001Take a moment of silent reflection. Thank you. Next we are going to move on to recognitions and celebrations. This will be by executive director Good evening, Madame President, governing board members, Dr. Davidson, fellow cabinet members, and guests both present and online. On behalf of the Lichfield Elementary School District, we proudly recognize Director of Technology Ruben Mononttoya and his outstanding team for their unwavering dedication and expertise. Through every challenge, they have persevered providing reliable digital and technical support that empowers our teachers and staff and ultimately enhances the learning experience of every one of our students. From this coming school year's roll out of new computers for teachers and students to the installation of Prometheian smart screens across all campuses, their efforts are transforming classrooms and instruction. Their implementation of the Duo two factor authentication strengthens our
002district's cyber safety and their pivotal role in preparing to the launch of our new website platform reflects their commitments and their innovation to accessibility. This uh you know there's many things that they also do here. I mean quick call to Brenda at the desk to fix uh Google accounts. uh I mean their the response time is really with the small team that they have and the challenges that we that we undertake uh is amazing and I'm proud to be a team member of this uh department. Additionally, with the seamless integration and maintenance of our student information system, energy and the payment platforms, they are vital daily operations that we depend on ensuring that our schools run smoothly and efficiently. Ruben Mononttoya and his team are the digital heartbeats of LD79. Today, we'd like to celebrate
003and thank them for their tireless tireless work behind the scenes and their tremendous impact and the success of this district. So, tonight we celebrate you, Ruben, and the entire IT team. Now, if I could invite you all, please up for come up and take a photo. All of our board members as well too, please. And here we go. All right. Once again, thank you to our technology department. Okay, we are going to move on to our next item. We have no public speakers, so our next item will be the adoption of the agenda and consideration of consent agenda. I'll go through and see if anybody has any items they wish to pull off. Uh, Mr. Mike, did you have anything you want to pull off today? None for me. Mr. Owens, I do not. Thank
004you. Miss Moran, yes. I would like to pull off item 7.23, the student handbook and discipline matrix. Okay. And Miss Walls? No, none for me. Thank you. I do not have any either. So, if someone would like to make a motion, I move to approve the consent agenda as presented minus item 7.23. I second. Having a motion for Miss Moran and a second for Mr. Owens. I'll call for the vote. Mr. Mike, yay. Mr. Owens, yay. Miss Moran, yay. Miss Wallace, yay. I'm also yay. Motion passes. Next, we will move. This will now be 8.1 which will be the student handbook and discipline matrix. I will let Miss Moran start that conversation. Yes. I just wanted to remove this item to highlight that when we the board and administration um talk about continuous improvement we
005mean it. So in this item there are some improvements to the um discipline matrix specifically. So acknowledging that our systems can be improved, seeking feedback and then utilizing that feedback to update and revise policy and procedure is exactly how we go from good to great. So, I want to voice my appreciation of everyone who provided feedback and worked to improve the discipline matrix and its impact on student success. That's my only commentary with some praise. Um, Mr. Mike, did you have any questions or comments about this item? Uh, nothing else. Mr. Owens, none for me. Thanks, Miss Wallace. No, thank you. Uh, I didn't have any either, but I do appreciate all the work that's gone into the discipline matrix. So, I'm glad to see that we're going to keep refining it as we need
006to because as Miss Maran said, that's the way that we get better always. So, with that, if somebody would like to make a motion. I move to approve item 8.1 as presented. A second. Having a motion for Miss Moran and a second for Mr. Mics, I'll call for the vote. Mics, yay. Mr. Owens, yay. Miss Moran, yay. Miss Wallace, yay. I'm also a yay. Motion passes. Next, we are going to move on to item 9.1, which is the superintendent performance pay. This will be by Dr. Davidson. Good evening, Madame President, governing board members um and community. No official presentation tonight. I uh just appreciate the conversation yesterday in executive session around uh my goals and our evaluation and certainly look forward to additional feedback as we move into the next year. Um my request tonight
007would just be based on that feedback that the board consider a motion to approve the performance pay per my contract and certainly I'll stand here for any questions that we may have. Mr. Mike, did you have any questions or comments? No, no questions. Uh just comments. We appreciate everything, all your hard work. um definitely reflected in our decisions. So we appreciate it, Mr. Owens. Yeah, no questions. Just yesterday, I think we had a very um thorough discussion as a board and you know, reviewed last year's performance based on the goals that you set. Um, I think it's definitely more than fair or fair for your performance and we're grateful for it and hopeful for um just continued growth in the district and you know was this year two, right? I think you've really hit stride
008and we're just excited and happy to have you still. So, thanks. Thank you, Miss Moran. No questions. Thanks. Thank you, Miss Wallace. No questions. Thank you. Thank you. I don't have any questions either. So, if anybody would like to make a motion, I move to approve the superintendent performance pay for 2024 2025. I second. Having a motion from Mr. Owens and a second from Miss Wallace. I'll call for the vote. Mr. Mike, yay. Mr. Owens, yay. Miss Moran, yay. Miss Wallace, yay. I'm also yay. Motion passes. We are moving right along. This is great. Go. Okay. Next we are going to move on to uh discussion items. The this will be survey information and this will be Dr. Dooy. All right. Um, good evening, Madame President, governity board members, my admin cabinet, and our wonderful
009technology crew. Celebrating you tonight was super special. Um, I am here to present um, our perception survey outcomes for the academic year of 202425. Before I get started, um, I do want to note that some of these surveys were taken in November of 2024, and that would be our staff, parent, and student engagement surveys. And our department surveys were completed in April 2025. So, I've wrapped it all up into one presentation to bring to you tonight um to share with you and the community um what we're doing with this information, what we learned from it and what the future looks like um with this perception data. It is 40 slides. So, um I did include slides in here that um that I am not going to go into great detail. Um but know that if
010you do want me to go back and explain anything, please um just stop me and I'm happy to do so. So this is aligned to our strategic plan. Oh, I guess I have to do this, huh? This is going to confuse me. So, so the strategic plan alignment with this, our surveys definitely um give us feedback on how we're making sure our staff are ready and our students are ready, resources, and the relationships that we build with all of our stakeholders. So soliciting feedback from multiple stakeholders is a very important process um as a district um because it really allows us to make decisions um to really increase the best customer service that we can for all the stakeholders that we provide a foundation of support for. Um the parent, family, and student engagement surveys
