Board of Education Meeting - April 24, 2025 (Spanish)

001Good afternoon and welcome to this afternoon's regular meeting of the education board. This meeting starts at 4 p.m. Ready, please? Student member, Armstrong member, present. Sintron member, secretary Crfield, present. Vice President Garza, President Stuart, present. We have no requests for comments on items on the closed session agenda this afternoon. At this time the table will be withdrawn to closed session. The open session will resume at approximately 6 p.m. We will open the session at 6:05 pm. Mr. Clerk Kfield, can you, Secretary Kurfield, tell us what was discussed in the closed session? Yes. Student affairs, layoffs, and staff releases. No action was taken during the closed session of the board. Well, for the oath of allegiance to the flag, Councilor Fuchimuro will be here. My daughter was also an advisor to him. This leadership will help

002us, it will help us with the oath of allegiance to the flag. This, right hand over the heart, ready to begin. I pledge allegiance to the flag of the United States of America and to the Republic which represents one nation under God, indivisible, with liberty and justice for all. They can sit down. Well, tonight we don't have any replacement pages, any amendments to the agenda, no amendments. Well, tonight we're going to recognize Bellflower High School, Michelle Paredes is going to be presenting the awards for Mrs. Brana. I don't know his last name. Can you tell me how to pronounce it? I was going to try to tell you, but I'd rather you say it so I don't ruin it . Claudius frog. Well, great. She is our featured student tonight. Thank you for being here.

003Good evening, board members and all other guests. I am honored to be standing here, giving a message of inspiration. Starting high school, not very involved, not valiant either. My grades weren't good. As an immigrant from an immigrant family, I didn't know what to do to get into college. I was very self-conscious, but in my first year, to reach my goals, I thought I had to work harder. I owned Avid and became more involved in school matters, Bugent projects, and the women's garden. I gave it my all with my programs, focusing on the grades. My friends say I have a monopoly on all my positions in the clubs, but I like to involve others. I put my energy into everything I do, believing in my work with many dreams to open doors to universities of my

004choice. But I think my success is measured not by what I have done, but by how I have grown. This success comes from not giving up, from continuing to try after failures, after disappointments. After all the failures we can do, we can do everything and we keep working. I was afraid to speak in front of people, to be a public speaker, but look, here I am. I've gained many hours of public speaking experience. I have applied to 32 universities. I have been accepted to multiple NYU, Boston college, but I have committed to California Riverside with a full scholarship in neuroscience and I thank my family and friends, sorry. Congratulations. I want to thank my friends and family for their support, and my advisors for challenging me and giving me opportunities. Believing in me makes all

005the difference. If they doubt you, keep working, you know more than you think. Thank you. Good evening, board members, guests. My name is Michel Parece, and I'm a counselor at BF High School. It is my pleasure to introduce our outstanding student Rana and Claudios. Those who know Rana, whether they are administrators, teachers or office workers, agree that she is the symbol of Bach's pride, positivity, excellence, and integrity. Rana is always seen greeting others with a very friendly smile and focuses on her future with great optimism. He has applied to 32 universities. Her dream is to one day become a neurosurgeon. There is no doubt in my mind that she has the strength to achieve it. She says it was a pleasure to be your advisor. I'm very proud of you. A short frog presentation .

006So Rana traveled from Egypt to here from 6 months old. His family came straight to Belfower. He attended Washington Elementary School from preschool and again this year he plans to attend UC Riverside with a focus on neuroscience. She likes to read, garden, and eat Korean barbecue food. She has achieved, as president of NH for the 2425 school year at the state level, 2 years in a row for Skills USA, nurse assistant. first place won with in this women's science competition of $00 prize that she won, founder of the Butterfly Effect mental health club team and founder of and CEO of another program in our school field, creator of the wellness garden in the school field presented at the state level of competition first place regional analysis of third place in the state. He is also

007a representative of Freight Farm, vice president of Skills USA, and the medical foreman of the Key Club football team for 4 years as an event coordinator. World Language Club, event coordinator, Red Cross volunteer, diocesan optician volunteer, and has a pre-med internship at UCLA, Abit member for 3 years, CSF member for 4 years, winner of student of the year at C Apps and 2-year internship at Child Child Child Mind Institute. She has many accomplishments, many achievements. Finally, these are things. When we contacted teachers and staff members, if they wanted to talk about her regarding her citations, they wrote that well, she was able to read what they thought of her and there are pictures of her garden and that's all. She is our outstanding student for the 242nd school year. Is there anything else you'd like

008to tell us tonight? I know she's a little shy, but she wants to thank someone, she wants to do something more. Well, I obviously want to thank my family, my best friend Emily and friends who came here for me in support, Dr. Cío, Mr. Terly, for always being supportive, they have been my mentors for 4 years. The last few years have been filled with people who have given me a lot of support, but thank you very much for coming. I think it's really cool, really great to see so many things you've been doing. Are you shy or can you take a picture with us? Let's take a picture if the board is with us. Okay, moving on to the student representatives' report, first report, Steven Martinez, Belfower High School. Good evening, board members, Mr. Saedo,

009guests, students, this is the April report from Bellflower High School , starting with our basketball game. Team 1 played against many teachers from school 3942. The staff lost at the last minute, which was quite sad, but oh well , they had a lot of fun. following. State exams. Currently, state exams began this week, on Tuesday. First week of exams. That ended this morning. Students who reached last year's standards received hamburgers, fries, and a drink; 560 students reached that goal. Next up, this is the working tank job at Bellflower High School. 27 companies came to interview students, helping them learn interview skills until they landed a job. AT&T Boeing, Belfower Unified, and JP Morgan came to interview students. Some notable or different jobs offered were such as the student Rana being offered a permanent position with

010Kaiser in the laboratory. Three students were offered a job at Wells Fargo. Lazy Akers had two offers, Norm 5, Belfower City, Parks and Recreation 2. Additionally, a Belfower alumnus also for the Child Mind Institute. Well, in general, many jobs were offered looking for future people who hadn't thought about those jobs before. Honestly, there were quite a few practical jobs that young people could find without the effect of artificial intelligence; they want to enter those fields of work, and that helps them gain confidence and enter the workforce. This is the Soccer Senior event, a fundraiser for the class of 2025 where students get paid to get their favorite students or staff members wet. See different photos of the four groups we had this week. My colleague will be able to talk about that later, about the

011promotional spirit week . Next week, starting next Saturday, is going to be a different week than the last few. It's going to be a week of spirit, mothers of barbecue mothers, soccer mothers, let's say, competing. Additionally, this year's promotion, White House theme at the Ovation venue in Long Beach, Saturday, May 3rd at 7 pm. There are some photos of the place. Jamie Olivers, from the Ministry of Food, came to the Wellness Garden, made pizza with students, and taught them how to make homemade pizza. I want to congratulate the high school year teacher, Mrs. Schusler, for the work she does at school, Mr. Alice, for receiving another service achievement in the Belfower Pride Speneda district . Thank you for all the work you have done this year. Other events that we will talk more about at

012the next meeting include the Los Angeles County Superintendent's meeting, a nutrition center to meet Jamie Oliver and his team, and watching students cook with Jamie Oliver and his camera crew. Uh, Felicious High School spring dance, May 1st, this week for appreciation and teachers, week May 5th to 9th and National School Principal's Day on May 2nd. This is Bellflower's April report. Thank you. Thanks a lot. He. We have a president. the data. never too late. Here I can Last month we had the celebration of reflections. Brad and Maria Garza are coming. Yeah. the transition and from there. Thank you. This, this may also be my last report to the board. So thank you for your support this year and for those who want to see some great presentations and learn more about the PTA, this is

