MCS Special Board of Education Meeting 2/24/25

001e e okay prior to beginning I'd like to refer anybody who needs translator services to miss Paulo valua at the podium thank you hello thank you for M quick links thank you thank you missua I call this meeting to order at 5:30 use my fist is a c there uh welcome to the modesa city school special board meeting February 24 2025 um this meeting is called to order just like I did just a second ago uh roll call trusty Brown is absent today um trusty Dy trusty Irvin truste Lopez truste marks vice president Mia will be here and president myis is here let the record reflect that we do have a quorum well good evening everyone this is open session meeting of the Board of Trustees being live streamed at the direction of the board

002the live stream is available on the district's website and the recordings will be available for viewing the day after this board meeting MCS has provided an opportunity for the public to provide comments is outlined on the agenda the public has been given an opportunity to call in and leave a voicemail send us a comment via email or appear in person before the board any public comments receive via email or voicemail following the posting of the board agenda and prior to noon the day of the board meeting will not be read aloud but have been transcribed and printed with copies provided to each board member prior to the start of the board meeting and are available to to the public the voice and email public comments will be attached to future board meeting minutes for approval

003this practice will continue until further notice for members of the public that are interested in commenting in the future we welcome your comments all right please stand and join me in the Pledge of Allegiance thank you all right do I hear a motion to approve the order of discussion item and action items one motion motion by trusty Dy second by trusty Lopez all those in favor signifi by saying I I any opposed all right that passes unanimously all right our special um board Workshop today will start with a report on audit of management positions and organizational development um Dr naguchi thank you you there we go yep it's working all right um good evening everyone it's great to see everyone um here today for our kind of brief uh board meeting but really it's just

004really focusing on two areas one of which um is listed right up here is the audit of management positions and organizational development so thank you for joining us this evening you know last November I shared that I would return to the board with a history of management presentation the purpose of this presentation is to give a clear understanding to the board and the community of where the district has been and where they see themselves moving forward in the near future as cinet and I began preparing for this presentation we Qui we quickly realized that this task was much bigger and much more complex than just reviewing position position controls as such we changed the title to an audit because actually that's what we ended up doing I thought we could get this meeting done in

005a in one meeting time and we met four different times the last Friday for um another two and a half hours um while we had a lot of fun in that that those meetings we learned a lot of about our system and we'll talk a little bit about that there are several key factors um that made this particularly challenging one over the last seven years our district has undergone significant transformation much of which has been positive for both the students and the staff and our community as a result positions have evolved over time reinforcing the idea from back seven years ago when I said that everyone has a place on the bus you just may not have the same seat on the bus many of the positions have been discontinued or reclassified to better align

006to the evolving needs as we as we discovered them we discovered that historical position control uh records were somewhat misleading because some of the positions that were on the book for any given Year may not have been filled or may not have had um a direct connection to um a fiscal alignment as a result we took a deep dive into position control control and fiscal Services audit ensuring that our funding for all the positions is properly accounted for because of this work I'm I can confidently say that we are in a much better position today than when we set out about a month ago when we first started this um presentation this presentation reflects the most accurate information we have and our systems for tracking and accounting have significantly improved I will frame this report

007under um a broader theme of transform ing our school district because really we're going to go back four seven years and look to see where these Transformations have taken place um given the success last year that we reported out at the beginning of this year and our positive midyear review I think everyone in this room can agree that our district is heading in the right direction as it relates um to our students and their progress um while there's still much work to be done we we are on a pretty good path one key concept that I want to emphasize today is is a distinct difference between restricted and unrestricted now I've thought about this a lot and I kind of put my teacher hat on oftentimes we talk about restricted dollars and still there is

008some ambiguity to restricted dollars I want to tell you a story I have $50 and I'm going to give it to Abel my son who's going to go buy a present for his mother now his father I guess um $50 to go buy a present he has to use that $50 on that present it's restricted to buying that present right if it was unrestricted I'm giving Abel $50 go spend have fun do whatever you want there's the difference so when you see references to restricted dollars there is a tight hold on what we can spend those dollars for and unrestricted it's not so that's going to be part of the conversation today all right I didn't do well with the able my son as an example but I think you guys get the point um

009understanding this will be critical um as we the fiscal strategies as we move forward um I am looking forward to this presentation cabinet will be part of this presentation as we move forward um as we go through each of the years on what the identified needs were and then obviously what the positions were that we had moved forward so to start all of our presentations we know we grounded in a common Vision this is a collective Vision that we have all agreed on actually is board approved that we ensure that all of our students graduate with the skills knowledge and character traits essential to thrive and I believe this work directly aligns to this additionally we have our goals and this has kep kept the coherence within our district over the years this is the

010third set of goals as they have evolved over time um but it keeps us focused and consistent as we all move forward and this is all something very familiar to all of you so our agenda tonight we're hoping for this to be a 45 minute presentation at which time we're going to turn it over to Dr Frasier who is here and we welcome her um in um in in the the room tonight I'm going to start with a general overview and ground the presentation in instruction because that's why we're here we're here to provide solid instruction for our students I firmly believe that the central office exists to support schools that's our fun that's our sole fun function as a district office as a central office to provide direct support to teachers staff administrators parents

011and our community I will frame each year with the identified need we're going to find that the identified needs changed over time um and then um cabinet will provide some um information about each of the positions I will also provide a little a little information about compensation studies and what were the reasoning behind the compensation studies and also give you the opportunity to download and view those compensation studies not only the report itself but also the board presentation where the compensation studies were ultimately approved by the board so with this this one I'm going to take about four or five minutes to go through um when you think about a district and you think about transforming a district there's key elements that go into play when you're looking at Large Scale organization and moving it

012forward I'm going to go through the six key elements then I'm going to go back and give a little a brief description of each of them first off for you to be for the district to be high performing and to be able to transform you need to have a vision on student learning and instructional Improvement you need to have a system wide approach to this instructional Improvement you need to have solid professional development for everyone in the system from the the uh the um administrators to the board to the teachers to classified you name it everyone's working together to fulfill this Vision you also need to have data which you're going to hear over the next couple seven slides the building of a data system but also using that data system we can't rely on

013our Instinct we have to rely on data leadership is essential from The Boardroom to the classroom and then lastly and this is something very important change takes time we've transformed the district collectively together not central office not me not the board collectively together over the course of seven years and we've seen that in our midyear report and our end of year report last year at the end of or at the beginning of this year so first off our vision is focused on student learning when I was first hired in 2018 I was was given three key priorities but before I walked out of that room I knew I had to one take a look at reducing the declining enrollment that was clear that was in the interview that was that was that was stated the

014other piece was we needed to increase student outcomes from El to CTE to literacy to ourmes to dual enrollment but we needed to look across the board and increase student outcomes and we needed to increase parent engagement because the board was committed to engaging parents in community Community because they know they are the backbone to our Student Success I then took took those U priorities and I began listening and learning I went to multiple groups multiple Community groups um all through the schools and I learn learning what folks believe was working what wasn't working and what were their suggestions in moving forward and we also did a data dive we took a look at the data that we had not much at that time but we took a look at data and we began to

015formulate what we would later see as our district goals lastly that year and this some is something that's very important we did Department analysis we had outside agencies come in and do a deep dive in four different departments which you'll see later and they made recommendations given industry standards in that particular area Special Ed Ed Services Business Services what would they recommend keeping and what would they recommend changing ad modifying or adjusting from those Department analysis we then made three-year road maps for each of those departments all of which have been fulfilled and I'm going to put a side note Mr zley came to Friday's meeting with the binder of all the department analysis and he happily said I've successfully done every one of the recommendations and there were pages of recommendations so I'm confident

016to say that that has made a difference systemwide approach to in improving instruction the beginning the third year um we came up with a clear uh road map not road map but instructional Vision we call that the instructional core and you guys see this across the district as in in many of our classrooms and that is just this um this graphic this was our instructional core that was the what how do we achieve this we came up with an instructional road map again collectively together teachers um across the year developing this plc's invested a lot of time and energy and thought into supporting professional learning communities um through common assessments curriculum and specific um instructional strategies we've invested largely in professional development I think it's um I look back over my seven years I want

017to I know one of the key tenants for my leadership is building the capacity of yourself knowing where you need to grow knowing how to support and help others grow and then knowing how to get a collective to grow and you'll see those those bullets listed there and you have a you do have a handout on this districtwide professional development was in Institute instituted uh 1% for everyone within the district provide targeted professional development and the early years it was targeted on um equity and instructional strategies and then also building our teacher support systems and our admin support system we brought in-house um induction for teachers rather than having induction out at uh the county office we brought it inhouse to be able to support our our teachers building our Data Systems Mr sulen and

018his team we've gone from from Excel documents to next year we're going to have Predictive Analytics it is a game Cher and we are at the top of the state relative to our Data Systems leadership really reframing leadership we all own moving our district forward and that is the board who has been fantastic in the governance workshops and the governance work that they have done together the central office working on themselves and others and their teams and their departments labor Partners being brought to the table and working together collaboratively in it in the effort to help our students succeed principles moving our principles from managers being managers of these little cities into instructional leaders you have to be a good manager that's just that's just assumed but instructional leadership is something to be explicitly taught

019teacher leaders not only coaches but our teacher leaders um working and supporting the plc's and also our parents significant work in empowering our parents and providing them the tools they need to be able to help their students and then lastly committed to transformation over the long haul you can't you can do anything but you can't do everything if you do everything you're not going to get anything done so there's things that we're starting just this spring where folks are saying why didn't you start that five years ago five years ago we were in covid so we have to put that into context too but you can only do as much as the system is going to allow and so this board thankfully recognizes that you are very strategic and thoughtful and stay the course and