011not only were used as an admin cabinet to reflect on our practices and make improvements, but it's also important to note that the schools also use the survey data as an individual site based on their results um to make improvements to celebrate accomplishments and to set up new action steps that they want to try to continuously improve. So, as I stated at the beginning, the timeline of the survey surveys are aligned to how we did it last year, which we want to keep that continuity so we're able to do a little little test of perception in in the fall, that first semester, and then also another perception um assessment when we get into the toward the end of the year, which is we do that through our department surveys. So, first I'll just do a
012quick review of our staff um our staff engagement survey results. Last year, if you remember, we considered it a baseline year for this data. So, as we continue to build this presentation in years to come, we will always start with looking at that 2324 year which we had an endount participant of 974 and this year we're really excited that we had a,040. So, upward trend of making sure we hear more voices. These are the individual questions on the survey that remain the same as last year. And um I'm not going to go through each one, but you can see in the first column to the left, it shows you what our 2023 score was average for that um particular question on the survey and then our 2024 outcome. Think there must be a little delay.
013There we go. So, taking together all 20 questions, if I can get there. Let's see. Um, al together you'll see our average for 2023 was 3.91 and 2024 we stayed steady at 3.92. Um, as we're discussing these survey results, I do want to just remind um all of us kind of what the scale was on these surveys. So for our student, staff and caregiver surveys, five would indicate strongly agree, four would indicate agree, three would be neutral or average, two would be disagree, and one would strongly disagree. And I just wanted to note that as you interpret these results, what that score of 3.92 would mean is that overarching agreement to that um that perception of engagement based on all the questions that were answered. So on the survey, in addition to the quantitative data,
014there's also a qualitative part of the survey which asks a couple open-ended questions. And one of them is what's working well and one of them is what needs to be improved. And so in looking at a thematic analysis of all the survey results in in their totality across all departments and schools, um these are the major themes that stood out as um our staff's perception on what's working well at Lichfield. So teamwork and collaboration. I added some just little notes to just clarify exactly what that means and give you a little context. Communication, leadership, work environment, and clarity of goals and expectations. Again, same thematic analysis technique looking at the areas of needs improvement in those open-ended responses. Communication was actually the when I and I listing these actually in the order of most frequent
015theme, by the way, too. So um if that's helpful in interpreting all what this means um so communication and again I noted give a little context because you'll notice communication is also what's working well. So um that was more site level specific the open-ended responses around communication were more around departments and sites across the organization versus within a school or certain department resources. there were statements just around ESSER funds and not quite understanding why all that funding is not there and why we can't apply for more grants to get that funding back. And so, so it was really um eyeopening to really see um just maybe some communication we can do around that to build some understanding of why those err funds are not here anymore and why we did have to make those cuts.
016Training and development collaboration again collaboration was also on the what's working well. As you notice, this was more about cross departments and cross the organization versus collaboration within a site or department, technology, processes and procedures, recognition and appreciation, leadership and direction, and then special education support. All right. So par parent and caregivers were also given the opportunity to give us their perception of how we were doing here at Lichfield. 2023 24 we surveyed 1,826. In 2425 we surveyed 1,867. Again these are each question showing you the comparison from 2023 2024. And then the total average score for our parent and caregiver 4.18 was in 2023 with an increase of 4.25. So we were really we were really happy with this increase um especially you know coming from our families. Um it's just really incredible to
017see all the great work our sites and schools are doing um to really serve our parents, caregivers, and our students. And then again, open-ended question that thematic analysis analysis, what's working well staff and teachers was the most frequent theme. Lots of really positive praise specifically for certain teachers and certain classified staff. It was really neat to read all those comments. Communication between school and home, academic support and curriculum, safety and security, programs and activities, community and environment, um support services, and food and meals. And then that thematic analysis or what needs to be improved. Um academic um support. Again, a theme in the comments here from families and caregivers um stating, you know, not really quite understanding why there were cuts done to campuses, that extra assistance, maybe that extra reading group their kiddo used
018to get wasn't getting now. So, just concerns with some of that loss um of positions um staff and teachers, which is interesting. they were number one on what's working well. Um, this was actually more about responsiveness and struggling students. So, just some comments about feeling that maybe um we needed to do more for kids that were struggling. Um, communication, interesting enough, both sides of the perspective were seeing too frequent and too infrequent. And then extracurricular activities, parent involvement, facilities. Um, specifically the highlights of that theme were our restrooms and our fields. And then safety was a very smallest theme, but I still kept it up here because it was relevant um as far as um the open-ended comments about bullying and threat incidents, just the concern um around those activities on campuses. And then our
019student survey, which our 23 count was 6,430 and our 2425 count was 5 5,934. We're going to really bring it back to the drawing board with our leaders to find out exactly where the gap is because the children are with us. So, I'm not quite sure why we didn't capture as many voices. Um, but that is something that um we did keep pushing it out and keep it open. So definitely something that we're going to be problem solving for next year to capture more student voices. I know the parents have to okay that they take the survey. So obviously they may not have filled out that form if the voices are lowered there. So again um this is a playbyplay for each question type where we were in 2023 and 24. What's an interesting observation
020here is here is that we do have some signs and decline of perception from our student body. So you'll see that throughout each question type. It's not statistically significant in many areas, but still not trending in the way that we wanted to. And then our overall 2023 was 3.91 3.87. And I just remind you again, five was strongly agree to those questions, four was agree, three was average or neutral, two was disagree, and one was strongly disagree. And they do not have an open-ended question. So we just have the quantitative data. So something that maybe we should look into in the future. We did ask them about opportunities in the survey. So we do have that data for another time. And then we also administered the department surveys. So, in the spring of 2024, we