013another knowledge meeting, a social night, you can join us that night, it's going to be on May 6th here. And well, thank you, thank you for everything you've done too. We are very grateful. Well, moving on to ladies' afternoon, I want to thank you all for coming after spring break. I hope everyone had time to relax and reschedule. It's a very busy season. May and June bring quite a few celebrations, annual evaluations, as mentioned before, awards, promotions, graduations, so it's a pretty busy month, so hang in there. Um, I also want to thank Dr. Olmos, Dr. Knox, and Dr. Smith for the Star Awards and the support staff. Multiple individuals have said, "Today was a great success. First time we've done this in the Bellflower district. Thank you so much to the staff and their

014teams for it, a great way to shine, and to those super dedicated members of the Bellflower Unified District . Thank you so much for doing it. Again, it's a time of year I want to share. The district recently completed the March complaint reports and summaries, as required by the county, as per the Williams settlement legislation. There were no complaints received this quarter regarding instructional materials, facilities, or teacher assignments. Thank you. Moving on to committee reports, starting with the Alliance Committee again, basically to strengthen, collaborate, and communicate with stakeholders, the unions. Mr. Garza, would you like to add anything about that? I know we talked about transportation, weather, culture, quite a few different things we can do next year. Um, summarizing at this year-end meeting, systems, procedures, protocols, things we talked about. So the board meetings

015are great. The vice president and chairperson are always there, whoever is in charge." Person. Those two people are always at the union meetings. There was a SPAD meeting, SPAD committee. Yes. Well, then no. No, well, uh, foundation, Mr. Krfi, would you like to add something about that? Well, the foundation committee met on April 2nd to review applications to the board. The recommendation will be before the board tonight, and some of you want to talk about your... the tuition deduction subcommittee. That committee hasn't met since we had the trip to San Diego. At the next meeting, we'll report, and the safety committee members , Member Kchfield, at the next board meeting, we're also going to talk about Evolve technology and also... technology protection for electronic cigarettes. Very cool stuff and information that we're going to present.

016We have... the next date for that committee already scheduled. Well, I think it's already scheduled, but I'll make sure and send another email about it . Also, the athletic committee, at the first... meeting, we looked at the code of conduct, we made changes to... That committee, we want to introduce levels of consequences or also levels of intervention. We also try to establish, if there is a certain offense, what the consequence is, but also adding an intervention to help student-athletes return to the field to practice and train. We look at the parents' code of conduct, among other things. Mr. Kfield, would you like to add anything? No, I just want to thank you for having that committee. Something obvious about that committee is the focus on student behavior, discipline, approaches for students, and all those issues,

017and I'm glad to be part of the climate culture committee. We're going to meet in the second week of May, so we have a plan for that next. Legislative Action Committee , Mr. Garcia, Mr. Kfield, does anyone want to add anything about that topic and that committee? Yes, we just discussed what the focus of our conversations will be with the group going to Washington, D.C., to address the Coast to Coast program. We made some recommendations, and we'll follow up in conversations when the group arrives. Meeting. Anything to add? No. Well, Kell Apps Kirchfield wants to speak. We had a Kell Apps meeting last week . Well, just a regular meeting. Uh, I think it was the second regular meeting. We sent a group of students to Skills USA and we'll have our next regular meeting.

018I'm afraid to look at my schedule these days, but it's on May 8th. Well, something from Black Lexta. Go ahead, Board Member Armstrong. Well, at Lexta, the Los Angeles County Principals Association, we met on the 21st to discuss several state Senate bills. Our President, L, will be providing witness testimony on the issue of Lina Gonzalez, uh, bill 4849, advocacy for the immigration issue. Assembly Member Mirutzi had a state bill 49 to create a safe haven for students. We're going to have a follow-up meeting on that . There are other education bills under consideration and we need letters of support on one of them, one from Assembly Member Isaac Bryan, supporting Dual enrollment for universal access to dual enrollment. I have a letter template, and if you'd like, we can send you many letters of support.

019Another person , whose name I can't recall, gave a report on this education work in California. They shared with us some schools that have already done this and have buildings where they are housing people in affordable homes to become teachers in their district. I have the dos and don'ts book and an updated report on who is already participating in this. I don't know if people need this, but they are using school properties to build housing. So it was very interesting to see what they are doing to attract qualified teachers to the area to teach students. I'm not going to name names; I have to look into it, but we have districts here in our area that are participating in this. We have our next meeting on May 19th, where there will be elections for officers

020for the next school year. And I also wanted to assure you that we have these different committees so that not everyone has to do everything, but I want you to know that our members The board members do work hard, and when they are invited to these meetings, you are also welcome to attend. It's open to all board members if you happen to be able to attend. I do n't know how, but if you have time, you can drop in unexpectedly because many meetings are online, but the next one will be in person. And that's all for Laxta. Thank you, thank you very much, Member Armstrong. I have requests tonight to address certain agenda items, although they are not for the public. These members have three minutes to discuss items on the agenda and those that

021are not. That's 21 minutes total, according to statute 933.32. Ms. Julia Ranson, please go ahead. Thank you very much. We all received the packet you gave us. Thank you very much for that in advance. Yes, there you go. Good evening, Member President, members of the board, Superintendent Internazedo, Cabinet, guests representing the teachers, students, and staff of the Adult Transition Center , Shirley Ramsen. I am here to support Mr. James Blackw in remaining in his position as director of the center. Adult transition and country center. The last few years we at ATC have been in a state of chaos thanks to all of you. That has calmed our battle. We have struggled and experienced confusion due to changes in administrators, staff, and a lack of communication from the district . However, hope has emerged. I would

022say that this year, finally, Blackwell has created hope for us, and in his experience as a counselor and counselor, he has created a very collaborative environment with our staff. We have a manual for everyone to follow the same rules and regulations that he has shared with us. He has asked us to create and follow his four most important things: safety, success for students, inclusion, and he helps bring out the best in us, wanting to work harder, to work together, because he believes in our program and in us. Students consistently say that no one listens to them like Mr. Lockwell. His empathy, his attention, and his commitment to their growth and support for individuals ensure that they are heard and guided. He has great hope for their futures, and there is a great deal of frustration

023and sadness in the past. Many of us feel a lack of Respect, undervalued, worried about the future, but Mr. Blackwood has made us believe in our potential. And to lose it. This would be something that would discourage us. And Mr. Blackwood is different from everyone because he recognizes and knows how to nurture the potential in students and staff. He helps people grow in ways that are not easily replicated. He advocates for those who are undervalued for this reason and many more. We ask that you consider any decision that removes Mr. PL from his role. His role is very important, essential to the well-being and progress of the students and the adult transition center . Again, we thank you for your time and consideration on this very important matter. Thank you very much. Well, moving on

024to the topics for discussion tonight, one, a presentation from School Services of California, Mr. Acevedo, that 's correct. I'll pass the baton. CRM. Thank you, Ms. Acevedo. Thank you, Mr. Chair. Good evening. Members of the board and the public committee. We welcome the members of School Services of California who have conducted a review and evaluation of our district's staff roster . This This year marks the first time these two sections have operated in separate divisions . The focus of this evaluation is on personnel structures and operations, with the goal of strengthening the system and improving how we support employees in the district. We thank School Services for their partnership. Daniel Kenny, thank you very much, Mr. Cal Lee, thank you for leading this effort. Join me in welcoming you, presenting their evaluation, and sharing their

