluations and a formal evaluation for that. It also says that they, you know, that's how long they have it facilitated. I do have to share with you that Snowline, Victor Elementary, and even Jerry and Trona, who is a very experienced superintendent, they came from out of state. They would rather we just continue doing it. They don't want to take this process over. So Ryan and Lori Clark, they don't want to take the process over by themselves. They just would rather have me come in and do it. Well, and I don't do Snowline. Mitch and Dick Bray do that one. But yeah, they don't want any part of it. They just would rather have the discussion. And for Lori's case, because I
033work for that same board, I understand why. You know, they give their feedback all year long. But, you know, when they get to a board meeting, you know, like every board, they're tired. And, you know, they don't want to have that discussion if they don't have to. But because I'm there, because I'm asking these questions, well, now they have to stop and think. And then they're giving the feedback. And that's why Lori wants to stick this one out with an facilitator, because they'll slip back into, great job, see you next year. Yeah. So that's... One of the benefits for it. Okay, we'll go to the next slide. Actually, we'll skip to the next one too. This is about the informal evaluation. So a new superintendent, I recommend do it two times throughout the year. So
034if they're hired and they're starting July 1, which many new superintendents do, we'll probably typically have one at the end of the first quarter, sometime November, December, just how they're doing. And then maybe one in the spring, and then they'll probably be evaluated again in July, typically by how the contract's set up. Our more experienced superintendents don't drop the informal evaluations. They like to have at least one during the school year, so usually midway through. So we just did Lori's in February, and then she'll get evaluated formally in July. So this gives her a chance to give them an update. It's really helping in some districts because the board goals are aligned with the LCAP goals. And so the LCAP has to have a mid-year update now, you're all aware, I'm sure, or you've seen
035it. So it gives Lori a chance to bring that board up to date on the work that they're doing towards those LCAP goals as well, behind the scenes, rather than just the data that comes up in the mid-year. update on LCAP. It's facilitated. In the informal evaluations, no documentation is taken. No. You don't write anything. You don't have to evaluate anything. Deanna will take notes on the feedback that you may be giving verbally, but that's it. And nothing goes into the personnel file for the informal evaluations. It's just that, an informal discussion on how things are going. And then here are those questions I was telling you about. So what did the superintendent do well since the last evaluation session? That's an easy one. What could he or she improve for the next evaluation session?
036Anything the superintendent did that you wish he or she had not done or anything the superintendent did not do that you wish he or she had done. And if we could move to the next slide. What we asked Deanna was her perspective on her accomplishments and continuing challenges and then what how is the board done since the last evaluation session in supporting and that goes over to question seven and then the last question is if the superintendent were to exceed your expectations what would he or she have accomplished by the next year for the formal evaluation? The questions that gave me pause was, what did she or he or she do that you wish she hadn't have done or had done? So that was like, whoa, when I first did it. But it really brings
037up some good conversation. Boards are very understanding of the superintendent's position. And they've been generous with the feedback. But they're also there to witness. And because you hear everything. You get the communication about what's going on in the district. So there may be something sitting on your mind that, you know, you wish maybe had been handled differently or something. Those evaluations are the time to get that off your chest. And that's another reason why it's great to have the informal evaluations mid-year, because you're not waiting until that formal evaluation to talk about this. Okay? All right. And then... Works on trust. When she reports out on this, she's only reporting out on the goals in an informal valuation on the actions that are completed up to then. So it's not a full report because we're
038mid-year and everything's not done yet, completed. But she's giving you a good update on where she's at with the goals. So it does keep you up to date. All right, let's move into formal. Yeah, we'll go to the next one. Okay. This also is done in closed session, but this is a little different as far as documentation. It is focused on the goals. So like tomorrow night when we come together, Deanna will present where she's at with everything on the goals now. So this is her formal evaluation tomorrow night. And that's what we'll ask her to start off with is that in your packet. You'll see that we have pages set up. The first three pages are just an explanation of the informal form evaluation. Then you get to these pages and I'll have it