021had 354 participants. And this most recent time, we had 857 completed surveys. And I did aster that for a reason, because there's really no way to tell the number of participants because people just filled out the survey that was um appropriate for them based on what department that they had worked with that they might have feedback for. So, we're definitely going to be looking at how we roll this out next year um so that we have a more consistent participant count um and chunk it more because the feedback we got is that um it was just too much at one time. So, we're going to be looking at that. So, the department survey is a little different than the engagement survey. It actually has five questions and the five questions are here on the screen
022around accessibility, accuracy, attitude, operations, and timeliness. And then the scale for this survey, five would be you would mark it if very good, four would be good, three would be average, two would be poor and one would be very poor. So a little bit different scale. So overall this chart shows you in 2024 where we are where overall mean and then 2025 our overall mean. So again, not statistically significant decline, some um maintaining, but definitely, you know, looking at where we can make improvements to improve that employee perception of how the department support their work. The department survey also asked what's working well, what needs to be improved. Um again with a thematic analysis looking at the top responses. Um customer service and support was um was recorded as a top indicator for what's working
023well. Words like supportive, responsive, focused on students. Um responsiveness and communication. Explanations are clear and timely from most departments. Strong leadership and individual excellence. Specific staff recognized for going above and beyond. Positive culture and teamwork. Um and then process improvements and efficiency. So um comments about efforts to improve and take ownership of the needs of our organization. So that acknowledgement that we know things aren't perfect and we know that we have things that we can do better and that we can be better for all of our stakeholders. And then from the thematic analysis of what needs to be improved, um, communication issues and gaps, this was the most common. We've already started to do some work around this and I and I'll actually get into that when I talk about our our analysis to like
024our next action steps, but just things like more most frequent across all of the comments. um you know about the about delaying communication, conflicting information from different departments, unclear points of contact, words like silos, feeling the departments or schools um just aren't having that continuity of customer service and communication. And then timeliness and followth through again I gave you some context there of some of the phrases. Leadership, accountability, and visibility. Definitely a desire for more focused presence and accountability for staff performance. Um and then staffing and resource limitations. Again, a lot of comments about the cuts that were made, funding, um training and professional development specific to quality um giving just some feedback on some of the PD that we rolled out this year um called academic ambassadors that we've already made improvements for next
025year based on that feedback, but that was a highlight of that area. So, I'll pause to see if you have any questions about the quantitative data or the qualitative data and then I'll talk to you about some of the things that we've already started working on um to take action on. Mr. Mike, did you have any questions on this first part? Um, just one of the questions that kind of popped in my mind with the sur with the surveys and the numbers of responses and and I don't know I was kind of sensed on capturing a certain percentage do we We feel that we're doing well with most of them. We have push it out a little bit more. Feel like we get need to get a better uh capture a little bit better about
026the community. Just kind of thoughts on that. Definitely the more feedback we have, the more voices we have to represent the experience that Lichfield is providing, the better off that we are. I will say that since I've been here analyzing the survey data, these are some of the highest participant numbers we've had, but definitely um an area to always get more voices. The student decline, I really want to address that more. Um and then also um you know the staff and um um the staff and family as well just to make sure that we're capturing because we have a lot more students, a lot more families and a lot more staff than that. So you know how can we capture everyone so that they can give their perspective. Okay. So stutter would say definitely that
027our numbers based on years past working with them that stutters the research company that kind of started the work in Lichfield that we've kind of taken kind of runoff from that. Um definitely there were have always been impressed by the numbers over the last few years that I worked with them. Um but definitely the more voices we can get the better our data will be. And Sh and and I understand there's a certain number that you want to get within the percentages. That's where which is why I we pushed out and we kept them open longer. Yes. Okay. Um the same surveys are going to be going out this November for the most part. Yes, sir. Okay. Um u No, that's it. Oh, yeah. the gap question I have with the student thing, but that
028may, you know, that's that could be a big what Miss Wallace brought up that could be a big variable for that. The the only thing I will say these surveys are a little different in that they don't ask students anything about their mental health or there's like eight different categories by law that if you ask kids about any of those categories about their life, you have to get parent permission. This survey does not categorize at that time of survey. So in this case, we don't have to get parent permission. Okay. To take this survey. All right. Thanks for the clarification. Yep. No problem. Mr. Owens. No questions. Thanks, Miss Moran. Yes. I have two questions on this first part. My first question is for the student survey. Is that offered to all grades or are
029there only certain grades? Great question. I'm sorry I didn't clarify that. Third through 8th grade. Okay. So, how many students would that be as an estimate? I'm going to have to get back to you on that. I knew as soon as you asked me that, you were going to ask me that next question. I'll get that for you. Okay, no problem. Um because the numbers don't seem that far off, I think, based on if we talk about 10,000 or so students overall. Um the decline is just obviously a question which you addressed during the presentation. My second question is really more of a uh I think likely a discussion. So I understand the past two years we have done the staff, parent and student surveys in November. Tell me more about why we're going to
030keep doing that because I feel like doing it later in the year, like if I'm a kinder teacher, I've only got a few weeks under my belt and you're asking me for my feedback. Um, or if I'm an eighth grade parent, I'm giving you feedback really based on probably last year. So tell me more about the timing if it's possible to change or if you think the timing the way it is is the best way to go about doing it. You know, and it yes, those are great questions. It's something actually that I've been talking with the principles and department leaders about um specifically the principles because really it's that those are the surveys that really apply to them more. Um, and we created to have continuity to kind of break up the amount of
031time that we're surveying, especially our staff, because the department survey and the the staff survey come, you know, if coming out at the same time, it would be way too much um time for our staff to give us input. And the thought originally behind doing the November is that it's kind of midpoint and we and we do it toward, you know, the middle of November. Um, it's midpoint through the year and principles do use it as kind of a benchmark check to see how things are going to make any adjustments to be able to to reflect on their scorecard and to make those changes when we come back in January and then they can survey again or they can use other key performance indicators to see how things are going with the changes they made.