020that's part of the tenants for this these elements of moving a district forward you'll see at the very bottom Works sited this is 20 years old 20 years old that um research showed different elements needed to be in place for a district to move these still hold true today we've add modified and adjusted a little bit of them but they still hold hold true and I've been using these same tenants for many many years with that said now we're going to go over each year and I'm going to start um and then um I'm going to turn it over to Cabinet to be able to provide some insight first 1819 that was my first year the identified needs was to increase an instructional Vision I remember talking to principles and principles just said let's what

021are we focused on where where's the North Pole where's the North Star where where are we going so we knew that we needed to develop ultimately this which came a couple years later it was it was stalled because of um covid decreased decline enrollment we have done that um build a support system for English Learners when I got here there was a single person that supported English Learners and it was around FIS it was around the fiscal and it was around title four it was those dollars we've now built out an eel department and I would encourage us to continue building out this eel department and you're going to see this in multiple years we have a third of our students that are English Learners so it's important to be able to work to support

022um expansion of before and after school um improved timeliness of Maintenance operation increased imp parent engagement opportunities more efficient hiring processes would take months and months to be able to get through that process develop a system to build the capacity um of everyone within the system that was just initial the first year initial needs and there were many more but these were the highest leverage and then lastly um I spoke about U the department analysis and the needs that were identified within the Departments really around operational efficiency so if we can provide better support and more timely support to our schools our students were would would benefit so in that year you'll see the the positions hired um we hired uh two positions at the cabinet level one was curriculum instruction the second one was

023a chief communication officer we knew that we knew we were doing a lot of great stuff but we weren't getting the it out into the community so we needed a chief community ation officer to be able to help and support marketing of the school district and so that's where um this position came about the other position which you'll see the next year was technology we knew that we needed massive work on technology and I can say we still need work on technology especially in the area of our fiscal operations but that'll be for somebody else to tackle down the road um but it is a need um and then I'm going to turn over Mr suon the other two additional ones so the other two technology ones are cyber security and help desk the purpose

024of the help desk was course is increase continuous Improvement through a customer service driven to the classroom in the school site um just recently we did some surveys that showed that we had good uh response from our customers that the service at the school site level was doing real well but again we always look for where can we do better so that's what the focus of that position was back in 2020 and still to this day the other element is cyber security and about that same year the industry switched gears I call it a paradigm shift education alone Across the Nation was paying in excess of $1 billion a year in cyber security attack costs that's not just the ransom that they would pay to these hackers it was also the cost of doing business

025increasing your infrastructure hardening it so to speak and having the right resources so that was the driving factors for us for those two positions I have the next um bullet on on the positions hired is accountant of capital funds um business Services created the account and capital funds position to replace uh an eliminated position manager of fiscal Support Services um that existed in the prior year uh 201718 uh which is why the position net change is plus three uh instead of plus4 in 201819 we added three management FTE over 201718 uh and zero of those FTE came from restricted funds as noted at the B bottom of this slide thank you Mr jley in 201920 the world changed but we did have up to march to still continue this work so um that we were

026continuing to build our systems to support but then we closed schools in March which literally we did an about face with the work that we were doing and we had to work and focus on providing education differently but I'll go through the identified needs first is to build out the professional development center to ensure that every one in the system from janitors to principls to board members to cabinet members to teachers everyone had targeted professional development that supported schools to support the 1% initiative that the board had approved we began our um data system development our student information system and then later once we closed we needed to do the covid online learning management system in addition to getting 15,000 computers in the hands of everybody all the students and and parents we began developing

027our El Department increasing enrollment strategies I knew that declining enrollment was not a one-time fix it was multi-year strategy so increasing um the strategies for increasing enrollment was one um beginning of um expanding our before and after school program what we found and when we surveyed um and doing the look listen and learning Journeys is that many parents went to neighboring districts because our schools didn't start till 8:30 or 9 so they couldn't bring their elementary students to school so we expanded all our elementary schools out um so that parents had that opportunity in addition to expanding CTE um expanding CTE Pathways providing will you help mer expanding um CTE Pathways such that we could attract um our high school students from within our County to be able to help um to expand them to

028the different programmingsoftware we need to increase um employee retention that first and second year I was absolutely amazed at how many interviews that we had to do for um primarily site administrators and also central office site administrators did not want to move to the central office because the compensation was the same one secondly our site administrators were paid significantly lower than other areas within the county and so we would lose them we would train them and we would lose them so really needed to look at how to Shore that up and we'll talk about compensation study later um we needed to increase the classified and certificated pool my first and second year here there could be a day where you had 40 or 50 vacancies because there wasn't people there to be able to substitute

029so uh we've done significant work there because we don't have that shortage anymore and then lastly there's the cyber security so positions Chief technology officer um as I had mentioned before um and I'm going to turn it over to Mr Rich yeah so as as noted in that year here uh we really started the dedication of uh a professional development center aimed at enhancing student outcomes to support all students and all Educators and this initiative included the formation of an English learner service team to provide a more robust service for English Learners so that's where that director 2 El position comes into play as well as the executive assistant that were added for uh the cabinet positions that were added the year prior U and then in March the focus really shifted as as Dr

030nuchi stated to Preparing teachers students parents administrators for that for distance learning which involved the introduction of one toone Computing devices at the TK through sixth grade level for the very first time uh I think next is Mr Henderson yes thank you Mr Rich um most Cabinet departments got one Department analysis we were lucky to have two Department analyses back in 2013 and 2018 it was prior to Dr nuch's arrival and then another uh but the themes of the recommendations um were to improve the effectiveness and efficiency of the HR operations and we were fraught with uh slow hiring timelines as Dr nuchi earlier encumbersome process also U just in our bubble of Modesto and um kind of used to traditional practices and not really expanding out to see what might be different practices that

031are um best practices in Industry so this position uh senior director Talent acquisition employee retention focused on proactive recruitment strategies aligned with those best practices is in Industry Performance Management Systems uh compet Competency Based hiring process did some work on classification and compensation do job description reviews and and also a lot with data systems and mon uh monitoring uh and that was about the time we we started to do deep dives into the district and board's um emphasis on the diversity of the workforce this coincided with the Department reorganization also involved our our classified staff Mr zley thank you Mr Hendry uh the director One internal AIT position was created and added to evaluate business office procedures and analyze efficiencies and accounting and payroll operations and to provide self- auditing processes to help identify errors

032the annual audit findings of school student body activities have decreased year-over-year since this creation was uh was created so yes just to bring some clarity for the data analys position that was in the prior year that was part of a gap analysis to see where we're hitting the data uh in terms of the classroom and the School site level what were the gaps that we had that we weren't providing data that needed to be done thus that next year in 1920 we brought on an accountability coordinator the role was for that was to interpret help in interpretation of the data and bring in that data alive both for administration and then eventually added the school sites and then we hired the coordinator of student Support Services back then uh there was a need to develop

033a districtwide Intervention Program done after school so the coordinator was brought on to do tk6 reading initially since that time the program has expanded from tk6 to tk12 now does reading mathematics ELD and enrichment at all different levels and I already did the foreshadowing on the cyber security so I'll turn it over to Mr zly thank you um director One Security position was created to supervise um the nine-person team of school safety officers uh and it came from the elimination of a supervisor maintenance and operation position in the prior year 201920 um so it is not included in the position net change uh the net change of positions for 201920 over 201819 uh was 7 and a half FTE um and zero FTE coming from restricted funding sources all right moving into 2021 this was

034a year we had hybrid so Elementary went to school two and a half days high school was still at home until the spring I can't remember which month that was um so really we were deep into distance learning and covid we were fraught with quarantines and 10day stay home and and lots of lots of illness and sickness both um individually but also um as families um our identified needs there was really working with everybody in the in the area of social emotional needs for tk6 students and their families um support was ongoing for for Behavioral challenges that we had both on the camera and in the classrooms when we had them um supporting teachers navigating their new reality it was very difficult to to look at student achievement when we were teaching to a large

035degree half the time or even more than half the time um through the computer we had a bus shortage a bus bus driver shortage at that time so we really um looked at um creating a training program for our bus driver so we no longer had that bus driver shortage which we now realize today looking at expanding early ECE early childhood education because we knew that if we could get those young students in early then we can keep them again going back to that declining enrollment constantly looking at that um original um goal offer inhouse teacher induction um moving away from sco um again this this was the year that we actually got from the state that we could do that um on our own and then increase students with disabilities we've had a massive

036expansion of students with disabilities specifically um in the area of autism since my time I believe we have 16 additional classrooms since I started with that comes also um a need for um a need for support lastly an in-depth support in our systems applications and networks so when we talked about building a data system in network that doesn't happen overnight that's happened really over the course of right now seven years and next year we're going to be in tune to to have Predictive Analytics which is going to be extremely powerful um so that continued to move forward as well so with that I'm going to turn it over to Mr zerle yeah as mentioned by Dr naguchi uh my identified need that year was to establish a training program for our school bus drivers uh

037I started in the district in uh 20178 uh and the transportation department um has undertaken a constant review of management Staffing and job descriptions to better serve the needs of our students a training and safety operation Supervisor was created uh to monitor the required uh annual training of existing bus drivers in addition to providing classroom instruction and training to prospective bus drivers the senior operation supervisor position came from the elimination of a shop supervisor position in two 201920 um so it is not included in the position net change Mr rich thank you uh next there you'll see some e positions so our ECE program received a directive from the county stating that without significant changes the program faced a risk of elimination so uh these reforms Focus particularly on program management and fiscal oversight so