025recommendations. Well, thank you. Good evening, Board President Stuart, board members, Superintendent Acevedo, cabinet, community. It's a pleasure to be here tonight where you recognize student leadership transitions and their work partners. A very positive evening. S. Lee is my name. School Services is where I come from. Daniel Celly is my partner. We do a lot of work with school boards and districts, but we also come from school districts. We held positions in districts from kindergarten through 12th grade in the state. We have a lot of experience in human resources. It's been quite fun being in Bellflower. We really enjoyed it. We visited when the Dodgers won the World Series. You can imagine, we were here one day, they won the final game, or the next day. The next day we went to HR and everyone was

026dressed as Dodgers like it was Halloween weekend. It was a lot of fun being here in Belfower. Before this meeting, we spent a few hours with them in training talking about HR best practices. I know I can speak for Daniel, and I can say it was a great pleasure working with that department. I want to thank [Music] for inviting and the staff of the procedures in place, anything that was on the website. We spent two days interviewing each staff member and their associates to determine staffing structures in place and some accounts. Yes, I can tell you that some of these observations... The... of the work... middle... that in a district of this size. So typically we're seeing layers of management in a district of this size: HR supervisor, it could be an assistant superintendent, director,

027something like that . Technical staff again, this is where we see a lot of the impact of this heavily cut staff on HR. What I do want to say is that even though the staff is A little shortened, we see that the rating is low, which means the staff has been working very hard. They have given a lot of effort and time to supporting the district and supporting the district's employees and students, and they do it with a smile. I was telling them in the staff training that they really get along super well, and I can't always say that about every district. I would also say that our capacity ran out, and they were sitting there wanting to talk more about human resources. So, simply a very hardworking and dedicated group, but you can see

028there that the staff is a little short-staffed, especially the people who are doing the day-to-day assignments in human resources. So, if you think about everything an employee can go through, whether it's absences, overtime, changing names, all of that, all those steps, all those assignments that have several steps, several evaluations, several interactions with employees, training employees— this takes time, there are several steps, I think there are 30 of them. They have reported a lot, and I think some of the difficulties and challenges come from... This need to have more technical staff, not only on the classified side, but also certified. Uh, yes, it has a better rating here, two out of eight. These positions are basically classified as administrative support, but it's to coordinate and support the technical positions. There is a recommendation to reassign some

029of these FTS positions to provide more technical support, so you'll see that comment there, and with that, I'll pass it on . Thank you. From the organizational emphases of this report tonight, an excerpt from the ones on the issues. These first three tasks. Support gaps in the current structure that we saw during our work on the positions have commonalities with... I'll show you how specific. The key recommendations are a comprehensive structure, an organizational chart, and that's the line of operations. The district is moving forward. Another component of this particular report was recruitment and hiring practices. I was responsible for reviewing the certified employees, and Sara will join me in a moment on her observations regarding the classified staff. This, as Sara shared earlier, unfortunately, some of the challenges we observed in recruitment are not unique

030to Belfos of California. We have quite a lot of talent. It's about taking quite a few ways to filter our employee hiring systems, and there are things the district doesn't have control over, like staff reductions and comparisons with other districts. That's beyond this report. What is within the district's control are recruitment practices, and we looked at what practices and procedures you have to identify what are creating barriers to employment in your district. Regarding the program, the overall assessment we did shows that the market has moved away from your district. You need to catch up to help align and modernize your recruitment efforts and selection processes. Also, when you hire people, it's a passive approach; you send out a job posting and expect candidates to apply. Recruitment is always actively seeking candidates who they want to

031apply. We have a slide at the end of this to show that there are already recruitment activities underway with the new leadership within the department. As for the selection process, I call it a decentralized process where school sites handle all the interviews. That's good because it lets candidates know what the site environment is like. From a school perspective, there are certain compliance issues and maintaining control over consistency with interview questions, ensuring that panel members receive feedback on non-discriminatory hiring practices, and maintaining privacy in all areas of the process. So, looking at that, collaborating with school sites is the goal. Regarding this hiring process, it's key that it be something we met about with the team. We have quite a few ideas and we really want to address the issue and make a new effort. So,

032we chose certain hiring barriers that we found in the process, made recommendations, and will make some for improvement. Recommendations don't cost anything; it's just a change in practice regarding job postings and strategies. There are strategies for certified personnel, being more specific about educational levels, creating timelines to create a sense of urgency in candidates so they have an idea of when they will be contacted regarding interview panels. If managers are choosing interview panels and are consistent on that issue, they will have consistent results. Also. So, we need to create more diversity on our interview panels, make changes in terms of who selects our candidates or makes recommendations. That would help. Reference checks are inconsistent. Working on that, it's important that someone in a management position conducts reference checks and receives training on that as well because

033that's a high- litigation area. If it's not completed or done correctly, it's time to come back . So, I had the opportunity to review and meet with the classified side. As you may know, in the merit district, there are rules, and we try to work within those rules. We wanted to talk about looking at the minimum qualifications for the position. What do they require for an entry-level position? They're very high. They need to look at and reduce the requirements that logically increase as you move up the hiring tree, things like that . Many times, we review job descriptions that sometimes require five years of experience, respectively, increasing the required experience, such as for an office clerk position, where, let's say, you have to be a five-year office administrator. Years would be the amount of experience

034we want for an office administrator. These are questions we have to ask ourselves. We're thinking carefully when we're putting together the requirements for candidates. Do the exams reflect what the candidates' skills will be used for? This is something we have to look at in this table again. We're creating skills, tools, that are discouraging candidates . If their math level is sufficient to be a professional in the district, we need to ask the district about these issues, ask these questions, and evaluate. We need to modernize the exams, make them available electronically, and that opens up testing to more people, making the process easier. I commend them for that. Qualification and interviews. We're talking about interview questions that may not be aligned with the skills they're looking for. So, that's the case in merit-based systems; there are

035always these frustrations, or they've often made progress using video, allowing the district to evaluate a flexible schedule. We really want to... uh, to commit them to uh certain guidelines that are necessary during that qualification period. Eligibility lists. We visited in October and there was already flexibility on the list, in terms of no longer limiting it to three. And Or I encourage you to do that during peak hiring season when there are positions that are difficult to fill. We talked about how to communicate with employees who are not selected. We want to ensure that every employee who is not selected for a position at Pflow receives communication from Pflower. One, but two good candidates who are not selected for the opposition, are to be approached or followed up to say, "Hey, what a shame you didn't

036get that position, but maybe you can apply for this other upcoming position." That's the active recruitment we were talking about. Well, Sarah and I have been in communication with Dr. Smith, Dr. Narx, Dr. Olmos and catching up, finding out what's been happening since they received the report and put themselves into action by developing the report. We want to share this slide and the progress report on some recommendations that were included in the report and the activities that have already taken place, updating the website, working on the job description for the certificates, recruitment, staffing practices, actively recruiting with activities such as showcasing jobs, participating in local job fairs, and partnering with business services. This is very important regarding staffing levels . There has been considerable assistance regarding professional development, a new process for substitutes, hiring substitutes;

03725 have already been hired. And in law 25 24 of the assembly came, it was put into effect in January, it has created chaos in the contracting process in the state, but the department is already complying with the processes and procedures. It's very good. And also adding to the certified website the BTA, teachers and CSA, these union contracts with classified employees, again quite a lot of organizational activity already happening in the personnel services department and with that I'm here. I want to, well, I just want to reiterate that this is not an audit, it is not a performance evaluation, and it is not a management evaluation. These are recommendations based on best practices, not industry standards. It is a guideline for changes. We have taken your recommendations into account. Your staff have used it as