032So the thought is is if you wait till the end of the year, you really don't have that information to apply till next year. If we learn more from the first, you know, semester experience that where that perception is right now, um there is an opportunity I believe to get some more authentic feedback before maybe parents, staff and students may get a little end of the year ititis um and not maybe their perception might not be at the same level as their perception halfway through they've been in the grade level, they've been on their team, they've been at the school. Um so getting that halfway point is the reason why we've done it. Um we can definitely change it if it's something that the board um I could bring back to the principles talk about
033window of time. We just committed once we started it in November. We committed to keep it the same timeline. So then you know we're like okay we gave it November last year we gave it November again this year. So at least the timeline is consistent. Um but that's the rationale. Okay. And I understand that. Um, I just think it's worth asking the question because especially some of the parent questions like getting the positive feedback. Like I I don't I don't think that we're doing this, but I wouldn't want us to frontload positive feedback to get positive survey results and then drop the ball the rest of the year. Um, same thing with like conferences. You know, those are things and that can those communications need to happen throughout the year. So, u I can see
034both sides of it, but I do think it'd be worth asking the question because yes, it wouldn't be completely comparable year-over-year, but I think we would still get some really great feedback that we would be able to take action on whether it's in the fall or um in the spring. So, okay, those are my only questions on this section as well as go ahead. I don't have any questions. Sorry. I I had received a notice about kids taking surveys. So I was assuming it was this survey, but it might have been the leader and me survey. There's a leader and me survey that leader and me schools take. So and that is something those questions on that survey do meet the legal criteria and I actually help with that permission slip. So it probably is.
035Okay. Yes. So I was mistaken. I thought that I No, no, that's okay. With I was actually very impressed that that many permission slips had come back. I was like, "Wow, that's amazing." It's confusing. The survey law definitely confusing. So, yeah. And maybe the school did send out a a permission slip and because it gets confusing for everyone. Like, do we have to send a permission slip? Do we not? Yeah. So, Gotcha. And then I would just say this year I am in a different school than I was last year. And this year in the parent pickup line, they were holding QR codes to do the surveys, which I thought was a very smart idea. I know they come to our emails and things, but it was very like, please do this if you haven't
036yet. Here's the QR code. So, thought that was a great idea if that was Yes. Brilliant. From you guys, but Thanksgiving feast is also a great opportunity. That is totally true. You can't say that, but um I would be interested. And I'm sure you can't give me right now, but if we can get it later, uh, the breakdown of how many participants we had per school for the parents and the students. Absolutely. So that we can get a better idea of where this information is coming from. For sure. Mr. Mike, would you have another thing? Yeah, I'm not asking to do this. I'm just inquiring to see if it's something that happens. Is there anything from this where we kind of do some random sampling and go deeper dive on it? Like for instance, you
037know, you look at the numbers of the parent survey of 1,800 families and you take a, you know, random sample of not of those people because you don't know who filled it out, but you take, you know, 30 families and you kind of go a deeper dive on this or same thing with students maybe. Anything like that ever happened? I I I don't really recognize anything that I can sticks out to me bringing a parent community together, but I will say there are a couple opportunities that we do do a deeper dive. One is a lot of our campuses have student leadership or student advisory and our principles do bring this data as part of their meetings to go over and talk to the kids what what were the high scores, what were the low
038scores and I have the lesson plan that they use in here as well. Um, and they do the same thing with their staff and they really drill down into, okay, why do you think this is our highest area? Why do you think these other areas are our lowest area? What can we do to bring them back? So, it's like a holo activity. I I call it get curious, don't get furious. And so, so, um, and um, and then for our parents, um, site council is is a place where our principles do bring survey data. Um, I'm not sure how much they drill down into the highest and lowest. That that's a great idea. And also we do have our safety committee that we did organize as a community. We have a community safety committee that
039just started meeting. We're going to actually drill down into some other topics. Um but definitely maybe you know getting more information from parents maybe doing that same lesson plan with site council even because it does have representation for each campus. So thank you. One more thing I to piggyback on what Miss Maran was saying. I actually like the idea of you guys doing the survey when you do it because of the fact that I do feel that the feedback you get from like our eighth grade parents for instance. They feel like it means something then versus when they're leaving what does it matter? It's not going to impact my kid anymore. But if I'm telling you something that's an issue or good right now, you can do something about it while I'm still here. So
040I kind of like the idea of that and I don't obviously we wouldn't want to do it any earlier, but I do think it's a good timing right now. So yeah, it's tricky. So yeah, for sure. All right. So, I'm going to highlight just some action. Some of these action steps we started right off right off out the gate as soon as we were able to look at these results. And some of these are going to be in process moving into next year. So, I'll just quickly go through and when I'm done, definitely if you want me to give you more details on a certain one, definitely ask. Um, so as I shared with you, each site and department rolled out their results with their teams, including their student advisory or student leadership groups using
041that lesson plan. Um, and then continue to focus on the PLC process and the stages of quality PLC and providing that feedback. Some of the work we did this year to really give that feedback and to really identify what the best professional development to bring forward for this year has actually come from those visits. Um, continue structures for what's up with Wednesday. Um, and I didn't really highlight this, but definitely there were positive comments about having that time to plan and that organization and clear expectations, which is really what um that clear expectation. If you remember, the staff said that they really liked the clear expectation and the vision and what's working well. And then continue scorecard work at the sites and departments for those goals and action steps, allowing staff to really be part