039set up for you tomorrow where it's going to be for six folds that she has. You'll have this one, you'll have this, but this one we're going to go get to later after she's done presenting. And after you've given her feedback, because this one helps her to set up goals for next year. It's suggested that you give her for next year for goals, okay? But the pages that look like this, there's one per goal. And it's going to be for you to take notes on, to write down what you're hearing, what you're not hearing maybe, and keep track of by goal, okay? When we get through those six goals, you'll have this page. And this is where you're going to write on accommodations and recommendations. So accommodations on what went well this year. How did
040they do on the progress towards achieving their goals? And then the recommendations can be anything. Like you may want to consider... keeping this goal for next year, but let's just extend it as far as maybe the measurement or something like that. It's up to you. You can put anything you want there. And this is the feedback that Christina is going to take and put it together in a page like this. And then obviously bring it back to the next board meeting and we'll look at this. Now on the top half of the very, very back page. is where you're going to rate Deanna. So there's distinguished, there's accomplished, there's proficient, there's needs improvement, and unsatisfactory. So you'll read through those definitions and then discuss it as a board and come together with one recommendation as
041far as her rating for this past year. Okay? Questions so far? Yeah. Well, somebody else wants to go. I don't want to. So we were just talking about a whole process. That's the informal process. Yeah. But that is not what we're about to do. No, you're doing formal tonight. Yeah. Okay. And so specifically just with the formal, we're going just straight into these pieces and not touching these questions. The questions will be asked. So we're doing both then. So we are asking the questions and doing the goals. Absolutely. Because the questions will also trigger feedback that you want to give on that one page. Gotcha. Okay. No, we do the questions at all evaluations. Okay. Yeah. Thanks for asking. I just didn't know if that was like just informal and this was just formal or
042if we're putting it all together. We need that feedback. Sure. Oh, I wanted to. I just wanted to make sure that, you know, we were going to ask the questions. Oh, yeah. It'll drive ideas in your head or memories or anything that you want to bring forth. Yeah. Okay? Who else? Go ahead. to me i think it's it's a bad time for her to have her formal evaluation do this and the reason i say this because you have two brand new board members i i get it i get it yeah um that's gonna be up to you guys that's totally up to you as a board and deanna to decide when the formal should be, when informal should be. We can go through this with the input and we can get it done tomorrow night.
043Okay. But I hear what you're saying. I do hear what you're saying. Because we haven't been here long enough to do any evaluation. Would a couple of months make a big difference to you? Yeah. You think so? Because you won't be able... We'd be... Be more clear on what you know based on the goals that were set It'd be probably be more clear to us whether we're there more understandable. Okay, I do want to share She is going to be staring at data tomorrow night. So you are going to have evidence in front of you Will the evidence be easier on you a year from now? Absolutely Absolutely, I get it. But you're in the same seat as as every new board member out there That might be juggling this right now. We just did
044a district up here where two of the board members are brand new there too. And they were very honest in it where they just said, I haven't been here long enough to judge that. And that's fair. That's fair. And it's written in the evaluation. Go ahead. Well, you know, I'm new, too. I got sworn in in November, but I feel real comfortable going forward. You know what I mean? I don't like to drag my feet. I'm not calling anybody a procrastinator. You know, I feel comfortable going forward. And it's just maybe the difference, like he just said, maybe the difference in those couple of months where he would feel more comfortable. Well, you know, I think it's very important. You know, I don't think we skid with it. We make mistakes. We can learn next
045year. You know what I mean? Okay. I make mistakes every day in everything I do. I will say as far as pushing it was me and as far as the timeline and I do know it is newer for both of you. I really wish we would have had members earlier. So the reason why is as far as timing and as far as how far that we move out. And so when we do this, like just being completely transparent here that everybody likes to do, if we're going to... stay in a certain direction, then we need to make that note. If we're going to go into a different direction, we also need to make that. We need to, because if we wait a few months, our window gets dramatically smaller. So that's the only reason why