038a plan and a framework for change. And all these recommendations are not independent or isolated; when they start making adjustments to the work of one staff member, it changes the others as well. This plan in general is very important. We have the report and I see that the Board has been taking quite a few notes. If you have any questions, we're ready. Comments or does anyone want to start with questions? Vice President Garsa. Thank you. Thank you, President Stuart. Well, this is quite a long list of recommendations, and you have told us that the directors have already started working on some of these issues. Thank you very much, Dr. Olmos, Dr. Lox, for doing that and getting involved so quickly . We appreciate that. Where else should we focus on in the remaining year of

039the school year? Well, it's very difficult, isn't it? The question you 're asking is valid, but things have to happen in a certain order. In particular, it begins by establishing roles and responsibilities, ensuring that they have the necessary personnel resources for implementation. This, that's where it would begin. We need to consider the staff recommendations we have given you and update the work exceptions. We've entered the hiring season, we were there. That recommendation of the process and procedure we made about using technology for the integration process, changing the process with timelines, creating standards for the timelines, looking at job postings that are more specific. We shared those tips with the teams and they were taking notes. This, I would focus on that, recognizing that the duties change. Uh, it takes time to become competent with new

040duties. We need to look at training to create more training for staff to keep up to date. Armstrong Board Member . Thank you, President Stewart. And our staff will need your services as we continue this process, because this can't just happen any old way and it seems like things have to happen one by one in a particular order. We will need your services to put this process into effect. I know they've already started. Could be. Let's ask Dr. SM. Thank you for the question, Mr. Armson, I believe it is correct. As you can see, school services has done a very thorough job on where we can change and grow. So their experience is very welcome as they go through this process. We have quite a bit of information, but if we could count on their

041experience in this process, that would be very good. We have asked the California Association to do more work on our staffing service. In the coming weeks we will be doing a lot of work. We want School Service to do that too because the business's human resources work is interconnected, so having a meeting with them is very important. It is our intention to bring in an additional agreement with School Services for their support along the way. Thank you so much. I have another question, but it seems you've already outlined the things I was going to ask about: what areas are lacking right now , what needs to be done now, or if it absolutely has to be reinstated or established by us. Well, regarding the back of the report, I do n't know if we made

042an implementation plan. Yes, starting on page 65 there is an implementation plan where we put the recommendations together and put them in phases one, two, and three. Phase three is continuous, phase two is after these certain things are put in place . What we started here, let's say, are just ideas that we've shared with the district teams, but we shared them in Excel format to shift those priorities when evaluating and continuing to do this work. Regarding where the priorities lie, if we share recommendations in these slides , it's because we think they should be priorities as phase one, but we also have others here in the report. Thank you. And that report, as the document states, how many pages is it? Because you said page 65. I am, well, I don't have 65 pages. Well,

043there are some boards there too. Mine is double-sided, so I'm trying not to use as much paper on this one, but yes, thanks to the staff. If you give us the full report in Friday's memo, because I think we should have received it, but if not, please send it to us in the following Friday's memo. Yes, thanks. Any other questions or comments? I have quite a few. Do you have any? Kchfield, thank you Madam President. I apologize, I had to step away for a second. He already answered this, but sorry if he already answered it. One thing that comes up quite often, the evaluation process with our employees is something you have seen, you have specific recommendations regarding the evaluation process. Yes, it's difficult to interview, and the personnel department and I didn't hear about

044evaluation. So it wasn't a focus of this job and as far as the job went, but we spent quite a few hours talking to staff. Yes, there should be systems in place to monitor, communicate assessment guidelines, and outline performance. We recommend that the system be established for certified personnel classified with the same process in collection and for monitoring, which we know is not currently the case. So although the report doesn't focus much on the evaluation because it was beyond our scope, there's no way to talk to human resources without shying away from evaluations. But again, we had conversations with Dr. Romos and Dr. Nax since we made the report, and they understand that it's a priority, so they're going to work to create systems to do that. Okay, thanks. [Music] regarding my work in this

045position. Just let it in a little bit. Let's talk. I can deeply reflect on each time I'm here that it says we need to make sure we're moving forward with the district, and I love hearing time and time again about updating positions, job descriptions, and creating training programs across the district . So it's very general news, so excuse me if I'm intruding a little, but I definitely think this came out at a very opportune time. Give me an idea, but how many does anyone on staff know? There are 200 in classifieds, 200 in classifieds, and maybe around 70 or 75. Well, great. The report was given to the staff. We introduced ourselves, it took some time to review it, and our team met with the district team, and from there we met with each executive

046director separately. So there were weeks and months before we had the final draft, but I think we delivered the final draft recently while we were planning on carrying out this presentation. I don't remember, I think maybe I went in the last month, right? That's the answer. The question is, uh, an organizational review is like a forensic audit. No, absolutely not. I'm going to review my notes in a moment. How often do you recommend we do this again or talk to you? As a board member, we want to make sure that we are implementing these changes. So if we need to ask them to come back to do this, how often would you recommend we do this again? I would not recommend that the board invest its resources in an organizational study and job analysis like

047they did in this study. But I do want to mention what Dr. Smith suggested, that we carry out ongoing support. As part of this support, change and implementation is best done with the internal team and its staff, not with us. So, we support that work and encourage executive directors to share their progress with the board; having a cabinet member address these progress reports would be better for the district and the staff. So how are we going to communicate the evolution, our progress on all of this, to the board of directors? Or can we talk about how we can make sure those updates are happening ? Sure, we'd be happy to have a chat, a discussion with the board. One of the things I would recommend that I have seen working with school services before is

048to do an annual update. So I think it would be helpful, for example, in about a year's time, to bring you an additional update to let you know how much progress we've made, what areas we've focused on, that sort of thing. This way they can see the guide map and the progress we have made. Obviously they could ask for more, we could do it all up to a year, but at a minimum every year, whether it's annually or twice a year, we can add it to the governance calendar or the table to have a reminder to make sure we do it again within 6 months or a year. Absolutely. The next question, I know teachers listen a lot, I 'm a teacher too. The criticism is that the districts have a very high level and

049not so much. A general idea of ​​how we could justify it. I know we have a lot of this, but what would we say to our commissioner members to justify hiring more people in the district, or district employees or administrative staff? Yes, if you understand me, I understand you. The position we are recommending, the supervisor of the staff, would fall under a director and put it more at the level of an assistant supervisor with Serge. Some of the work that needs to be done, uh, absences from work, job control, this has tax implications. So, we need a level of accountability to oversee this because of the tax implications . The responsibility and risk that the district assumes by not having a staff member to oversee this is much greater than having more leadership than staff.