042of that process. We really switched that. It's not a principal scorecard. It's not a department lead scorecard. It's the site scorecard. It's the department scorecard. So, there's more ownership um not just buyin to that continuous improvement cycle. Um continuing to conduct those annual composition studies so we make sure that we're giving our employees a fair wage. Review and revise our performancebased pay. As you know, we've done that work since November. Um complete as part of our um bigger budget process. um provide educational opportunities to staff and stakeholders on how staffing formulas are applied. This is where that aha moment is maybe we haven't done enough to explain why the why you don't have the staff and maybe we're assuming that maybe some of the principles or departments are explaining that but maybe during apple pie
043tour or and just integrating that and explaining why those funds aren't here anymore and and how we're staffing schools and how it is staffed um consistently and fairly across all schools and departments. Strengthen communication from district to site and departments. We've already done this. We've um we asked our leaders and admin council to propose what are the best practices because we say communication but what does that mean like you said that's something that needs to be improved but what does it look like so if we improve communication what's the dream right what's the dream communication look like what are the problems what are the barriers and so we do have a survey that we did have admin counsel to drill down into that particular area and so we have those results and we have it
044on admin cabinet this summer to do work around it and then take action to improve technology infrastructure. I know Ruben and his team have been just working tirelessly to do this from our internet connection stability. You know, there's new staff laptops, replacements of the projectors, um you know, for all the school sites. And that's actually not even over in the next few years. Um that's like soon, like now, this summer. and then using bond dollars to continue to increase safety measures with the vestable work and the video camera video cameras um project management team to provide timely updates on a variety of projects. So one of the thing we found is that departments knew how projects were moving along but our staff didn't necessarily. So our department leads have done a great job providing you
045know even email updates or in our linking leaders to say hey this is where your school's at with the festival. this is where your school's at with cameras just so they feel they're in the know to help improve that communication across the organization, not just at a site. And then conduct an analysis of discipline data, which we will be doing that in our study um session in a few weeks. And then evaluate how the new matrix implementation is going and any revisions, which we brought the revisions today based on all that feedback. and then analyze data around threats and police response to make any recommendations to our standard operating procedure. There's a specific new law about mandated reporting that we're going to need to make sure that we do um we do do trainings on
046and that we maybe we make sure we bring our staff up to up to where they need to be to follow that new law. And then we're g we we've been working on the athletic standard operating procedure for non-paid volunteer coaches, reviewing and revising nursing standard operating procedures. And this bullet item is kind of where when we talk about communication breakdowns or maybe things aren't making sense or conflicting situations, the lack of maybe some standard operating procedures around those two areas really does impact a lot of different people, the nurs's office and athletics. So, adoption of social studies curriculum for sixth through 8th grade. We're going to get that work started soon. um communication improvements, so rebranding, creating our new mascots for those schools that are applicable, new website, and then new internal and external
047dashboard, which we're hoping that communication element. If you can go to an internal or external dashboard and learn more about Lichfield by school, by attendance, by discipline, by letter grade, like all these things that that you're going to feel like you're more in the know and you're more you belong, right? You belong to Lichfield and you know what's going on. And then our safety road shows as preventative um educating students around boundaries, consent um for um for their own personal space as well as threats, how you know just making sure our kids understand when we they make these threats that it might be they're making a threat versus posing a threat, but they're still making a threat and disrupting the education of others. So just really making sure that they're educated to understand. um SEPTED
048walkthroughs to continue to look at our campus to work on that crime prevention. Um each campus started a site safety committee this year. Um and then we also started our community safety committee that will launch, we met once this year, we're going to launch every month starting next year and then increase admin cab visibility by establishing specific purpose of support. So one of the things that when I met with each leader and we we all did this with our respective departments is you know what we want to be visible for you. We're hearing you. You want us there and we're feeling we are visible you know and it's one of those things you feel like you know what's my purpose of being there. How can I help you? And so really identifying what that purpose
049is and really making that a coaching or a mentoring opportunity. And then academic ambassador data. We made some revisions to that to make sure that it has choice and it addresses the feedback concerns that we receive from the field. Partnership with Grand Canyon University to offer classified staff professional development. You saw in what needs to be improved about professional development. So making sure we're tailoring things so that we're also offering unique opportunities for our classified staff. Development of department standard operating procedures that will be shared on an internal website for all staff. So, we're designing all these standard operating procedures based on, you know, what the steps are for any type of procedure that we have across Lichfield, but housing that in a place where any employee can go to and by department and by
050task can look up that procedure and know and be in the know and understand what the steps are. So really hoping that might help the gaps in those silos as well because if I'm in one department, I can pull up that procedure and I can help that employee know, okay, you I can do this part for you, but I'm going to collaborate with this other department to get the whole thing done. and then implement new Lichfield evaluation framework beginning with the leaders in 2025-26 and then educators and classified staff in 26-27 and then training and working around cross department customer service to remove silos and improve quality and timeliness of response to action. So that goes handinhand with those operating procedures and us all understanding what each department's role in getting something done so that