038the addition of the two management POS positions has directly addressed these directives aiding in the transformation of the division to becoming a uh really a state model the introduction uh now both of these positions are funded through the ECE uh restricted funding the introduction of an in-house induction program as Dr nuchi mentioned allows a district to offer tailored training to new teachers as they work towards clearing their credential which is uh they have to do within the first uh several years of their of their employment this initiative also serves as a recruitment initiative enabling teachers to clear their credential at no personal cost uh prior to this the candidates would have to go through the county and spend thousands of their own dollars to to clear their credential the supervisor of special education as Dr

039nuchi said really in all years we have seen a steady increase in our students with more moderate to severe disabilities and with that comes a need to provide a leadership a b direction to the staff as we continue through that program the other piece back then it was about that time that there became uh some increased requirements from the California Department of Education so we basically traded out a program manager position for a supervisor of special education and on the position here we have senior Network systems engineer one of the elements is depth of Staff what we're finding that at that point in time we didn't have depth of staff so we were relying upon one person if they're out sick or on vacation so that was part of it and earlier I mentioned the

0401 billion that was a number annually that I saw could I really believe that it was 1 billion I actually found three resources on the cost of security if you do not do it right what it can mean to your organization the second Catalyst for this was the data systems which was mentioned earlier just the complexity of it as well as the depth of staff and finally this is the biggest Catalyst that was this position when you double the number of devices on your network more things happen more traffic happens so we went from 12,000 computers to almost 30,000 33,000 computers just kind of overnight and I know the teachers in the room remember that that time in our lives the other aspect of it is complexity that I mentioned earlier we have over 15

041million emails every two months that's like seven and a half over half of those are virus related or they're nefarious emails potentially or they're just junk mail so we have complex systems and that gives you an example what's been building up in the industry as well as what we're all dealing with within our home environment too all right coming to 2122 this was we opened schools with everyone in the schools and we thought we'd arrived CO's behind us it's in the rearview mirror and we found that I would say this is probably my hardest year in education was 21 22 because once you start school while you can while you can Teeter around the edges as far as hiring folks to support you really need to do that at the beginning of school when you're

042starting school and you'll see that the next year so we all returned to school um developed new programs we had a lot of Co dollars for new programs elop for all of our ENT all of our elementary schools um mtss at all of our elementary schools we had an equity Focus so we hired an intervention specialist to ensure that our Equity recommendations the equity task force um the recommendations were in fact realized um parent ambassadors was expanded MVA went from 90 the before covid to now 2,000 so we literally had a high we had a a school that was as large as our high schools continued with Health Services support we still had to do testing and vaccinations and all the different things that went with covid major social emotional supports really with not only

043our students and our parents but our staff there was a lot of deep need with social emotional we needed to increase our newcomer supports because our we saw that the learning loss with those those students um was even more significant than others in addition to we were getting more students in Title 9 UM reared its head that was the the year that we U there were a lot of laws and regulations around Title 9 and then our sustainability efforts where we expanded greatly expanded um our sustainability efforts not only in Green Engine Transportation yard solar projects but it began to get at the school sites as well um so with that I will turn it over to you yeah elop came as a direct result of changing in funding for after school programs so we

044went from I believe 12 sites to all 22 Full steem Ahead uh elop program supervisor provided the direction and Leadership to back then the nine coordinators we had as we started to see big increases in the number of students participating after school equity and intervention specialist has been instrumental the equity audit's helping to guide and shape a lot of the work that we've done in the last few years the coordinator of parent projects and ambassadors provides that needed ongoing training and support to really connect our parents and give them another opport opportunity form relationships tell them of events etc etc and the director of Health Services really was that was an intense time when it came to health related needs but on top of that um there was also a need through intercession and summer

045school programming to have an individual who could provide leadership and support during summer school and the various intercessions and the administrator of Special Projects alternative education was due to the Medesto Virtual Academy our long-term independent study program going from under a 100 students per year year to serving over 2200 students per year in a long-term independent study we also identified the need to expand our g230 credit recovery program based on student needs coming out of covid as we continued uh other meaningful professional development for all employees it became clear that our focus on our valuable classified staff was insufficient so by creating the position of professional development coordinator for classified we're now better equipped to really support all of those employees as Dr nuchi mentioned as we continue to support our El students uh it

046became clear that the number was increasing at a rate kids to be able to uh get back to where they were prior to covid so at this this was the beginning of the year um so in this year um due to the significant learning loss and behavioral challenges you'll see that we hired a number of number of folks I'll let the team um outline that work we began developing our instructional Focus that's the um the what and the how for 712 we really began focusing deeply on the instructional leadership of principles what does it mean to support teachers in the classroom what does it mean to support plc's in the classroom um also again the those student behaviors we increase the inclusion of students in um the area of autism so this is where we

047start that that shift of um thinking about special education not as a place but a service um our induction of Administrators and I'll I'll let Mr Rich speak about this but significant savings for our administrators again a recruitment tool to get administrators into our school district expanded after school program um by thousands with the elop um and aligning it to our math program um and this is also the year that our high school um time changed so we were required by law to not bust um students prior to 8:30 at high school with that I will turn it over to Mr gdau yes thank you Dr naguchi so as Dr naguchi mentioned this year was highlighted by significant challenges at school sites which required additional supports for students through the introduction of tk6 and TW

048tk6 and 712 administrative supports we were hearing from teachers and the MTA as well as observing firsthand and then the data that tk6 student behaviors were a significant hurdle to learning in the classroom moreover students with and without disabilities required additional support postco as well as increased need for special education compliance and cust customer service so that necessitated the addition of our classified tk6 school support managers as well as the student services administrators at our 78 and 912 grade levels this was a direct result of the needs that I just just reviewed every elementary site received a school support manager and every 712 site received a student services administrator additionally we also had one tk6 VP position that was added that year based on our vice principal Staffing criteria at that time and then as

049Dr nuchi said this is really when inclusion started to take off and um supervisor of special education was hired the ases program site coordinator we had a um we had a contract with City of Modesto and police activities leaked we expanded over to somoma insulin and Lakewood with boys and girls club so we hired an additional coordinator to service basically the boys and girls club and I I apologize Bo any reference to any special education position hired expanded learning position hired they are all hired through restricted funds we added uh back after had been vacant for a year the uh admin of Special Projects English projects English Learners uh this position uh the main responsibility of this role is supporting the reclassification of English Learners as you can see over the last few years we've

050uh more than doubled the number of students that are achieving this milestone nutrition services added a culinary manager and registered diet diet dietician nutritionist to better serve our students nutritional needs U nutrition services is funded outside of the general fund and does not impact the operational budget um transportation added back a previously eliminated position to assist with daily student routing and the dispatch of buses and the risk management supervisor and supervisor of maintenance operations were additions uh from El from elimination of vacant management positions in 2122 the prior year for 2223 the net change in added Administration positions was 40 FTE with 26 FTE coming from restricted funds right this is last year last year I think was the first year we felt as though we were finally out of covid um we began the

051instructional Focus um uh implementation for 712 and began the tk6 development of the instructional U core and um roadmap we continued to build our data system continued to go deeper um with our professional development and also the training for our principles to continue the work around um instructional leadership um I'll turn it over to Mr Rich so the in-house induction program for supporting need teachers was expanded to include administrators so do the increased workload the coordinator position that we added a few years back was eliminated and replaced with a senior director an appointed senior director for cipd this role also this new role also oversaw the development and implementation of the new ethnic studies graduation requirement as well as our efforts through our Equity uh audit to broaden access to the gifted and talented education

052program or the gate program and the addition of one assistant principal 912 was to support medo's High needs due to the physical layout of the campus in addition to providing additional leadership support to elevate student outcomes this position is funded by learning recovery emergency block grant funds which are also restricted dollars there were also two and a half tk6 Vice principles added this year to support the needs of Shifting enrollment at several elementary schools it was also during this year we hired the five expanded learning uh site coordinators again restricted simply because we had went from 2,000 to 8,000 students served over the four years that elop had been there and um prior a coordinator was split between two sites but when you have some of our large sites having over 500 kids in their

053expanded learning program you didn't want to have somebody B bouncing back and forth so we dedicated the data dedicated them to the large programs so now we find ourself to this year which is full implementation of our instructional Vision um across the district for all additionally we have two community school grounds which require a manager for each of the grants and currently we have 15 um community school grants that we've applied for that we'll find out next month which would then require 15 more um administrators that's a requirement of that particular Grant so instructional core road map we're on our second year and first year and second year depending upon which level we continue to attract and retain um work those efforts with our staff and we've seen data um from HR that our retention

054um is going well continue to increase our data system utilization really looking at how do we best utilize our systems to inform um our plc's and the work we're doing in the classroom and then also fiscal monitoring in special education expanded learning state and federal programs a lot of money put into the system and we have to monitor that if not then you have findings and you have to put you you have to um give back money as well so there was a need for that and that was this year so I'll turn it over to Mr Herbst yeah as as was said the Community Schools coordinators really provide the direction oversight and support of the two Community Schools grants we have one at Joe Hansen and one at Elliott currently then moving on to

055the senior director of school leadership position and provides critical support and coaching to our principles and other site administrators we shifted the Staffing of one of our senior directors and cipd over to school leadership to support this move the alternative Ed pupil Services administrator at Elliot was added with Equity multiplier restricted funding dollars that are allocated to schools with high rates of non-stability and socioeconomic disadvantaged students and are used to provide services and support for those students as I should have mentioned earlier on a a previous Slide the addition of this 0.5 administrator of curriculum instructional support is a site-based title one restricted dollar position meaning sites choose to fund this through their School site councils through their title one site allocation next is director 1hr one of the responsibilities overseeing pre-award grant writing and

056Grant implementation which was relevant uh we received a teacher residency Grant um from the California Department of Education in the spring uh this position immediately began implementing that um and uh We've apply for expansion next year uh also with the expansion of elop we needed to expand our capacity to support expanding programs so uh is involved in supervising from the HR perspective that um expansion uh the creation and expansion of grow your own programs to build pipelines for internal MCS uh employment and also to support and expand the board priority and goals related to increasing the diverse uh diversity of the workforce but with particular emphasis on employee retention all right this is next year I'm going to turn it over oh no I'm not oh I just got one more yeah so data data