050That's something where you have to roll up your sleeves and work and support the work. Yes, it affects me every day. Yes, I definitely put it in my notes . One more question, it's the last one. I know we talked about having an assistant superintendent in human resources, so we're the only ones who don't have them. Why would it be important to have one? Could you please explain this to our community and our board of directors? I know we don't have one, but why would it be important to have one? And why does everyone else have one and we don't? I do n't know the answer to this question, but with respect to, well, one of the things we do is provide this data for the purpose of comparison. We collected the job titles from

051each department to see how the work is organized. Now, regarding whether they can exist in an assistant superintendent, yes, they can, but there are some transactions and operational functions that an assistant superintendent carries out at the executive level, such as participating with the board, with collective bargaining, and what are needs within the district. And I want to backtrack from this conversation because I should have said this earlier: the way they organize the department and the jobs is based on the needs of the district, not on the people and their performance; it's based on the needs of the organization within the staff services and their function. Now, we were just pointing out that the district is unique, that it is the only district among the other districts of the same size that does not have an

052assistant superintendent. Does this data mean they should take action and have the same as everyone else? Absolutely not. It is only a data point, a reference point that should be used and have ongoing discussions about the best way to conduct recruitment in this department. So, what do you think we should look at to determine whether we need one or not? Well, if they elevate this position, they won't have a director-level position. So when you have a staff configuration and there are three categories within the sector level within the department, it will require certain responsibilities in each position. to provide comprehensive support in that area. So if you raise a position and don't fill it, say, having an assistant superintendent position without other levels of support, it's in the organization, it stays in the organization that

053they have. That addition cannot be done in isolation, without considering the other levels of support they need, because if they only have superintendent staff and don't have other management positions to take care of these other areas, they will have what is called leadership problems. When there are high-level leadership positions and they have to be involved in transactional work, this can't be done; there will be certain chaotic problems. It depends on the organization you want for your personnel services. But adding to Daniel's point, the idea of ​​the assistant superintendent, in addition to the two executive directors who are already there as she presented it, is an elevation to a higher level in human resources. The person who is dealing with lawyers, doing a lot of labor negotiations, and handling complicated disciplinary actions with employees will be

054busy. So that's why that lower-level operations manager is where that person comes in, but if you don't have one, there's a very big gap if you have an assistant superintendent. It's not a black and white answer, but I understand that, but I'm asking because I don't fully understand and as a board we have important things to try to understand. The page says, we have two, uh, and we have rank seven. Why can't we add one on top of that to be at three? To be at the same level, why do we have to move up a level from the bottom instead of adding one to be more competitive in this table? You can do that, but I would prioritize the position of your propitiating the assistant. That's what I would recommend. That raises it to

055three. If you make that recommendation , why do you recommend it? Based on what? Because you say we can't make a recommendation based on the other things, but we do recommend a supervisor. Why would you recommend a supervisor and not an assistant superintendent? Because of the work, the needs in the department and the work that has to be addressed in terms of control position, leadership, and other recruitment needs that a superintendent is not typically involved in. Does anyone else have another question? Thank you. No, well, thank you very much. Thank you very much. Well, if moving on to major action, this main event tonight is a 12.1, uh, the Belf foundation, Mrs. Acevedo. Yes, I can direct the board's attention to point 12.1. One in front of you has a committee recommendation for the names

056of individuals to create that first foundation board. I don't know if a member would like to share a little more about that. KK Crfield. Thank you, Madam President. I just want to say that I'm very excited to have reached this point, very thrilled. We've been talking to Amy for a long time; it's been a process. First of all, I want to say thank you for all the work that went into getting us to this point. It's very exciting. Mr. Zergam did a lot of work, a lot of paperwork, administrative work to get to this point of truth. It's great, and thank you to everyone who applied to be part of the board. We reviewed the applications in committee, and I feel very good about the recommendations to the board. Tonight [Music] we have a very

057diverse group that will bring quite a few different experiences, people who have a lot of experience with foundations on inaugural board. It is very important to have a strong board that understands the importance of fundraising, community, and community outreach to make the best impact on students. It's great. I am very grateful and very excited thanks to the leadership that brought us to the point where we are here today. I'm very happy. As for the names, you can see them, but we have many community members, alumni, people who have quite a history of connections with the community, so I'm very excited about this list and I hope we approve it. Sir, please continue. Thank you, President Stuart. One thing I do want to mention is, if we can have two separate motions, one motion to approve

058the appointment of four individuals to a 4-year term and one motion to approve three individuals to a 2-year term because they are interleaved. I think this puts the board under a microscope a bit, he says. Well, one to try four. four of them have a term of two years, and three of them have a term of two years. Yes. Well, it's 4 and cu and 3 and 2. But someone before that are names, maybe they don't mean much to you, but do you have any questions or comments about this? No, you, others first, them first. So, who helped you get the names? Brad and who else? There was a process to apply, it was posted on the website, we had eight, we had to choose seven. You know everyone's grade. You guys pick names because

059I know some people here, but I wasn't involved in the process. You interviewed them, so do it. Alright. I don't have a problem with that, really. Honestly, I'm having trouble doing the editing today. This is how it is right now, but that's my problem, but we're flexible, we can do it. Madam President, this Linda is going to be 4 years old because we know she's going to be here. The thing is, it shouldn't be of much consequence because they can be appointed again after 2 years. Just to outline at the beginning why these appointments come in a different order, it does not affect any individual in any way, nor is it a matter of liking or disliking any of them, but it is how this board should operate in the initial years. Those members can

060be appointed to terms of 4 years after their two years. One question to clarify. Someone was asked if they wanted to be in terms of four or two, because that's not being chosen right now. What were the applicants told? As I understand it, they were informed that three were going to serve two-year terms and four four-year terms. There was no doubt in the request regarding preference, so well, they can always be named again, but so we have to vary them at the beginning. Well, my question is whether we can vote for them and when they meet as a board they can decide among themselves. I think that's the recommendation to start this properly, if it's easier to make the motion that 3 years and 2 years said, why not? Okay, I move to approve a

0614-year term for Alison, Mark, Jenna, and Crista, and a 2-year term for Briana, Linda, and Teniciia. Tena, I second it . I already seconded it, but thanks for participating. I like it. We have the motion, do you have the names? They need him to already be on the record. Okay, any questions, comments, or votes, please? Student Signet Member Yes, Mr. Armstrong. Yes, Mr. Centron. Yes, Mr. Chrisfield. Yes, Mr. Garsa. Yes, Mr. Stewart. Yes. We need the motion for 3 years. I already put it all together exactly what you told me not to do. We're ok. Okay, so moving on to the consent agenda. Is there anyone with a point they want to address tonight on the consent agenda? I would like to issue purchase order 13.2 12. I want to issue 13.15. Some others. Well,

062we can. I will make the motion to approve the consent agenda and we will retain 13.12 and 13.15. Can anyone second that? This seconded. I vote, please. Student Member Segnet. Yes, Mr. Armstrong. Yes, Mr. Centron. Yes, Mr. Kfield. Yes, Mrs. Garza. Yes, Mrs. Stuart. Yes. Well, the first topic to be covered is 3.2 purchase orders for approval. Mr. Kersfield, KFI member. Well, I want to say thank you to R for the work in fixing many things that in the past in purchase orders were very complicated and problematic. So I appreciate the work that was done. The reason I want to focus on it is because I realized there are quite a few purchases. I think it's important that when we're making big purchases, specifically of vehicles, I see quite a few 2025 Fords. Great, they

063appreciate the shiny new vehicle. But at school, I just got a van for our department, a van that aligns with the board's policy of not buying things that are too expensive and instead buying something that can be functional, but less costly. I realize that many, many purchases of completely new vehicles. I want to be aware of that. I believe there is, I'm sure there is oversight, but our board policy, our 3300, this false economy, saving money by buying purchases that can't do the job required and is spending more money than necessary, buying quality items when a less expensive one can do the job just as well. So with vehicles, I think sometimes it's a cost benefit to get something new, but because of maintenance, things can go wrong. But a vehicle a couple of years