046it is a little, you are right. I don't want to discredit what you're saying. It is rushed in your, you know, in your, both of your capacities. But if you want to know why I was saying to move forward with it now. is just because I think we're all in a place that we kind of need to take that step forward with whatever that looks like. You know what I'm saying? From the superintendent perspective too, mine was in July and that was kind of, it was a little bit late for me, you know, as far as I would have my evaluation and then I would go into cabinet retreat. Well, it didn't give me enough time with the new ideas for the goals and everything to pivot. You know, so I would start sounding off
047on the board a little ahead of time about here's some goals I'm going to be suggesting to you in July. I just need a thumbs up or a thumbs down on them so I know if I can proceed on the work to get ready to push these goals forward. And that's how we worked on it a little bit, you know, because I. If I had had it in, say, April, I would have had time to pivot and get it ready for the cabinet to start working on things. So it seems like as a teacher, I would never let myself start looking towards the next year at this point in the year. But you have to at this level. Yeah. This level, you have to start working. on the next year so that you're good to
048go. You're lining up everything that you need, your resources, your people, et cetera. I think we're just still in the asking question phase. That's perfect. I would say, too, to add to what he's saying, I agree. It's a little early for us, but what's good for us is the reassurance that we're getting from Janice. It's okay. I feel the same way you do, but then having her here, it feels like, okay, well, now I do feel comfortable with it. Telling you I don't know or telling you that, you know, hey, you know, so I think we'll be okay. It's just, you know, I feel what you're saying. The hope here is we can use all of this to build everything, right? Between our self-evaluation and between her evaluation is that we can then get all
049these things lined up. We can get our goals to, as the board, to be lined up with the district's goals, with the LCAP. with Deanna's goals, with all of it moving forward, because then we can actually start getting after DTA. We can start getting after the stipulated judgment. We can start, we can get all those, all those ducks in a row. So then all the district can then get all their ducks in a row to then, you know, get ahead of all this stuff instead of, because if we do wait, then it's really going to put us behind the gun to establish those goals and get those in line. So we can start getting after. you know because we gotta we gotta hold the client we can take a step forward with confidence yeah yeah
050now um you mentioned the super tennis goals will we be presented with those goals well basically i mean i would encourage diana to suggest them tomorrow night to you and then get your thumbs up or thumbs down on them um every district does it a little bit different so some have board goals And these are goals that are decided with the superintendent to move forward. And some call it superintendent goals. Some are board goals. In a lot of districts now, they're LCAP goals that are just pushing forward. So and what you're talking about right now sounds very, very identical to an LCAP goal. Yes. Yeah. So it. But what she needs is you to give her direction that we're going in the right direction or you say, whoa, I want you to consider this first.
051Okay? Yeah. That's your job. I would say because previously, at least from I'm not the most senior here, that would be, you know, Ray's been here longer, but is that we've done these pieces, but these pieces have not been put together. Right, right. That's what I would really like to see with all of this is, yes, there has been a superintendent evaluation. Yes, there have been goals. Yes, there are district goals or superintendent goals. There has been LCAP goals, but. everything's kind of modular. I would love to see it as one in sync. Yeah, they're all, in my opinion, they're all different. Each set of goals, to me, is different. And I agree with you, Aaron, is that they should be all together. So that the goals we get from Deanna match all the other
052ones. So that gives us a way to... truly evaluate better. Truly evaluate, but it also allows the district to move in one direction. So we get data, it's going to be all connected. Yes, yes. I like that. Yeah. And, you know, in the past, what we've done is, you know, we get a form, and I don't even really know who developed it, but we have all these different things that we rate as superintendent on. And then you can either make a comment at the bottom or not. And then it's a numbering system. Okay. One through five or so. You know what I mean? Yeah, I hear what you're saying. I hear what you're saying. And then you add them up and you say, well, your score is 3.2 or whatever. And then it's over. Yeah.