057data if you haven't heard that theme in the last couple of slides this junior systems was supposed to be an an regular anas position but we dialed it back because we're not finding people with qualifications so it's been very successful when we added this position it's part of also working through this nextg uh dashboard system that we mentioned earlier some of the teachers got a chance or all the teachers at the beginning of the school year to see the first version of this new student analytics system but it's going to take us to the next what I call the next gen of dashboard so that's what that positions focus on I'll turn over to uh Business Services Dr naguchi earlier mentioned uh Department analysis and recommendations uh the supervisor fiscal support position was created by

058the elimination of a vacant supervisor position from the prior year this was a recommendation in the 201819 department analysis uh and we waited uh to implement uh this recommendation until there was a management vacancy uh to collapse in order to create this position change in added Administration positions for this year was two FTE um with 3.5 ft added from restricted funds all right this next slide Mr Gau is going to take this is um what we're going to be looking at for next year okay thank you Dr nuchi so here we see the identified reductions for next year in 2025 26 which is the work that was done earlier this year as part of our phase two of the covid sunsetting funds process uh the following management positions are being reduced for next year school

059support managers at tk6 a reduction of 12 of the 22 positions student services administrators at the junior Highs are being eliminated and student services administrators 912 are being reduced from s to five uh I'll now turn it over to Mr zerle yeah for projected additions um just this month um we began transporting special needs students for the first time uh in our district provided by our district equipment and our District employees uh we ex we intend to expand that um next month uh in March and then we will continue to expand that um in August of next year for for the upcoming school year and so you'll see some positions here that um you've seen on other slides uh the first one is shop supervisor where we're since we are expanding our Fleet um we

060are now adding special needs vehicles um we're going to in essence over the next two to three years double the size of our Fleet um we feel the need to bring back a shop supervisor to help maintain our equipment with the added uh with the added responsibility of special needs Transportation um there will be two uh dispatcher supervisor router just like we have on the regular education home to school transportation side um these would be specifically for special needs pupils um and then an additional training and safety operations supervisor uh for the special needs transportation department uh the two dispatcher supervisor routers and the training and safety operations supervisor um will be restricted funding um from Special Needs Transportation um the student services administrator there's been a change called the California youth uh Behavioral Health

061Initiative not to go into too many specifics but basically it allows us to get reimbursement dollars for preemptive and intervention services that we provide at a school site both through private insurance and managed care so we received a two-year uh uh sum to hire individuals with PPS credentials with the ideas of expanding the workforce and getting offset for positions so that will be a two-year position that we plan to bring forward the Community Schools coordinators we recently applied for 15 of the Community Schools grants and one of the requirements in there for your application to be considered much like Joe Hansen and Elliott is an individual that's at the site classified management position to oversee the Community Schools portion of it so again completely dependent on if we receive the grant but it's there also

062and this is just just to put it there expanded learning we now expand it into the high school and it has expanded slowly but it is still uncertain in terms of how big we go there and what would be the needed support so I put that as a possibility that all three of those again would be uh taken care of through restrictive funds okay so on this slide here this represents a summary of our management Staffing which begins in 1718 please note that we had 25.5 management positions in Dr nuch's first year as superintendent our projected management Staffing for next year based on what we just described on the prior slide is 261.5 that is a projected net growth of 56 managers secondly we also reviewed and identify the total number of managers funded from

063restricted dollars again looking at 1718 we had 4 7.3 managers funded from restricted dollars next year we anticipate that number at 80.3 this is a net grou net growth of 33 management positions funded from restricted funds over those nine years that's 33 of 56 additional managers are funded from restricted dollars this increase in many ways represents increased services to students as well as Services required for expanding enrollment and other special service needs in medesa City Schools I'll turn it to Mr zley thank you Mr gdau um the administrator to teacher ratio is not new uh but it doesn't receive a lot of attention because uh it is part of our our annual external audit process uh the administrator to teacher ratio is not unique to modestal City Schools um and is required to be met

064by all school districts through Education Code sections 41400 to 41407 Education Code establishes the maximum ratios of administrative employees to each 100 teachers in the school district um school districts are required to certify um their ratio annually and the maximum ratio for Modesto City schools is eight administrators to 100 teachers or 08 it is important to note and you'll see on the next Slide the ratio does not include all managers in the calculation classified management um which would include myself um Miss Shams Mr cin um were classified administrators were not included um in the number um that you'll see in the ratio and other classified management positions as well as other positions not requiring um certification are also excluded um in addition to certificated administrative staff performing pupil Personnel Services also there are some teachers

065that are excluded as well for the purposes of the calculation a teacher is defined as an employee in a position requiring certification qualifications whose duties require him or her to provide direct instruction to pupils for the fulltime in which they are employed examples include um examples of excluded um uh Personnel include in in school librarians School nurses counselors psychologists guidance and Welfare Personnel this slide represents our required annual certification um we're showing 201718 through uh 2023 24 um as we are still waiting on certification for the 2425 school year so we do not have certified numbers um to reflect uh in this slide um again as noted on the last Slide the certificated Administration FTE does not include all administrative Personnel um it's less than what uh Mr gdos talked about on his slide previously

066um but only what is required by the calculation um in Education Code the pupil Services FTE line does include um both Modesto Teachers Association and management Personnel so it will it will include um uh both MTA and administrative Personnel uh and based on the maximum ratio for a unified school district which they put us in we're not a unified school district but that's that's where they classify us um at 08 we have been able to comply with Education Code sections to 41407 as noted in the green shaded area at the bottom of this table all right we're going to land This Plane here in the next three slides we're going to transition over to the compensation um of managers um for a deeper dive you can go on to um uh agenda online and there

067is um a you can um take a look at the links that'll take you to not only the reports but also the presentation um that would was done in the past early on we realized that uh managers left the district at an alarming rate and it very difficult to build capacity of yourself and others if you train and you have to retrain and retrain and spend a good portion of your spring in interviews and so we um uh requested School Services of California cond to conduct um a total compensation study the purpose of the study was to provide an expert in partial analysis of total compensation for certified and classified managers of job descriptions um with like districts and with districts within the region once the study was completed recommendations were made to the board

068the goal was to align total compensation to the middle salary analysis in other words we took a look at uh the particular position we took a look at similar districts we we bench not we School Services benched those their salary and in most instances they were either seven or eight in comparables and what we requested of the board is to put um put them in the middle which we did and as a result we have we our um retention of our administrators has significantly improved um if you go to agenda online you'll see the video and the presentation itself to go further in depth with each of these if you are interested in that but I wanted to be able to put that there as a historical doc document moving forward so I recognize that

069was pretty long and and and detailed and yet it only scratched the surface of the work that we've done over the last seven years um but with that I'm going to turn it over to present my Estus thank you thank you for that report very indepth um are there any comments from the public on this agenda item um do we have I don't think we needed um cards because this was an agenda item did you you have a sign up list okay all right so I guess we have quite a few people that would like to speak on the topic so um can I please have those people who wish to make a comment um on this item please St out to the center aisle and form a single file line in front of the

070podium so we can count the number of speakers and then we'll decide the allotted time for um for those comments do we have a list okay if people signed up then we'll just we'll take a look at the list and then we'll okay so we're just going to I guess we're just going to have the those that would like to speak line up in the center and then we'll go ahead and and figure out how many um how much time we'll need does that include CA and MTA sitting at the board sitting at the table right now yeah they need to go yeah yeah you'll need to go in the line too yeah thank you all right so we'll have you go now Co all right a lot of questions answered so I guess Fawn

071you're up so do you want three minutes or so yeah three we'll we'll go so what we need to see is how many how many individuals are interested in speaking if it's just president of MTA and CA we can give them the full three minutes if it's a number of folks and we need to take a look at do a little bit of math in our head so if you are interested in speaking to this item just stand up and we'll count you and if not you've the you've got the full three minutes okay three minutes three minutes thank you I did the math pretty quick all right and you're a math teacher there you go yeah um Pon Peterson csca chapter California School Employees Association chapter president U Modesto 007 um I noticed as

072we we are going through the slides on the various years um that we had some it was well presented however I wasn't following the numbers um part of the time uh it indicated like there were two or there were five and then other times they didn't in a specific instance I know that there were two positions added but it wasn't indicated that there were two positions added I also noted that um part of the time those that spoke said oh we traded this position and other times they didn't and so when I'm trying to make the math work at the bottom net changes um I wasn't coming up with the same numbers that were listed on here um so I um while I can't ask I wonder if it's possible to get a breakdown of

073the positions that were added and then next to it the positions that were removed it would make it so much easier to follow I also noticed that positions that were traded in one year were then added back in a later year um as our um District needs increased um I can't help myself I I focus on numbers and so if I can get an explanation of the numbers and they make sense then I can move forward if not then um I kind of get hung up on the same issue over and over again and I must say that the only one that I came up with the same numbers that you did was on the uh very first year the um I also noticed that of all the administrators that were added um uh the

074majority well okay I just noticed that there were very few that were directly working with um uh High number of classified employees there were certain exceptions and and I do appreciate those exceptions Paris um iets staff um there's a good share of those that are classified instead of management um I also noticed that classified management positions became uh a higher position or where it was done away with to have a higher position um and so I wonder some justifications were given some weren't um and then finally I did not understand the administrator the teacher ratio chart thank you that's loud beeping shocked me you're awake now go ahead yeah board president trustees superintendent nuchi and cabinet met us City Schools Community good evening my name is Chris Peterson proud president of Medesto Teachers Association tonight's