064older has a warranty, does the job, and saves money without having to buy something so expensive. I think we need to look at ways to save money in the future. I think that's a very easy one, and I think there are quite a few other examples I could name, but again, I want to make sure that cheese stays on our radar. It's a value we have to be financially responsible, ensuring we save as much money as we can to spend on things we want to invest in. That's why I wanted to address this topic. Thank you, Madam President. Does anyone else have any questions or comments? Well, there is a motion to approve 13.2. Very good. I make the motion. Seconded. Ah, second vote, please. Student Subnet Member. Yes, Mr. Armstrong. Yes, Mr. Centron, yes,

065Mr. CRfield. Yes, Mrs. Garza, yes, Mr. Stuart. Yes. Next point. This retained the consent agenda 13.15 recommendation of awards for central member transportation tender. Thank you. Well, the reason I wanted to address this topic is one that's been a year in the making, so I'm not saying anything about that, but I want to go back to the conversation we had at our meeting on January 9 when we asked for a timeline of what transportation is going to look like internally in the district. We haven't received any follow-up, so I was eager to get an update on where we are now, how things stand, and how it's going. Look, see that timeline to make sure, even though we have this additional year of outside bids for transportation, what are we doing internally to ensure the full

066picture of our district taking charge? I'm grateful for that update. We've been working on this since the January 9th meeting and are currently in the process of bringing in a transportation manager. We recently completed this process . We also have a transportation specialty that is going through the merit-based process and we are expecting to have this job listed next month. We have also worked with a consultant to provide details regarding support in creating a plan so that both the new manager and indeed the entire team in transportation, because it includes mechanical air conditioning and all those other components, will have a guideline to continue carrying out this process. So, I recently contacted the consultant and provided more details about the hiring process. We are waiting to present something to the board soon from the consultant

067to present the process to them step by step. So thank you for asking that question, I really appreciate it . That's the only question I had about it. So thank you very much for that. I'm excited to see all the great things we're going to do and I just wanted to make sure the community knows, especially those who had concerns about our transportation, that the district is still making progress on that. Since I have the microphone on, the proposal process was done in a timely manner. We received quite a few proposals in this process, and at least to be able to continue this year, we have a great company that has very good recommendations and the prices were reasonable, so I was very happy with the results of the process as well and wanted to

068share that too. Thank you. Vice President Garza. Yes, President Sart. Miss Arques, I know you told us in a previous meeting that you were going to present the contracts to the board of directors so that we could also see them. I do n't see it. Is there any way the board can also get the contract? These are recommendations, so now we have recommendations to give it to you. We will approach the contractor based on their rates and conduct the contract negotiations. So there is no transport contract. Right now, the recommendations for granting it are for this process, but we have to carry it out, have the contract drafted, and it will be done quickly so that we have the process finalized for the student for the next school year. That's the next step. Yes, you

069don't have to give me an exact date, but roughly when I could present this timeline to the board. I made contact, I don't want to give an exact date, for that purpose. I recently contacted the contractor and will provide a memorandum to the board on Friday indicating when the contractor will contact me. We've been working on it for a month and a half now, so we're almost finished. Thank you. To clarify, the next step is that he will reactivate the contract and then present it to the board for approval, or once they have approved it. That's to approve the proposal, but we're going to bring the rates to the board. KK Chris. Yes, thank you, Madam President. This was the first one we did through Planet Beats, was n't it? We used the previous method

070with this one. The first one was on May 5th in Mayfe. It's great that we got so many responses, but I remember when we were talking about this, we generally said that nobody is going to want to do it for a year and we're not going to get stuck on it because that experience, how was it different? Was it simply amazingly surprising? Yes, yes, yes. It was surprising because some of the things that maybe we didn't have, not the fact that the buses, in fact we didn't give them enough recognition because the fact that the buses were in such good condition was something that impressed the contractors. Well, some people wanted to use our buses, even if it wasn't to transport students, because we have a good fleet of them and we've maintained them well.

071So I think it's something that was misestimated because the price range was very different, also because even though I think we have some recommendations and a good service provider, there are some prices that were perhaps higher based on a one- year offer, so I don't want to discount that. I think both things are worth seeing, and I hope we can have a good partner this year and even in the future with possibly additional needs, if we see them. So yes, I do want to grow that relationship, but well, not for this year. Okay, that's the next question. Yes, we had a discussion about the status of the freight and how the buses, the fact that they are using buses, what have we discovered since then? Because a little bit of confusion. At some point someone

072said that we had five buses that were not in the code they should be in. Yes. Um, we updated some buses to comply with the code, but because we have so many buses and we have the ability to rotate them, because we don't have as many routes as we have buses, so a bus can be out of service for a period of time, even if we're not happy with the period of time, but we have continued with the buses, many of them are back in service and we have polished a lot. I have taken great care of the buses, seeing them from a new point of view . We are excited that with the staff we have, we can begin to finalize these processes. And one more question, uh, how do the prices we received

073for this year compare to the prices before? It's similar to what we had with previous prices, so the proposal we can accept is within the range of the price we wanted. Remember that when we have to present you with a proposal document, we have to meet certain criteria to determine the price. So let's use the average. Then they gave us a price for a route from school to home, and on average we do those nine more on these school days, plus this, and schools will see these prices, so they will receive the contract when we return. These are estimates based on these quotes, but the prices we're receiving from other suppliers are very different; they're charging way too much, a huge markup price for what we're offering. So this is going to be more based

074on excursions, school days, and other activities; they use them that way too. It's a big cost for them. It's something that's discussed in relation to making sure that how it works with purchases, that is, they are included in the scalap expressions. Their trips are treated by state, for example, excursion, for example, because the prices are individually we can use CALPS funds. So it's all- inclusive. In fact, it was one of the criteria we used when we were trying to set all the prices correctly. If Calaps is included in the price, Caps will refund the money for that or not. They pay for their buses. We simply have to include it. When we are looking at, for example, the cost of an excursion based on what the supplier gave us, we know that Calapso uses. So

075we also set the price as is. One more question: with this proposal, how many drivers are we asking for ? I know we put four on for the summer school route and I think we had between 10 and 12 for the home-to-school route. In total, about 16. Well, that's the tip about the routes, the number of routes we told you we're going to have, but again, when the pricing model arrives, hopefully we'll have more information about the routes. Kurt Cfield. Me again with the contract. I know that we hired for certain positions to reach the goal of doing it internally. The positions we are currently hiring for are due to the fact that our suppliers this year have other assigned functions. year or how it works if we hire these positions, but they are with

076suppliers. Remember that we have had similar positions that are no longer established where we are monitoring these activities, so it's nothing different. The benefit here is that new people who are about to come in will be able to spend some time navigating the district, finding out how we do things, and getting more information. They're still going to have to have many, many conversations with the bus company. That's not going away. Uh, it changes when they become drivers internally there's a conversation between employees, but we still have many conversations and activities with external agencies, so that doesn't change. Member Armstrongs, how many of these buses will be for uh with wheeled AIDS for special education transport? I don't know how many we have right now that are on buses that can accommodate a wheelchair, but routes

077have to be completed, but we do n't have any cuts in that, but all of this includes special education transportation. Yes. Any other questions? A motion to approve the 13.15. Motion seconded. Seconded by the centron member. We passed. Lisada e miembra estudiante. Yes. Me. Cintrón. I. Mr. Chrisfield. I. Uh, yes. Hey, Miss CKfield. I. Uh, yes. And Miss CKfield, yes. Let's move on to the board's communications. Let's start here with student member Alisa Sabnet. Good afternoon, good evening. There's a lot going on at Bill Flor, so the dates might be quite busy , so please excuse me, but before Easter, the RSB was a conference in the Bay area for Castle. They stayed there for three days and were given recognition for the outstanding leadership program. This is the second year they've won it. They