053And it's not talked about anymore. Yeah. This is different. Yeah. Yeah. This will be different. Well, you know, I like this method better. Well, let's go. We'll work through it tomorrow night. And then if you'll have me back, we'll come back in the fall. We'll do an informal. We'll see how it feels for you. And the other thing is, like, we're not inflexible. If you want to change it somehow, that's great news. Whatever works for Barstow, that's what's important. Right. That was great. Okay. All right, we'll go to the next slide. I want to make sure we... Okay, just like I just talked about, you assess the superintendent on the goals and then develop the accommodation recommendations and then you collectively rate Vienna. We'll get that done tomorrow night. And next slide. I jumped ahead
054of all my slides, didn't I? Then she'll have possibly some new goals to, and I think Deanna's ready, new goals to suggest to you. Some of them may be the same. I mean... A lot of times, year after year, just like LCAP, you're rolling some of the same goals forward because they don't get done in one year. You can't move a district of over 6,000 kids in one year. It takes time. So, you know, be prepared to see that as well. And then you establish your goals and the objectives and the actions. And then Deanna knows what direction to go with cabinet principles, et cetera. Just like you were talking about here and it's the alignment. It's the alignment. All right, next slide. And this is the easy part. We'll go to the next slide.
055This is when Christina is going to be gracious enough to bring back. The pages that she took notes from here from your notes, put them all down on there and some districts do this as a as a board subcommittee some use the administrative assistant etc to do that and either way works fine. We don't do it. I, you know, I was a superintendent. I probably could be tainted in some of my thinking or something. So I used to say when somebody hired on the management, oh, you joined the dark side. But so, yeah, we don't ever want to interfere in that process. It's yours. You own it. So here we'll go to the next slide. It's nice to have Christina there to do it though. Then they'll bring that one page back. For you to
056look over for you to sign and then this is what we'll go into dana's personnel file for evaluation. And then the other thing we can talk about when we meet tomorrow night or. Thursday night is we can talk about if you want to set dates for the 2526 school year. I can't believe I'm saying that it just sounds. Oh, my gosh. For informal evaluations and informal, if you'd like to keep this rolling. And then we'll talk about other ways, too, because, and I think you already do this where you're updating the board on actions and stuff throughout the school year. Okay. All right. Next slide. Yep. And then that's the same thing I just spoke about. We'll go on to the next one. So any thoughts, questions, whatever you want to ask. I'm 68 years
057old. I've been married for 47 years. So anything you want to ask. I do like the idea of facilitating. That's great. Okay, good. I'm glad. Makes it easier. It's off your shoulders to ask those questions and it's off her shoulders to ask those questions. Anybody else? Hey, did we make it? We did. Awesome. That's good news. Well, I want to thank you. I want to thank you very, very much for having me here. It's been enjoyable tonight. Thank you. Thank you. And I'll see you tomorrow at 4 o'clock. We'll get her done. Yes. Does anybody have any items for board meetings at this time? I have. One, I think getting a lot from the public, you know, I've been watching, talking about the Brown Act. I was wondering if the next meeting you can give
058just a little quick summary on the Brown Act, mostly the one about the digital. You know, I'm really not IT and stuff, but say I see a fence at one of our school sites and I... Send it to three people. That's a violation of the Brown Act. I mean, you know what I mean? And I've been kind of involved in politics since 96, and I still really, I get it, but I don't. I was wondering if you could give a really, the next meeting, you know, the no commenting there, public comments, and closed session type stuff. You know, I mean, not a big one, but a little bit better than I would be able to present if that's possible. We can do a workshop on that as well. No, I want it for the public.