075meeting subject is difficult for everyone connected to MTS students parents Guardians certificated and classified staff FTE positions budget cuts impact tension energy and EM motion Run High I recognize these decisions are not easy as trustees your task is to provide direction to staff how best to deliver education to students and simultaneously maintain fiscal prudence keep the system moving forward last November the board took action to eliminate positions within the ranks of CCA MTA and management at the sites this board developed and adopted guided principles to influence fund position cuts you establish the decisions needed to be student centered ensure program reignment long-term Investments for the future programs growth while these are reasonable positions to maintain the Medesto Association argued for an additional principle keep the cuts away from students in our campuses as much as

076possible the association also emphasized that additional budget news from Sacramento needed to be taken into consideration before realignment occurred February 2025 where does the board stand with these priorities how can the cuts and reductions only be emphasized at the sites as the number of District administrations increase the question will continue to gain additional energy slide 15 in your presentation uh the net change plus 56 uh and then 33 of those in restructured funds since 201819 how many of those new District level administrative positions you know consistent is it that 56 or the 33 of the 56 I agree with fawn the clarity would help were any of these new District level positions paid for by sunsetting funds um un I understand restricted and unrestricted completely get the guidance from Sacramento uh but are those funds

077still available it would be my follow-up question question as well and while the increases to admin Stephen colum in the last part of the presentation and compensation occurred along with new administrative positions were those new job descriptions responsibilities established you know a part of that process as well approved by the board now I recognize economic concerns often dominate policy decisions of this magnitude recent information coming out of Sacramento remains positive and interestingly even includes proposal from govern Nome related to to members of our bargain Association instructional coaches first example California tax revenue last month tax revenue continues to exceed projections California uh received an additional billion dollars more than projected last month alone I recognize it's early in the budget cycle but that's encouraging that the 2526 budget will meet expectations and be fully funded

078including the cola one of Governor new's budget proposals is $500 million for industrial coaches those industrial coaches Ela and math interestingly are the positions identified to be downsized in this process thank you for your time thank you as always uh we appreciate your comments even though we um cannot uh answer any questions from the public are there any comments or questions from the board truste Irvin testing hey we're good um I have a few questions um one going back to um now that we are starting to uh transport our our um students with uh inp special education with special needs um what sizes what size are the buses being utilized to transport uh students with special needs and then how many students are per bus currently we're transporting our um our special education uh adults

079the 18 to 22 year olds um in transitions program that's what we're currently um using we're using multi-purpose van Vans for that I believe their capacity is 10 passenger vans but beginning next school year we will be transporting our non-ambulatory special needs students those are um students um in wheelchairs or or other U mobility issues um those are the standard um the the standard uh buses you see the store buses that are are driving around town U depending on the type of student depend on how many wheelchairs it it could vary um how many students get in there but um that's that's what we have planned in the immediate future okay so are we leasing renting these buses yeah the board has approved leasing buses um it was um uh some four or five months

080ago um we asked the board to approve that um when we when we identified the need um to transport our own special needs students the board approved um leashing the the equipment okay and then my next question is um um in the 2025 2026 uh slide what does that um that uh Aster mean that's um hovering above the nine uh there at the end at the bottom of the number it's only because we we did not want to put in a number based on a hypothesis if we got all 15 of the Community Schools grants if we got four it would be four Community Schools coordinators if we got 10 it would be 10 but if we were if we receed them as condition on applying for and giving our grant any chance that that's

081that's a requirement okay and my last question is um so the administrator to teacher ratio uh given the fact that there are certain um administrators that are not included you mentioned that are not included in that ratio um for the sake of equity um if they were included where would we fall in that scenario um with those who are not I guess um legally or um or by policy or mandate um that are not included where would we where would we fall and yes that's my question where would we fall in that scenario if we added the ones that are not included in the ratio but um for from a staffing standpoint and to see uh from an I'm just going to say it again Equity standpoint where would we fall I'm not sure we

082can look I'm not sure what you mean by where we would fall in ter talking about in relation to relo in in relation to where we at currently with um those ratios that are mandated well if you look at that slide I mean we we were as low as two um two and a half um one year and as high as jiah 14 if you you talk about the 125 or so excluded um administrators we have then then that would not be a green shade but um we haven't done those calculations there's no need Education Code doesn't ask for it no require it um but we can do that um if if that's the just curious you know i' like to know how to Just Just for Old sake you know to see where that

083would put us in relation to what's like you said Education Code mandate there currently is no established ratio for total management administrative positions so I mean all we can do is give you the number um and see where where that lands okay that would um yeah that definitely just just give me a visual on on that um just for the sake of visual visuality I could say that uh but I definitely uh um you know appreciate the report the in-depth um nature of the report uh the Deep dive of the report um but also I would uh agree with uh CSEA and MTA about more clarity on the on the numbers and um you know explaining that for us our us lay persons thank you Tristy Lopez yeah um I want to Echo what truste

084Irvin has mentioned and what CCA uh mentioned as well I was I thought you know I was like okay cool I'm doing my math right and then we get to uh 2023 2024 I'm like wait um how is that possible so yeah so if you can if we can get something where it says what what was added what was taken away and then we can figure out the net because I think it's confusing when you look at restrict from restriced funding and it's higher than what's the net change so I think that was an area where where it got confusing but now I understand a little bit more but I think we I would like to look at the raw numbers and then also I would like to um look at um that ratio that

085has as TR trusty Irvin mentioned of um just looking at managers um and uh manages I guess you can call it um ratio and how that looks like um and then I had a quick question on uh on 2526 um when we talk about shop supervisor and dispatcher supervisor um for our uh special education uh Transportation was when we had the um when we had the the talks about this early uh or late I can't even remember sometime last year um it was I believe it was April of last year was this already projected in those numbers that were offered um to us yes there were Staffing um Staffing positions in there and these are the same positions we're paying store for so if we're not paying store for the routes then they will be

086employed by us okay so we're currently paying for them to have a shop supervisor and a dispatcher supervisor yes okay great um I believe that was um that was that was my my question but I would also ask that you know in the last summary of the sumary of changes that we get a total number of um that what was uh because I know that it says 5 56 but it's net so I would like to see what what we eliminated um and what's come what's been added in total over the last uh seven years so Mr jley isn't that what this shows and um the board and and uh csca and MTA correctly they would like to see the what we didn't we showed the positions added um they would like to see and

087we some of us talked about a position eliminated or reclassifying um but they don't there's no there's not a visual that I I think I don't want to ask speak for them but um where where what was the position before um it was deleted and then aligned to what what was created I I I assume all right trusty marks okay now it's okay thank you good evening everyone it's good to um come here and understand this better I I wanted to understand that one slide that has the management 55 you just had it and 33 is it 55 and 33 there it is 56 and 33 that's it I wanted to understand so of the 56 33 are restricted is that correct or is it 56 plus 33 managers so the upper number total manager

088net change that's every manager classified certificated management all funding sources beneath that is only those that were added out of restricted funds okay so it's inclusive of the 56 okay so 33 of the 56 over that time span are restricted funded said that I just want to make sure I understood it correctly that it was so of the 56 um we had 23 so 23 are nonrestricted funds that were hired correct correct okay and then on that uh slide that has the green bar at the bottom they're not numbered so I can't tell what number it is but administ okay there we go perfect so on that one when he when we talked about the difference of allowed versus actual so when we go across the bar the number that when we say allow who's

089Allowed by is it the state and then versus the actual number that we have so I know we're 13.55 below whatever the difference of the allowed is so who's allowing who's allowed Education Code so it's Ed Cod sets the ratio so it's the maximum it's 08 um times the the teacher FTE um excluding pupil Services teachers and that that determines the maximum amount as defined in law by Education Code because I know in the past Ed code didn't um they didn't restrict it you could have a lot of Administrators so there was always this well almost 30 years ago people had a big argument over who was heavy on Administration and who wasn't and I remember having those discussions and trying to understand that but now I'm believing that legislators decided to make it in

090Ed code and so now there's a specific amount that is allowed so I'm glad we're lower than it than the allowed amount and it looks like we're lower this year than we were last year so that's helpful to know and thank you for clarifying those other two numbers for me anyone else okay I I have a couple questions um the oh I I think I actually some of these questions got answered um on the slide thank you by the way for this report it's a lot of lot of information um it's good also to see I know a few of us came on to the board in 2020 and so it's good to see a couple years what were the situation where we were at and leading us into that so I appreciate that um

091that information in uh 2526 the reductions here for the um that are identified those come from the prev a couple of previous slides 22 were added 12 are being reduced um five were added for 78 all of those are being reduced and seven were added for 912 and two of those were being reduced is that correct that's correct okay so just make sure I add those um so my question about that is um I I'm sure there's some needs that necessitate keeping those positions on what can you just explain some of the factors that go into that for specific sites that would need to um make sure that we keep a manager in place um especially how we have tk6 and 912 and I see that all all seven eight sites are losing those um

092additional support managers and that was coming from Co when I mean I remember that year kids were coming in and breaking pencils just to break pencils like I that was rough so I can see the need for those um and we're still crawling out of that but I'm wondering like what were some of those factors so at uh tk6 our school support managers were allocated one per site coming out of covid so everybody got a a a straight uh full FTE uh all of those positions we recognized were funded out of sunsetting dollars and so when we were looking at our Elementary uh and identified that there were some school sites that did not have a full vice principal staff based on our enrollment criteria so that became for us well if we can leave

093some if we can still fund some let's prioritize s sites that only have an A 0.5 VP allocation a base allocation uh and then we looked at our schools that uh some of our highest enrollment schools that don't qualify for two Vice principles uh and we thought well there is almost as big as some of our Junior highs so then that was kind of the rationale there so we really took a deep dive into how we were Staffing what those Staffing models look like to prioritize leaving an SSM at those sites um do do we have any that are um splitting sites so they're going to be at one site and another site I know we've had a we don't have any ssms that are splitting SES at this time okay um all right okay