051we can collaborate and not just say well that's that department or that's that department but how can I help you facilitate to get who you need on the job and who you need to talk to or maybe talk to them for you and then complete work to redesign the report cards to provide a clearer picture of student progress based on standards. that work is still in progress. It's taking it longer than we anticipated, but it's really good work and it's worth getting it right, not rushing it. And then provide a login to third through fifth grade parents to parent you um to be able to view grades at any point during the quarter. Right now, sixth through eight students are only ones that have that parent view. So, what we're hoping by this is maybe
052that will help that communication gap that we're hearing from parents, how they're not receiving positive praise or positive outcomes about their students because they don't have access to their ongoing grades. And maybe if they knew how well their kids were doing or if there were concerns, you know, that might increase that because that particular score on the survey has been low every single year for every single school and they have done all kinds of different strategies and it doesn't seem to be improving. So project management team provide a timeline, identify funding source to make improvements to facilities, including bathrooms and other needs. Um, use feedback to increase student and staff opportunities. In those same surveys, um, and we'll be bringing this back another time, but we surveyed our staff and our kids and our families
053to learn what they want as opportunities either for their kids or as an employee. And so we're going to be looking at those survey results to determine what we can do, our next action steps. Um that's where probably the classified stuff came from that professional development is that was an opportunity that was identified and then roll out the Lichfield learner I can statements that will be coming back to you actually to present those um in a few meetings um to build that Lichfield learner from grade to grade and then our new mission believe for two 2025 and beyond um that we're going to believe belong and we're going to become the Lichfield learner. So, I will stand for any questions. Mr. Mike, did you have any questions? Um, I don't have any specific questions other
054my comment is is wow. Um there's a lot of stuff and a lot of movement that's happening and if anybody's listening to or to know just uh I hate to say snapshot because there's a lot of stuff on here but just on an example this is an example along with all the site visits that we go on um and anything that comes across us is in regards to data uh Lichfield doesn't collect data for the sake of just saying we are collecting data or uh we're sending a survey out to, you know, give the perception that we're we're hearing you. We are listening. We're breaking the information down. We are making action statements, you know, steps for it, elaborate planning from it. Anywhere from the stu, you know, student data for achievement to to all
055this stuff that was just listed here. And I just want to um commend you guys for that. Um it's it's really great. It's refreshing to see U the the focus and the amount of stuff that uh we continue to do and there really is no such thing as summer vacation for um for schools. So thank you. Thank you Mr. Owens. Yeah, exactly like board member Mike's just mentioned the um you know we got the information and now what do you do with it? And so obviously steps have been taken and continuous steps will be taken to just try to improve um every stakeholders um just the impact we have on our stakeholders in a in a more positive way so that way you know students, parents, staff um feel better about Lichfield. And so thank
056you and um good luck with everything because we appreciate it. Thanks Moran. Yeah. Um, this is a lot. Um, I will start with a suggestion as a board member that I would appreciate. Um, I felt a little overwhelmed by this presentation because there was so much information in one spot. I would, if we're going to continue doing the surveys in November, I would love to see this data from those surveys earlier because I would attempt to absorb some of that and then pay attention to those things as we're going throughout the year. So, for example, when I heard about or read about the disappointment in the ESRE funds that were gone, as a board member, we've talked about that at Nauseium up here about the ESR funds and why we made changes to the staffing
057model and all of that. I understand that this was information is from November um and that our folks made some changes to um the presentations they gave at schools and things like that to try to give um more clarity around that issue and so I think some of those communication issues have already been resolved. Um, so the timeliness of the information for board members I think is important. But aside from that, I am very appreciative of the both reactive and proactive approach to the action steps. So, we're reacting to the data that we're getting and we're, you know, implementing that continuous improvement model. But some of the things that we are putting into action are really proactive based on what we've seen and what we anticipate we might see in the future based on what
058we already know. So, um, there was a point in time that in general as a district, we were 90% reactive and very little proactive. And I see that that shift happening over time and I see us getting more and more toward the proactive and trying to react to things before they become issues. Also, I'm very happy to see that the parent perception numbers actually went up. I mean, any sort of increase once you're already in the fours is amazing. So, I think that definitely needs to be um touted and appreciated. Um, other than that, I mean, 29 action steps. And I know that this is not everything that you're doing in response to the surveys because this is more district level, but I know each of our principles and site leaders are taking their um
059feedback and taking more action steps not only for their campus, but potentially specifically um to different departments and things like that. So, uh, I feel overwhelmed just because it's so much information and this is the heart of a lot of the improvements that we're making, but I'm so glad that to board member Mike's point, we're actually doing something about the information. This is not just an FYI. This is how parents and students and staff feel. This is, okay, we want to make your experience as good as possible, and so we're going to actually do something about what you're telling us. So, that is amazing. So, I appreciate it. Thank you. Thank you, Miss Wallace. I don't think I can say anything that hasn't already been said, but um I agree. I I see why you're