078were able to present one of the big events, which is a bus where sixth graders can come and get an idea of what happens when they arrive. It's exam week and it was awesome to have burgers for the 12th and 8th graders. Well, to make the exams easier, a little bit of fun is offered to the students. Yes, we had Soor's fundraiser from the senior students. It was the first year, it was super fun and although it was cold today, yesterday, I was lucky enough to be able to do it on a warm day. There were three prizes we could save and we also had the option to add ice to the water to make it colder and our class ended up getting a little over $ 0,000 for graduation activities. And we got to

079the Link Crew, The Sports Captain, ASB organizations and our favorite teachers. Uh, the Burgery people also went on a trip to Hao and Hawaii and I think it was uh great that they were able to go too. Insamble also went to YouTube for their Ensemble journey where they were also able to perform in six schools. We have a high school dance, it's called Falicious, and it 's pretty cool. And then for the penultimate and final year, PROM is about to happen next Saturday. Next Thursday is session day for senior students. The good things are coming to an end. From there we'll have breakfast, and I'll also have exams. I'm lucky enough to put together graduation, promotion, quite a celebration, all at the same time, to celebrate our teachers soon. The student group is going to

080create some posters and add good descriptors to show our teachers that we appreciate them. Final exams are coming up for eighth-grade students, and during graduation week they will go on a world trip. It's coming to an end now, and that's a great relief. Thank you so much. Thank you very much, Board Member Armstrong. Well, good night everyone. Everyone who is in attendance, and I along with my colleagues, thank you for your attendance and participation in this process. I've been quite busy being a mother to my graduating student, preparing for promotion, graduation, and finalizing which university she's going to attend. Oh my God, it's my last one, so good for me. Uh, that's what I've been doing . I hope everyone has had, I don't know if they celebrate Easter or not, but if they did

081celebrate Easter, new beginnings, all that it means to those who practice it. And this is also the month of Jewish heritage. If they do something in the classrooms, in the halls, that would be great. And also our awareness of the genocide that occurred. This, that is something that will also happen this month. I'm trying to stay healthy. Thank you for the hot water. It's what I need to take so I can be here without coughing so much . Well, that's all. Finally trying to figure out which university my baby is going to attend . The promotion fight is ready, you know, I'm very excited, a very exciting time for me. I am enjoying being a mother right now . Thank you. Thank you, Member Armstrong, Member of the Central Board. Okay, thanks. So hopefully everyone

082enjoyed their spring break. I would like to let everyone know that I attended FBA as a board member. Do you remember? It feels like it was a long time ago , doesn't it? Okay, do you want to comment? Well, I really enjoyed it . It had so many different workshops, a different variety of topics. I did quite a few of the safety workshops when I attended. I have a lot to share with the security committee, knowledge, training that I can share, I was also able to participate in the workshop on capturing the hearts of children to never return. And I must say for those who have n't attended a workshop, I think this workshop was usually quite long and we had a synthesis in two days and it was the most trained, very nice, we

083enjoyed it quite a lot . Many cabinet members and teachers also enjoyed it. The board also, if they can possibly attend, truly reflects on how we can help and support students in the school field. Mental health by creating a positive culture in the school field by continuing the positive culture in the school field. If anyone has a question, I'd be happy to share the information with you. With great pleasure. I also want to attend the BTA Carry awards ceremony, congratulations again. I'm going to be attending the coast-to-coast trip with many colleagues who are here and some cabinet members next week in Washington DC, so I'm really looking forward to it. I ca n't wait for the date to arrive to talk about things that are affecting our schools, the school district, to see what the

084plan is at the federal level, what we can do to advocate for our district, and in conjunction with the other districts around us. I don't know where else to put this information, but we can. Some people have contacted me, so I want to share if we can post on social media about the days we'll be having our meetings. And meetings, and the link is just a reminder. A call to parents who are members of the community: if you can't attend, you want to see the link. I realize, for those who do n't know, the link never changes. I'm looking at one of these cameras; the link never changes. It's the same link for every meeting. If you didn't know, it took me a while to figure that out too, but I know the website exists,

085but apparently there are too many clicks to get to the link. If we can put it further forward, make a two for parents who are driving or in the car, they can listen no more, just click and they're not on their phones while they're in their car. I think that's all for me, for me. Can I add anything to what you said quickly? Quickly in the Friday memo, which is sometimes a report that comes out on our website, if we can put it in the memo on Friday to let the community know about the board meetings. I don't know if Sintron member, if she can, spoke of capturing the hearts of children, it's something very brilliant. He's going to talk about M CBA MSBA. This, we talked about how to share the information we have

086at these conferences. I know there's a place we can put it, but if there are posting forms, requesting copies, giving the rest of the board, maybe it's an idea how to take the great information you guys got and how you share it with us. If you have any sheets we can copy. Amazon member, please continue. I obtained information on how to create conditions, uh, with a budget, uh, for special education. It's a blueprint for MBDA. I did a workshop about air. There is something to do with air quality. I need to share them with you in order to apply for a grant. They are trying to distribute money. Air quality is important here in Southern California. I did something about the future of schools. I have all this information again. and the desired work is

087quite a lot to make our voices heard. Well, I have quite a lot to share. We'll share all of that with you through that link we can share. They can be printed. I think it works like this. There are slides, but there are conferences where you go, where there are no slides, but sometimes there are files or reports that they can give. I do n't know if the staff can think about the information we receive in conferences, because there are good things, but we can't always have experiences with it. Yes, you can bring them and put them in the electronic folder, in the electronic folder. Uh, to distribute it. Yes, we can do it that way. Yes, that would be great. We can use that if we want to. Crechfield, thank you Madam President. Thank

088you all for being here tonight. He's fallen asleep twice, but he's okay. The next ones are here. A quick summary of what I've been doing, PTA's reflections. That's always a great event to see all the students working. The Athletic Foundation meetings, the meeting on April 2nd, I went to the wrestling event, Mayifer's event, and I went with Deberariano, the Lew councilman, who had a one-year anniversary dinner, so I went to that . I also had a trip to Vegas for the Broadcasters National Session . It's all related to marketing, and the good thing about working at the university is that sometimes I'm doing personal development, which also helps inform decisions and initiatives here. So, very good things. The Legislative Committee and YMCA Breakfast is a great event. It's difficult to get out of the parking

089lot there. Hey Star Wars, hey, Star Wars accolades. Hey, awesome. Kerry, I couldn't make it to the event, but I just wanted to say thank you for everything you've put up with and all the work you've done. Always appreciated the conversations and collaboration. I know it's not easy, but I appreciate your sacrifice and your willingness to take on that role. Oh, I also stopped, I went to the YMCA in Bellflower. I said I was going to go and do a tour of the facility, but I didn't do it until this week, so it was great to see our students there, enjoying the facilities; it really puts things into perspective. One of the things I do want to mention with Mayfir Fields, I know the topic came up in a council meeting and one of the

090things I think we 've worked very hard on is being a collaborative partner as a district. We came here, and I know my colleagues agree that one of the things we focus on is communication, transparency, and collaboration. And the Mayfal Fields project is a great example of how, even though it's our project and not the municipal project, being a good neighbor and a good partner is very important. So the best thing, the more we inform it, is something reciprocal in the long-term relationship, because maybe we communicate with our parents, but there are many neighbors who live in this area and maybe our postal service, but the stadium is a great benefit and an asset in the community when it is actually there and they should be part of the conversation. So I encourage you to