094thank you all right if there are no other further questions or comments from the board um this is a report thank you for the report we'll be moving on all right so the next thing on our agenda is um the approval of our Consulting Search firm for services agreement for superintendent selection with leadership Associates um so the Board of Education we must begin the process for selecting a new superintendent as much as we don't want to go through the process but we do I'm excited about going through the process this kind kind of the Bittersweet piece for me here um at the board meeting on the 11th of February we the board requested staff to bring forward a service agreement for leadership Associates for consideration to head up our search um also to collect uh

095data from our educational Partners about the input and the selection process for hiring a new superintendent so we're asking the the board is now asked to approve a contract with leadership Associates to consult organize and oversee this process are there any comments from the public on this agenda item okay any comments from the board you have a comment okay so before we go to the board comments go ahead F it's a comment on this agenda item just the service agreement okay um all right so uh do I hear a motion to approve the oh do you have a comment no okay so do I have a motion to approve the um Consulting Search from Services agreement for our superintendent selection with leadership Associates approve uh first by trusty marks second by vice president Mia all

096those in favor stay by by saying I I any opposed hearing none potion motion passes unanimously all right so now we're going to open up for discussion on the superintendent search process so uh I'd like to introduce Dr Sally Frasier from leadership Associates that's going to lead us through this discussion one two three there we go well first of all thank you very much for this opportunity um I Heard the words Bittersweet and I think that's what I've heard from each one of you I also watched your uh prior board meeting and heard all of your comments and um this was a a nice walk down the last few years to look at the number of uh initiatives you've been about what you have done as a board under your current superintendent um so I

097know that you understand the importance of this activity um and as was mentioned I'm Sally Frasier I was actually part of the last search for your superintendent and uh I think uh there are a few of you that were on the board at that time who went through that search process so it's not new to you but we do have some uh changes in the process that we use that we hope will make it more uh efficient for you as we go through it as well I also want to say that Juan Garza uh will be part of the search process he was not available this evening but because of the time frame we did want to keep moving forward uh in the process so that we can get that news out and about um

098and that your uh constituents will know what it is that the process is and how they can be involved in that process um so with that um we have an outline of the activities that are needed for this even evening um some of the key things are to determine the groups for input to talk a bit about the online survey so that you're Ed partners and I want to share that we now use the term Ed Partners as opposed to stakeholders because of your student representative to the board who had attended a meeting in Sacramento and had shared that that was more appropriate than stakeholders and so I want you to know that our ass our uh firm has taken on Ed Partners as um when we do the input sessions uh we're also the

099timeline is going to be very critical that we confirm this evening that your availability for the key dates that you need to be available which are the uh selection and the interviews that the selection of people to be interviewed and then the timeline and we'll go through that a little bit as we move forward but th that's a very key thing because we published those uh dates immediately on our website and then we um I believe that um Antoinette has already had many conversations with Penny pile who will be helping her through the process as well with sample forms letters and um um ways to uh Place items on the agenda so I think that has already occurred so we can go through the process of um the actual search we have various phases for

100the search and this is the initial phase where we get information from you as a board about what qualities and characteristics you're seeking in your next leader as well as what you are proud about in your District what kind of accomplishments is it that you want to share with people who may be interested in coming into your District so uh as we talk to potential applicants for the position we want them to know what it is that your district is about um what your framework is and what your interest levels are and what um distinguishes your District maybe from other districts the other is um also what kind of challenges may be before your District we want to make sure that applicants to the position are aware of the things that you think may be

101on the horizon as key challenges we want to make sure that they're assessing their own skills and abilities against those challenges because it's important that the person that comes into this role has the opportunity for success so we don't like to hide information about what's going on in the district um all districts have challenges and we like this to be a very open process as we talk to potential applicants um beyond the initial phase the next important um is to have our Ed your educational Partners be part of that and there will be a list in you uh I I understand you've already been thinking about some of the key uh people that you want to make sure and invited uh both Juan Garza and I will be here for iners we also have zoom

102meetings um possible if that's more convenient for people uh and then we have the online survey which uh there's a sample of it in your packet the online survey can be available in multiple languages depending upon what your district has uh in terms of a need and what we found and I think this was kind of an outgrowth of Co is that many more of your educ ational partners are interested in doing it online um it's very difficult sometimes to come across town or to leave wherever you are for a half hour 45 minute session so we get a pretty robust response to the online surveys now so that's the next very important part the information that we get from the education Partners input works for our conversations with potential candidates for interview we tell

103them what we learn the themes will start emerging from that input session we also use it to develop a position description which is posted both on your uh District website as well as on our website um our website has we have 100 1,000 subscribers to our website so they get immediate notice of openings that we would have um and there's usually a pretty good response just from that kind of an advertisement as well but we want to make sure that we have information about what your um educational partners are interested in in the themes that are arising there we also use that information to develop the interview questions so that they're designed to what it is that uh became important within your district and then um we uh we will be about recruiting our firm

104has 15 uh partners that are all involved uh with we have bimonthly uh conference calls where we talk about the various open positions we have uh that helps us in our reference review because we are very well networked throughout the state um we can get names of people to contact uh regarding the applicants as well as uh potential names of people who might be interested in a district that has this profile so while Juan and I will be here personally there will be many others involved in and uh networking for the uh actual Recruitment and reference checking and then we do have um the selection of the finalists the board you as the board will see every single applicant that comes in we do not screen out any applicants and one thing that has changed

105since the uh last search is that we now offer we we open the portal to the names and the actual folders of all the applicants um two to three days prior to the selection meeting so you have an opportunity to review those to review the uh suggested interview questions so that when we come together on that selection meeting when you're you will be choosing those that you want to interview we will have tiered them by tier one would be those that most closely match what we have come up with through that input as um the uh position description and position profile tier two will be those that are have some really strengths but they may not meet all of them or there may be something in reference review that we want to review with you

106in more depth and tier three are usually those that um have not got the appropriate background or experience and really just don't meet the the um criteria that has been set forth those are simply suggested tiers um the board can choose someone from tier three and say that you want to inter interview that one if if your interpretation of what the information is that comes forward is different than what our recommendation is so the final determination of who will actually be interviewed will come from the board we recommend four to five for interview um I have a sense that this is going to be um a an attractive position uh the reputation of Modesta City schools has really become quite strong over the last few years um I can already tell you that just by

107having that we are doing the search potentially doing the search we've already had 14 requests for application materials and it's not been added and it's not been announced so somebody here's been doing something good because um that's that's a big number uh without it being in the Ed caler advertised at all um then following the selection the board will do the interviews we do confidential searches and the reason for that is um primary reason is it protects our applicants the people that will be coming forward to interview um would be people that are very successful in their current roles that have some proven track records and we want to make sure that we protect their um positions in their current districts because if we interview four to five only one of them is going to

108come forward as the finalist the board after uh interviews does not have the new superintendent you have the finalist and Boards will go through uh one of a number of ways that they may want to do a validation process we no longer say a validation visit many boards choose not to do that they want some kind of a validation process sometimes that more involves their local constituencies they might bring the finalist in for some kind of a uh meet and greet in uh with various groups from within the or organization um sometimes they do want to go and uh visit the School site sometimes the person may be well known and they determine that it is not necessary to do that because it's a very solid reputation or something of that nature but those determinations

109are made as we go through the process they are not made at this point in time so that's um and and then the uh contract must be offered at a regularly scheduled board meeting so uh we'll go through the timeline next and some of those um activities will become um part of that timeline questions on the process to this point okay um we are at the initial meeting on the timeline and one of um we had a suggested proposed timeline and I think you've had the opportunity to review that um it was our understanding that um the interviews could not be in May there were a lot of conflicts in May and so um starting from the back up uh we looked at April 26th and 27th that's a Saturday and a Sunday that would

110be a special uh this the first day would be an all day meeting even with four and with deliberations there's a lot of discussion that goes on um so it really does take that full day and then if finalists sometimes we can call back finalists on that first day depending on U the board and uh how the candidates are ranked with the board and then um but if not then the following day in the morning there would be finalists call back and then further deliberation so it's a pretty extensive process and I think a couple of you that went through it are shaking your heads because it it can take some time because it's on Saturday and Sunday we may not need to have a special location um if it if it's on a a

111weekday we like to have interviews away from the office and again that's a confidentiality uh situation there so that we'll get to the timeline in a minute I don't want to miss some of the other items on our outline I think you have that um the board spokesperson uh most typically it's the board President we typically if there are reports or um things that we need to communicate to the board as a whole we we send it to all board members blind copy at the same time but sometimes there's a question about something in the process or something going along that we need just some guidance and typically that's the board president I don't know if that's how would that be a protocol for here okay so yes and then um I want to make

112sure that Antoinette has had everything that she needed so far from uh Penny pile who will be working on this and I think I confirmed that with her a little bit earlier so I feel comfortable about that and then uh to ensure that the uh email addresses that are in on your website for the board are those that we will be using and that they are accurate and um that you will be checking them as we go through this process because sometimes we will send information like the executive summary of all of the input sessions will come to the board um and we'll send that out uh through email to all members at the same time I mentioned use of the input uh from all of the groups and um and from the survey we

113do an extensive executive summary report that is shared with you and um that that becomes a very important document we also use that at the interview time because we refer back to it as as questions in the deliberation and that comes up uh establishing the stakeholder groups we have some sample groups for you I believe you have some sample groups as well um so generally uh we like to talk to of course the Board of Education will be this evening the superintendent the cabinet um and I believe you have an extended cabinet also we uh looking at that leadership team representative principles classified staff including the district office staff um confidential employees certificated staff Teachers Association executive board cca's executive board students uh oftentimes we do with students I've done that where we've done it