060presenting now, so you can show us everything that you have done based on that. But I agree with Miss Moran. We would love to even see it without all of the action steps earlier and then maybe again later with all of the action steps. But again, 29 action steps is a big undertaking. And for anyone watching like this is the importance of doing the surveys because they are read and they are trying to improve every area that we can improve. And I'm just glad to be a part of a district that wants to get fives everywhere because high fours and mid fours is are great scores also. So that's awesome. I don't have any questions, but I agree with everyone else that I appreciate that we're not just checking a box here because everywhere does
061surveys, but most people don't do anything with it really. So, I appreciate that we are looking at this, we're evaluating it, and we're using it to guide the decisions that we're making and that we're really trying to find what are the overall themes that we're seeing and not just because we know that when we do these surveys, people will complain. they will use these ways to say they're tiny grievances, right? But if we notice that there's a trend of things that are happening, then we know that that's something we should look at. And as well as if we notice there's a trend of things that people are saying are good, we know these are things that we should definitely be highlighting and, you know, celebrating the successes that we have as well. So, thank you
062to your guys' team. This is just like a tiny I like this is like a grain of sand. It's like 29 things, which is a ton, but yet in the things that you guys are doing every day all the time, it feels to me like this is a grain of sand. And that's just a testament to how much you guys are doing all the time to make this be a great district. So, thank you guys again for all of your hard work. Thank you. We are moving on now. We are going to move on to reports. We will hear first from Dr. Davidson. All right. Thank you, President Zino, members of the board and staff community. Um, certainly summer is going quick. We are busy reflecting on this past year 2425 and planning for the
063positive changes for 2526 school year. Even more than 29 of those items. So, a lot of work is happening. want to give a shout out to our summer school staff. Um, our lead of summer school, Samantha Halapico, and over 20 certified and classified staff, as well as over 200 students over at Barbara Roby Elementary School. Um, just just doing great things, having a lot of fun. Classrooms are smaller right now and uh teachers and students this morning just uh were in great spirits and um just had a lot of fun being there for a little bit this morning. As well as uh want to give a shout out to our food services team. we are providing um both breakfast and lunch to our community over at that elementary school. So, it's just a nice thing
064we can do and I'm very pleased to see our staff doing that for our team out there. Um another big giant shout out to uh Dr. Stones operational team, facilities, technology, you know, we have as many of you know the office transformations on behalf of our safety initiative and um just all the work happening on behalf of teachers and their classroom technology the bottom line everybody is doing hard work to prepare for the opening of schools just here in a in a few short weeks believe it or not. Uh, as I end, we please for all of us listening, all of us in the room, enjoy a little bit of free time we have coming this summer, get in some vacations and certainly to our board members as well, relax a little bit um because
065we know there's a lot to do in this next school year as Dr. Ducey stated in her presentation as we all strive to become the Lichfield learner. So, thank you for your time. Thank you. Next up, we will move on to reports from our board members. And I will start with Mr. Mike. I was looking for my report out and trying to process. I was like, when was the last time we actually had a regular board meeting where we reported out? And and and what I think I think I realized is we had been to promotion ceremonies and hadn't had a chance to talk about any of any of that stuff that we experienced. Um so anyways, it was just kind of a little shock on how long it's been for that. But so my
066um I attended a couple promotion ceremonies at the end of the year for uh Thomas Elc and Bellento. They were amazing ceremonies. It was awesome to see uh the process for each uh each of those schools to go through that. Uh saw a great pride awards uh c uh ceremony celebrating our great teachers and staff and the district that was put on by our great foundation um for all that stuff. And so, uh, I didn't have a chance to talk about that. So, it was it was really great seeing, uh, seeing a lot bunch of those kids launch off into going into high school. So, that was exciting. And just the last thing I' I'd say is, you know, I think about summer, we think about vacation and all the stuff that might be going
067on, but, um, it's a reminder of all the stuff that continues to go on here during the summer. Everybody's full-time with with everything. I appreciate it. So, um that's it. Mr. Owens, yeah, I similarly was trying to figure out when was the last time we did our reports and it was before um promotions and so I was um lucky enough to uh participate in um Verado Heritage's promotion on that eighth grade class and Principal Noce's welloiled machine and that um promotion. A lot of proud parents. And then the next day got to do Verado Middle School. Principal Peduano's last last graduating class before he he moved on. And so u it's just always exciting. Eighth grade, you know, is is just one step. It's a promotion, right, to high school. And that's what we want
068to make sure our kids are prepared for. And there were a lot of kids, I think they were excited and ready to go to high school. And then there's some that probably maybe a little more scared. But high school's a lot of fun. I hope the the eighth graders are enjoying uh their summer before school in high school starts because it's a big change. I hope all the families are enjoying summer right now. Appreciate the staff that you know doesn't necessarily get summers off. I know teachers are doing a lot over the summer too that's not just uh off, but um yeah, it seems like we've been together a lot since our last report. So um that's it. Miss Moran? Yes. Um, this month I did most of the just usual things going to the
069the meetings and I had my usual check-ins with Dr. Davidson, but I think the most important thing that I did was participate in the superintendent review yesterday. So, that's our opportunity to give Dr. Davidson some feedback on his performance and um, we had very productive, respectful conversations um, regarding that. So, as a board, we've all been working really hard to fulfill our three primary responsibilities this year, which the first is to set policy. Um, you may or may not be aware that we have done a full policy review this year and we'll be implementing that um going into the next school year. We uh our second most primary responsibility is to approve the budget and that's pretty much ongoing between the revisions that we do um during the current year uh based on activity that's