059I'm not talking about us. An open session, yeah. Yes, where he is telling, you know, this is why the Brown Act started with a news reporter in San Francisco in the 50s, I believe, or something, you know. if you feel comfortable with it or if it's even possible. The Brown Act comes up a lot with the public to me. You know what I mean? I can explain it's pretty good one-on-one. But, you know, they're really out there on that. I get it. I get what you're saying because we've been through that too. I'm just suggesting that if you would like us to do it, you give us what you want us to say, what you want us to talk about. And that way he's not the front line, we'll be the front line. They can
060get mad at us. And that's okay. Well, yeah. I just want the public to be informed. We'll talk about it either way. We'll talk about it one way or the other. I don't want to say yes or no or a decision, but we'll definitely press it. All I'm after is I get that brown eye. You know what I mean? What about that? Just a little bit of clarification. Yeah, yeah, yeah, yeah. Okay. Tony, are you talking in reference to social media, you mean? Yeah, yeah. I really don't know how they're watching our... I've mentioned it a couple times that people... Is it YouTube or whatever? So one is that we live stream it. So like right now, people can... watching us right now. But then once it's over, then it gets uploaded or downloaded, I
061don't know whichever, but then it'll be on YouTube. So people can look at any of our past meetings. You can go on YouTube and see. Yeah, but the first couple times it happened, I'm looking at them saying, I didn't see you at the meeting, you know? Yeah. And I asked somebody, they said, oh no, they're watching, you know. So they can do both. They can watch it live or they can watch it afterwards. But it's actually... to inform the public. You know what I mean? That way they don't come here, you know, not being, you know, transparent and all this other stuff. I don't want to spread misinformation. I want the bottom line. You know what I mean? Jan, is that something that you could provide us? Every time I have a question, I go
062to Aaron anyway, because that's why I ask. No, no, you're fine. I just want to make sure I'm... understanding but then also if and when I'm saying anything or someone else is saying something that we're just saying it in the right way at the right place that you know yeah this we've been to workshops yeah ourselves you know oh yeah yeah no you probably could present it all by yourself that stuff gets stuck in your head you don't want an old coach over here telling people We will get it. We'll figure something out one way or the other. We got it. Okay. Does anyone have any other items? I just have a question on our meetings. Are we meeting three days in a row now? So we meet tomorrow and then Thursday. That's the schedule
063I was given. We don't meet Wednesday. No. Okay, tomorrow and Thursday. The first and the third. And they're all... 46. 46. And your brave woman had your formal email on April Fool's. Okay. So everybody's... Yeah. I was at Cameron Elementary School today. I had a great time. I really, really did. But the kids came up with... Their project was... Some of them developed a... games on their laptops. And I missed two questions. I missed two out of ten. But it was so much fun. It would be great to have them come up and show the board. It was amazing. It was truly amazing. If we could do that. You're talking about a group of students? Yes. I'm not sure what all the... rotation with presenters is and also I don't know about to overly speak
064for their willingness to come up but we can definitely talk to them. Yeah well there was third and fourth graders were in there and the kids just had some amazing things they showed me. Some of their things, you know, rollercoaster. That's truly... John Levy's just a huge rollercoaster. And I'm like, wow. And out of 12 questions, I missed two. They were like, wow, you're smart. And then they're like, oh, you missed that one. I was like, A, B, C, or D. All of the above? They were like, no. But it was great. Let me tell you. I've got great-granddaughters who are constantly on the phone watching some kind of video or whatever. It just amazes me how quick they adapt. They can show me things. I'm having trouble with my phone. Well, let me have
065it pop. I'll fix it up for you. And in less than 10 seconds, it got done. Exactly. So, yeah, kids are amazing. Yeah, it was just amazing. And then they built a game. I had so much fun playing that game. I didn't want to leave. I was winning. Well, at least I thought I was. They were letting me win. And the thing is, a lot of the things that they watch and do are so educational. Yeah. You know, it's just, it knocks me out, you know. I had a really great time. It takes me back to when I used to put my young son and daughter in front of TV to watch, what was the name of that thing, Sesame Street? Yeah. You know, they learned so much from that, you know, especially that, the
066grammar one. Yeah, yeah. So, you know, you use it correctly, it's... It's fantastic. It is. It's come a long ways from Captain Kangaroo. Oh, yes. They actually are bringing that back at Fine Arts. That's going to be the next drama they're doing. The whole Conjunction Junction. Fine Arts that my daughter's doing. I learned a lot from that. You learned a lot. There are some clubs. I saw this on TV. There was a club, and this age group, these kids grew up on conjunction, you know, thing. And they're performing it on stage, and they all joined in. And these are, they're not kids anymore, they're 57 years old. My son remembers all that stuff, you know. I think they've got a junior. Yeah, they're going to be doing all of them. I'll have to get the
067date, but they're doing it in fine arts. Yeah. Pretty neat. Yeah, it'll be pretty good. Yeah. Cool. Any other going ones? Okay. Can I have a motion to adjourn? I move we adjourn. Second. All in favor? Aye. Aye. It is 549 and we are adjourned.