114by Zoom so students don't have to leave well I think you use teams here but so students don't have to leave their sites but we get some good information from students um as well parent Partners uh including boosters foundations PTO um whatever you might have here daac and elac and I might mention that Juan Garza is bilingual and he often um does address those groups directly and that usually is a a good Comfort level as well and then Community Partners I understand you have some advisory groups and that that can work well in that um if you have foundations and then uh an open Community Forum usually in the after late afternoon early evening time where people have an opportunity to come in in addition uh to the online survey and this if there is

115a need to have uh additional either through team or something some people uh prefer to do it that way we can set those kinds of schedules up as well it this is really a very key component of the search getting the input getting the information we learned so much about the district from this and um that is such a key part of the rest of the processes in terms of selection and talking with candidates and the interview as well so um did you want to talk any about other uh stakeholder groups at this time this is a sample list and so typically it's already been given to Antoinette so she has that information and uh has already worked with uh Penny about that as well are there any others that you think I guess should

116be added to that list or any thoughts on that PK yeah it would be on under Community Partners Pi i q e right I know we talked about student groups but um I didn't see any of our um um particularly Southeast Asian uh Community uh groups um on there I know we do a leadership Asian youth leadership um conference for them every year that's co-sponsored by the district um but I didn't see them well this is initial so you say we can right this the these are suggested and anything that's particular to your District we would add yeah I'd like the black student union and the hlc yeah I saw them in there right right yeah and um I think NAACP should be added to that and parents leading change clergy Council there's a lot

117of great people on the clergy Council it's got Sheriff's Department police department pastors Charlie um wi um yeah Charlie yes I know he represents Alf and some others but um he is a a leader out there among the southeast as community that separate time that you would need them separate uh if if they're individuals um they may want a direct contact differently than this this these tend to be more the groups um but we want to make sure if there's someone that's key to what you want to have as input that we make some kind of contact with them yes okay often time with chamber reps they're in one of the service clubs also so they can have a dual Ro so we've started putting them together right right that's why I didn't say NAACP

118because they're on the um uh superintendent key communicators um group yeah right I was going to mention that there's a lot of on there m yeah I just want to make a quick a big emphasis on on the daac and elac and ideally I would want that to be in person I mean I don't know how because especially with interpretation it it has a different uh component if it's virtually or or or in person and yeah so I like that that was included but I would make an emphasis if possible to be in person certainly and again I mentioned that Juan is very comfortable with doing that and and that works very well now Sally yes um in these in these uh conversations for example let's talk about like dlac and if they were together

119D parents you advise in in for or against board members to be in that space we advise not having board members at any of these sessions people seem to be more comfortable sharing uh without really no I'm just kidding yes really it's been our experience yeah know I think it's important to mention that just so know thank you so thank you um I'm wondering um can you can you maybe give me some um I guess reasoning behind former board members well you know I actually have asked twice to have that taken off our list and it remains so that's why I didn't mention it I started at superintendent okay um particularly today oftentimes that that's not a comfortable situation so um it's supposed to be removed I apologize for that still remaining okay I was

120okay some of them would have some good in probably and and they would know the process and they could come to one of the sessions for the community or something of that nature one of them is the mayor so she's going to be in involved in that process anyway but um but I figure you know we we all went through elections to get to this I would agree and were voted into this position so I just not that I I don't want the advice from former board members I just was and I can let you know that's not the first time we've heard that that's why we keep asking for that to be removed and it hasn't been so thank you it's a new day it's a new day it's a good day we didn't

121do it last time no okay and then on uh the position description the district does provide a narrative on the community and the district and typically you already have that on your website or something like that but we want to make sure it reflects what it is that you want to have covered on that um and at this point in time we now have to include a salary range on the position description um that was as of this past fall I believe so um that will be some information that I will need for the position description either this evening or as soon as possible and then when we get uh after we've done the input sessions and have the draft position description rather than having to have it be at a specific meeting what we

122do is send in It Out by email blind copy and then you respond if there are any changes you'd like to see if it's okay and once we get a majority of the board saying it's okay to post we post it um remember it's electronically so if someone comes in later and says you really left this out we really need it we can add it easily it's not that it can never ever be changed but that allows us to keep the process moving forward so potential applicants can see that and move forward with their decisions as well um and then the online we can get to the calendar um now and that's the sample one the online survey dates we were looking at February 28th through March 9th those are not dates that the Board

123needs to really um have a lot of involvement with but it's just so you know that that those are the times that that will be open and we'd like to know what uh languages you would like them in um English and Spanish are there other languages that are typically information goes out in for the district requirement for the district it we do have translations of the survey yes so currently when we use parent Square it will translate it back into the parents preferred language so when we send out you know things in Mass it's probably in English and Spanish I would say our next most common language and anybody can correct me if I'm wrong is probably Arabic and farsy so you would want four languages okay and in this case now this would this

124wouldn't be going through parent Square this is going through your system so um yeah but we can translate the survey if there are languages if we would be eliminating people by not having in the language we can get it so more prevalent I think we should be those for follow follow suit so I know that it's not being made through uh parent square but where is it going to be advertised it and if because we have parents Square we have uh tech services and I think that those should be utilized as um for easier um engagement uh I know I know for diverse families uh online engagement could be um an issue so as much as possible I know that text it works a little bit better uh I've heard good things about parent Square

125as well so I would I would think that um that not only having the survey in our website but through parents square and then through text we can reach a a broader audience to and you're just talking about delivery of the message through parent Square not the actual survey is that what you're saying what was that again just delivery of the messages through parent Square otherwise the surveys with their company yeah yeah the link but we don't spoil the pot so to speak that it's we're just sending the message but the survey resides in your system right yeah yeah right where yeah I was earlier you know we can have that on those languages but however we decide to um communicate that you know like uh right um trusty Lopez was in like text I

126know through the election I know people a lot of people read the read the text and things like that um so whatever process we use ultimately we're going to Bear the C anyway whether it's through you or through US yeah okay um the next item on the uh calendar is the uh input days for the staff and community and uh that date you have March 6th we're going to need to change that date to March 5th and again that's not a date The Board needs to be there um but March 6th was no longer available so March 5th would be the date um and I've spoken with an tette about that already and will that how will that go out um um we have sample we have sample letters that can go out and it

127that shares the questions um it says that U you know we're going to be talking about qualities and characteristics both personal and professional that we're going to ask what are you proud about in your district and what do you see as challenges before the district that's in the letter that goes out to groups um and um and usually there's an email distribution list to many of these groups anyhow so they get it through email um newspaper often carries the dates and that kind of thing thank and then it will be advertised in the association of California school administrators Ed Cal uh will go out on March 3rd and March 10th um and as I mentioned before it it's also on our website so they're again they subscrib to that website um and then with the

128close date of March 17th um and that is a a that is a rapid close but this is the time of year the potential applicants are looking so it is a timely time and to meet that April 26 27th interview date it there needs to be time for the reference review and um discussions with the applicants so um that was a reasonable timeline in there so the April 14th is the meeting where it's usually about two two and a half hours uh depending on the number of applicants the number of questions um you will get a sample schedule for the number of potential people that would be brought in for interview um and then at that after that meeting you you will know who it is you will be interviewing on the 26th and the

1292 7th and what the questions are and then again on the interview date there's an orientation for the board where we will go through all the packet of materials you'll have all the materials that you need for the interview um with you and um we will go through the process there and entertain any questions you might have about the process so that is a regularly scheduled board meeting we looked at the board meeting in a glance and we pulled a lot off I think we just have one item on that now that was the two items the uh the adoptions for this year and the uh passport to LIT so we'll just we'll do those quickly and then you guys will have the rest of the time in close session and part of that is

130because we the stuff we had to move out otherwise we're going to have some be super beefy ones on the back end so I think the adoption that that doesn't take that doesn't take much time that we can also do a consent um agenda we can move forward okay in terms of consideration for the location of the interviews we mentioned um because it is it we could we could do it here at the district office is that your preference if you want to go off site we can do that as well but that would be the board's prerogative but it's a good time to start thinking about it if it's not going to be on the district site um what are your thoughts because I want I'd like to open up to discussion especially for

131those who have done this before um trusty Lopez I think outsite would work a bit best because already we know the dates now folks know the dates and when we talk about the confidentiality aspect uh we understand you know folks are looking uh for for new position or and sometimes this is or they're looking at an opportunity right and so we don't want them to also burn Bridges where um where they're just exploring so that's naturally valid for anyone look to apply for a position so as much as possible we can keep the confidentiality and if we can provide that for uh for folks here then here but if not then I think an outside of venue would be just ideal I agree yeah um I think offsite seems um good for I mean this

132is public it's recorded So I mean it's possible somebody can go online and go hey they said the 26th and 27th and they're here so um oh yeah so I'm I would it sounds like everyone thinks offsite so I think we're going to go with offsite okay so uh that means you will need to be looking for a location uh to hold the interviews and uh we can work with Antonette what the facility needs to be able to accommodate at least two rooms where we can keep person coming in and separate from the person that's already okay very good okay and then the validation process of course that would be determined after and then looking at your May board meeting as a possibility for uh offering a contract that would be May 12th um so

133if those dates look appropriate and doable it would be good to have action on that uh or at least confirmation that these are dates agreeable that because it's really important that all seven board members be at the selection meeting and the interview dates so do we want to give a thumbs up so if we know there's consensus on these dates okay good check with brown Chad Brown and make sure those dates are okay with Chad than March 5th you don't have to do March 5th we have to be April it's April 14th April 26th and 27th correct and May 12th that is correct correct May 12th is your regular board meeting two of those are already regular board meetings the 14th and the 12th yeah yeah your what good good good all right it sounds