070happening working through the feedback that we receive and the funding that we receive to figure out how we're going to make everything work going into the next year. So we have planning we have revisions and we have the adoption um which will be coming up as well. Um and then employing the superintendent is our third most important um task that we do. So, we renewed uh the contract for Dr. Davidson for three years and we completed his review and feedback for this current year. So, I'm really proud of the work that we've done uh as a board and even more proud of the work toward continuous improvement that's evidenced by our entire staff. Dr. Dooy is not the only person working to achieve those 29 to-dos. Uh it takes a village for sure. So, I
071hope that everyone can take some time to rest and connect over the summer. I think we all have some um similar sentiments about that. Um for me, rest and connection happen when I am present and mindful. And gratitude is one of my favorite ways to ground myself in the present. But a gratitude practice is nothing new. So, I'm going to close with lyrics from a song I grew up with, Count Your Blessings, which is a hymn by Johnson Oakman Jr. Verse two. Are you ever burdened with a load of care? Does the cross seem heavy you are called to bear? Count your many blessings. Every doubt will fly, and you will be singing as the days go by. Thank you, Miss Wallace. I don't like following Kim. She's so eloquent and ends with songs. But
072um I had the honor of attending the Pride Awards this since the last board meeting which was really really fun and it was really fun to see the student scholarships that were given in addition to honoring the teachers and staff from the schools this year. Um, we then were able to attend uh the retirement party for the retiring staff, which we didn't have a ton of retiring staff this year. Um, but it was also great to see that a lot of our teaching staff that retired are coming back to work under the program that is provided for them and how wonderful that is for them. Um, yesterday, oh, I was not able to attend eighth grade graduations this year, but I did attend Mabel Pageant's kindergarten graduation, and that was the cutest thing I've seen
073all year in in school. Their little songs would make you cry even if you didn't know these children because they were that cute and that sweet. So, that was awesome. Um, and then I was also able to attend the superintendent review yesterday, which it was a really nice time to go over all of the great work that is happening here and that Dr. Davidson is doing and to be able to be a part of that and and review a year well done. So, that's all for me. It hasn't actually been that long. It's been like a month, but it's the end of the school year, so there's always like a hundred things that people are doing. Um, I was able to attend the Pride Awards, which was really nice. That's a great event that we,
074you know, that the foundation puts on for our teachers, and they have really done a great job of revamping how they do that. It was nice to be able to see all of the teachers and staff members and our principles that were recognized. So, thank you to the foundation for all of their hard work in the fundraising they do and then putting on that event. It's a lot of work and we really appreciate that they honor our people that way. I love the addition of the scholarships for the sen the graduating seniors. I'm excited to see that continue in the future. Um I also was able to attend the Palm Valley Elementary School talent show. They invited us to come and I watched and we had some amazingly talented kids. I was blown away by
075one of the students that uh played the guitar and sang for us. And there was students that were doing raps for us and there were lots of gymnasts and lots of piano players. But that was super fun to watch all those kids get up there. I would have been terrified. I never would have been able to do that. But they were fantastic. The rapper that did the Eminem rap songs like not they changed the lyrics might have been my favorite. Um we also were able to attend the retirement ceremony. This is a great event to put on for our retirees. Thank you to the revamping we've done to that as well as a great way to honor those people that have served our district for so long. It takes a village and we are happy
076that some of those people are going to find their way back to us in their same capacity through a different program or else they're going to come and volunteer. That's what I've told everybody that's not actually coming to work for us anymore that they need to come back. Um I attended the Aspire graduation which was very exciting. This is our first group of staff that have gone through and done the whole Aspire program that we do here with some of our teachers that were able to help them get their teaching certif certification so that they can then come and be official teachers and teach for us in the future. Uh that was a very nice event. They did a great job and I appreciate them putting that together and honoring those individuals that were recognized
077that night. I also attended the Wigwong Creek Middle School, Western Sky Middle School and White Tanks 8th grade promotion ceremonies. Every school is different, so it's very fun to see how they do those events. Um, I've had the the opportunity to be at almost all the schools now through my years here, and it's just really fun to see how each principal takes the spin on eighth grade promotion. There was a good recommendation, Dr. Davidson, you should look into it in the future, have it all in one day at a high school, get it all one and done for everybody, but just think about that in the future. Um, I also attended the Palm Valley Elementary School Unified Sports Basketball and Cheer event. It was very fun to watch all the kiddos playing basketball. Some of
078them were really, really good, actually, like really good basketball players. Others were just so cute and having a great time. And the little cheerleaders were adorable and I loved watching them. Thank you to uh Miss Jordan uh who put that on and works that program. I would love to see that grow. I'm hoping that we are able to see how that will grow in the future in our campuses. Especially love to see it at our middle schools. Um I attended our special board meeting we did have in May and then also the superintendent review which is one of the most important things that we do as board members. Uh we take that job very seriously. It was a very productive conversation and I appreciate all of the board members uh time that they gave so
079that we were able to have that productive conversation uh at the meeting yesterday. And with that I am done because that was a lot of things. Um I'm excited to see what's happening in the future. I hope everybody's enjoying some summertime as well, but we all know that most of our teachers are doing their own getting ready for next year even though it's their summertime. And obviously our admin team, you heard, is doing a lot of work. So, thank you to everybody that is still giving their time, whether it's because they're paid or they're just doing it on their own time because they love their students. Um, with that, that's the end of my report. Uh, thank you to everybody that sent in our reports from the administrators and we are good to go. I
080think that's all for our meeting. I move to adjourn the meeting. I'll second. Having a motion for Mr. Mike and a second for Mr. Owens. I'll call for the vote. Mr. Mike, yay. Mr. Owens. Yay. Miss Moran. Yay. Miss Wallace. Yay. I'm also a yay. Motion passes.