091collaborate, and I know there have been meetings with staff and discussions with the City Council. I know there have been some very positive conversations, but I think the missing piece is communication with the neighbors in that area. They're the ones calling with complaints or a bit of anxiety about what's happening. We know the process is underway, and I think we've done a good job updating as quickly as possible because there is some uncertainty. But the fact that it came up there suggests we might need to communicate a little more and make sure we're good neighbors in this process. Also a little bittersweet. Congratulations to coach B, as he has taken on the role of lead coach in service. Yes, it's a loss before, but I don't forget the time and investment I've made in this

092program at the school site with the wrestlers and students in general. I think I've done a great job on this program. It brought a level of prestige to the program and the district. And I just wanted to say thank you to Coach EB for everything he's done for this program. I know he's leaving it in a better position than he found it, and I think there are going to be some good coaches coming in, so I am optimistic about that, but I think it's very important that we do the best we can as a district to retain the top-level coaches. I had a great, very long conversation with him , but sometimes when you work in the district for so long, some of the problems that keep coming up are sometimes the last straw ,

093but it's very important to talk to the people who are going to the district and find out about their real, frank experiences. We have like an exit interview, right? Not at the moment, but it's something we must do. I feel it would be great when people are already leaving, they can be quite honest when they are about to go and find these things that maybe they have come across , I think it would be a very good practice. I'm no expert, but if we do it I think we would get very good information and in the future it could help us retain talent, but I'm optimistic about the future. It is missing in this district. Next up is a trip to Washington DC. I'm really excited about that. They told me not to have such

094a big party. Uh, I'll be good, but when we get back to the Ro McDonald house in Long Beach, the kids' walk. My family goes out every year to support my daughter Victoria's team . If you want to register for that, it's on May 3rd at the Pike, at Rainbow Lagoon. At a big event, supporting the home and the children will also mean I wo n't be here for the May 8th meeting; I'll be away for a couple of weeks . The diocese is in good hands, I know, but that's all. Thank you. Thank you, Kirk Kchfield. I don't like to say Kirk, but I'd rather say Kchfield. KK Kchfield doesn't work out well for me. Vice President Garsa. Thank you, President Stuart. So I was able to meet with our staff members regarding certain

095matters and KTfield, this meeting with Lions with district representative of the Alliance pardon and district members, board chair, the Legislative Committee with superintendent Lisa Acevedo and again Kirk Kirchfield. And I was also able to attend the PTA Reflection Awards, the Star Awards event as well, and I signed up for the PTA Hu Awards. I was n't feeling well, excuse me, but a very well-deserved honor for Carry. Thank you so much for everything you do, for our students, and thank you to the parents of students as well, because we often find you giving them guidance too. Thank you very much. Thank you. And I was also able to attend the flower open house. An important comment about this flower open house that I attended , because the committee can remind me how to say, uh, the

096facilities and registration committee in decline. We went to Sendigo, they look at a lot of schools there and we had a good time watching good programs, great programs there. One thing I hope we can continue with, along with Kirk Crackfield and most of our team members, is to go to our own schools to see what programs we have, what gems and positive things we can create. and brilliant things are happening in our school fields and flowers are one of them. When I went to see, I saw a lot of intention in how the teachers worked with the students, they were guiding them to do these projects and it really looked like project-based learning. At the end of all this time they were instructed, yes, it merits the standards for that project-based curriculum . I don't

097see it, I don't know how the program is programmed or set up, but I want to learn more about it. But I can tell you that the students were very happy introducing us. Many of them used many of the rules they were learning, so it's something we can expect to see more of soon. And I also just wanted to say , sorry, I'm a little tired after a long day. This announcement to high schools is about Robert Garcia's art competition with high school students. Yes, they are inclined towards the heights. Do you want to participate in the program? The date this must be delivered is April 28 at midnight. Not much time, but if you really want to do something like this, it's definitely an opportunity to showcase your art. Thank you so much. Good

098evening everyone. Thank you, Vice President Garson. Good night. I met with Master Ebard, Mr. Palacios. We look at the curriculum in your classroom and after-school enrichment classes. How will they use this artificial intelligence in the future? I want the students to present, I spoke with Acevedo at a meeting or committee, because it's nice to see the students know quite a bit about it and to be presenters in the future for the PTA Reflection Awards. Congratulations to the winners, thank you for what you do PTA for students. CSA President Michel Crear, we talked about employee policy, upcoming educational changes, and how we hire for specific jobs. It was always good to meet with them at Dodger Stadium, appreciation of historical masters, Mr. Frong, the ugliest loss in Dodgers history, but it was great. We were with

099family and friends that night, but we did n't applaud the Dodgers. Last Saturday I supported Luna at the Grand Prix. It was great to see, but I spoke quite a bit with Congressman Garcia about the state of education. Rex Richardson, Mr. Luna was in attendance. Mayor of Long Beach, thank you for the invitation. I want to collaborate more with our business partners in the future. Star awards honoring classified and certified employees, year of the year, employee of the year. Congratulations to all of you. They are fabulous, they are the stars of our district. We thank you all for the work you do for students and families. Once again, thank you all for bringing this together with the staff and the H Awards with PTA partners last Wednesday. Congratulations Kyry McDaniel, our PTA president, for winning

100the award and representing the district. He also works hard for our teachers. He's the perfect person to win the award. 100% relating to being present isn't the most fun part. Thank you for everything you've done, we're going to miss you a lot. The Bravo Awards. I attended early today. Event Congratulations Cindy Weeks of Woodroft. She was instrumental in founding and establishing the wellness rooms and I appreciate her approach to supporting students. Bellflower students also won awards for essays on how to improve life in our city. It's very nice to see that they received those benefits as a whole. I went to see the exciting work they did with the national anthem, our orchestra. I always enjoy seeing them too. After that I spoke with and had an exclusion at the fire museum. Uh, I'd never

101been there before. I spoke with Ernie Ramirez. One of the museum's really cool features is retired firefighters. We talked about partnering with schools, organizing excursions to visit the museum. They run excursions for students and there's a grassy area behind by the railway tracks. It's a very nice area to take classes in. Students C Apps, Mrs. Acevedo already sent that request to Mrs. Whitney. Kell Apps, May 10 from 10 a.m. to 2 p.m. They're closing Bellflower and doing a... you'll see, there's going to be a celebration for Fire Service Day, a very nice event, special guests, special vehicles. Does anyone want to come? Saturday, May 10th, from 10 am to 2 pm. I spoke with Jena from the Bellflower Women's Club . We talked about something I didn't know about called Pinwill for Prevention. I don't

102know if you know, but we talked about something late this year, but I told her that whoever is president of the board next year we can collaborate with her. Perhaps the signifiers of Blue Pin are what you'll see in the city soon. They are there to recognize and provide information about child abuse in each community . When you see the pins, like the ribbons used for cancer information, a new symbol that started in 2008, I read an article; it provides information and gives prevention information. Perhaps we can form some partnership with them in the future. Next week I received many calls about this staff, how to hire. We're going to talk on May 22nd about... it's important to talk to the site administrator. We conduct surveys, we send them to the community, please take them,

103use your voice to let us know. We'll talk about that when we talk about Cap on May 22nd. If anyone else. Robert Garc team. I am very excited for the board meeting. The closed session is coming up , and we will see what further actions will be taken in the open session. Thank you.