134like the direction of the board is these dates are good good perfect thank you um and then also there's a copy in your packet of materials of the online survey so you know what questions are being asked they're basically the same thing that we ask in the inperson but people have an opportunity uh to um write comment on it and also rank some things that they think are important in terms of qualities and characteristics so that takes us through um that process um so the only thing I yet remains is the salary range and then I mentioned how we do Recruitment and how our uh Partners get together on a regular basis and we will be talking about this we also offer a contract parameters worksheet to each person that is invited to interview the

135board doesn't need to fill that out it's something that gives you an indication when you have a finalist of what their expectation is or what their ask is for salary for benefits for um if they want a cell phone a computer um uh dues for various associations uh that kind of thing so we have that information ahead of time and we think that's important um we've only had maybe I only know of one time where someone came in such a high level it was like oh please don't take the plane cuz it's not going to happen anyhow um but that's good to know ahead of time if someone is anticipating but now that we have the salary range posted it makes it um people already have an idea we also want a copy of the

136current uh superintendent contract that is public information most applicants will want to see that so that when they do their ask they have some sense of what's already out there um so that's important I think that's pretty much takes us through the process so any questions that you might have at this time before we get into what your looking at in terms of qualities and characteristics and there's more the question I just want to I think pick it back on on uh CHR trusty Lopez that we can use as much as we can our systems within the school district to get it out to parents because they already get this information maybe the link within when we text message them for events to the survey would be I think would have a higher success rate

137so as many as is legally possible to use our tools already because they get they go to everybody and and they get right there and there so I think it might be a we might catch more folks that way if we use with our system within so that just a want to reiterate that as a comment our parent ambassadors as well our parent ambassadors using them too I was going to mention if there's uh if we can have a message that we can uh the board members can use to uh to promote the survey link um just promote it and pass that link around so folks can take it but something that's like where it says you know hey join be a part of the conversation about something like that but I know that sometimes

138with legal Jordan we have to we have to stay a certain way right so if you if we can provide that you know a little so that we can use on our socials as our as an individual well individual and board member I know some of us have board member socials here so I do have a question how do you how do you put the information out how right now how do you get it out on the surveys who who do you send it to right now do you get it from us we send you emails and then you send it out or how does that work it's sent out through it's sent out through your District email distribution list because you have you know the contact with the people if they saw something coming

139from leadership Associates that wouldn't mean anything to them um so something from uh modestal City Schools is preferable to that okay are there any final comments or questions I just wanted to say I agree with trusty Lopez I would like a a script because I already have people contacting me about the process I could put something together for you guys on a Friday and get that out thank you and Antonette has the S I'm sorry I'm messing up your stuff here um Antoinette has the sample letter that goes out to groups and so you might be able to take some information from that and use it because it shares what it is the survey would be asking what the erss would be asking as well Sally is there anything else that you need from us

140in Open Session before we go um your qualities and characteristics that you're seeking and then what as a board you're proud about in your District so your input comes in Open Session okay do we do that now or how yeah okay I'm ready all right so um the qualities that I feel are very necessary um for qualities in a superintendent um a current superintendent has demonstrated all these qualities which I have you know right here and so um to carry on that uh Legacy so to speak you know I would be looking for um a superintendent that understands um our diverse um student populations um our diverse um parent populations um uh a superintendent that is a a transformative driven leader a superintendent that is a cultivator SL mentor of aspiring leaders and a superintendent

141that is data and cipm driven um in in in data um and and also uh a superintendent who um as the uh leadership um that resonates um when they walk into a room when they walk into a classroom when they walk into a meeting that that leadership um precedes them you know so to speak and so that's what John Irving III trustee would want in a leader thank you you I could take it I can take it next all right well I think it's important to highlight that like trusty Irvin based on what I've seen um from uh from Dr naguchi for last seven years leadership in communities is essential to the role you need someone that can have conversations have hard conversations with Grace and and um and with an equity mindset you need

142to have an individual that carries presence of leadership and demonstrates it um not by force but by example um you need someone that cultivates a culture of of growth of um open-mindedness and allows others to step up to the plate um more specifically talking I would like to see someone that because I'm a I'm a strong believer that the Su uh the e e education is general education so we've seen when we've grown in in our spaces of e our numbers have grown um in our general education so someone that has the expertise in um maybe not directly in e education but that has expertise coming from El mind El mindset that can bring um to further um grow our department um as was mentioned um earlier um so and and and I'll be and

143and ALS also be quite Frank that um since this was a a a shocker to say the least um uh I'm really interested and and I'm really looking looking forward to what community has to say has to say um because I I I want to be guided by by their input as well um I know that we're we are that Dr nushi has has a legacy in Dr yuchi has done a lot of great work and so I understand that um that what community says is really going to help shape um and and shape what we what we're looking at next but also um it will hopefully highlight the great work that we've already that we already been doing uh in the district and so I I'm I really want to get be guided um

144by by Community as we go through this process so thank you trusty Lopez who's next well I agree with uh what's been said by the other trustees but uh some of the other stuff I I would add would be you know Visionary kind of like taking taking on that and then also like being able to um to to take the good things that's already been I don't know how to even describe it but to continue the good things evaluate have be a good evaluator to see what's been working uh you don't have to replace that would be would be g a person that listens and is and is open to to uh to all that that come with with good ideas for the district and accountable I think that's one of the one a huge

145one for me just because um this has been my first experience but I found that accountability at all levels is I think is super super important and uh that they engage in the community uh that that that they take Community um into consideration and they know who all the brokers and and know all that I think it's it's super important especially in a community like cars uh important especially if they're not from here as they're considering this position thanks trusty marks ready um okay it's still on this one just isn't as loud as the other ones um so I I put down listens well is motivational I I wanted to put cheerleader but I thought I don't know motivational cheerleader kind of that kind of person that would you know just really cheer what we're

146doing well at because we've worked hard to get there and like to continue on with that and then um I I also put um knows how to work as a governance team that's really important to me because yeah do I agree with everybody else um I am newer to this process I was just getting my a handle on all the rest of the stuff that we have to do as a board um one of the things that that I want to keep in mind along with everything else is I think we have as a district and Dr nuchi has stood behind our mental health programs so I want to make some sure that somebody is really mental healthmed right can I one thing I I I left off some yeah I'm not gonna have anything

147to say guys uh one is U um a superintendent that can handle constructive criticism you know and and and doesn't take it personal you know and um also that's a key communicator I mean we get communicated are communicated so much that you know I literally you know have to take a seat back because I oh I didn't get that and then find out I got a I got an email and you know some or a text you know oh I did I'm sorry you know to me that speaks volumes because it's like you're in the loop you know um to the point where you know we all got busy lies but you know we're you know the information is there you know so between those two um I'm good thank you yeah I would like

148to just add one more that I meant to say at the beginning uh is being able to continue and work with with our labor Partners have that strong component I I feel it's very important I know it doesn't mean it's easy but it means that you you have that availability and maybe a track record of having that type of um ability to work with with our with our partners all right I've got a few um most of these have already been said to focus on Equity especially for our diverse Learners um someone that's empathetic I really believe in empathy as as a core value and so um it reminds me of of um seek first to understand rather to be than to be understood and that's that's just a core value of my my own

149and I think it's a core value that I would like to see in a in a superintendent um someone that's this is kind of more of just experience background um someone that's experienced with diverse communities especially a high Latino population I would prefer that and someone that has experience with a larger system were what did I see the eighth largest District in the 18th largest District in the state so somebody that has did you see that it's on the it's on the list um so we've got a very big big District a big system that are very different in one part of our city and the other part of our city so somebody has some sort of experience dealing with a large um system like that would be preferential in my opinion um leadership through

150communication and collaboration I think that goes with what uh trusty Irving was saying and then um someone that is um they're able to to uh emphasize the strengths and the growths in others but be comfortable making difficult decisions and having difficult conversations so I think that was said by everybody and the last thing by far is that someone who believes that all students no matter their background who they are where they come from can succeed at a high level and learn um that's most important to me okay everybody oh I think we also got the essence of uh trusty Brown in there too um all right so then we also have to talk about strengths and challenges of the district okay yes please so I'll open that up the district's strengths and challenges you want

151to do one one challeng uh I just think we go around and I think just like last time some of us have already yes I was just going to mention um I was looking at this list based I'm guessing this is a search that you've done through the search the list of yes yeah okay so I I I'm so these guys are off limits for us apparently um but um we can't invite them in exactly okay but we can't prevent anyone from okay uh but no but I think that and I was looking at you mentioned someone that has the same um that has the same uh that's been in a similar um District range population range and I think that's important but I think um because one of the things we've over the last

152couple years we've done a really good job around declining enrollment and so I would like someone that has that expertise because that's one of our challenges but also another challeng is like where I mean there's there's a lot of growth in in in in this community so um someone that could address declining enrollment and hopefully um get us continue Us in the path of of green right and adding and growing our in our district um our Ada great thanks JY marks yeah I know I did uh I was thinking about our CTE and how much it's grown and what a positive thing that is in our community and how that's really helping our students um also the diversity of our management staff we've hired well and we've moved a lot of people into um positions

153and I'm pleased with when we saw the management staff and the diversity of our management staff I thought that was a A plus uh and [Music] then just the business Community our great relationship with the business community that they are willing to be on key communicators and continue on with the dialogue with what they want to see in our schools too I I think one strength that we have um that's been built before might not have been always the case is the uh relationship with our labor Partners I think we have a good relationship with our labor partners and really do not want to um to mess that one up and um one of our challenges is uh still we still struggle with with uh with math scores so I don't know how that a

154superintendent can help spe specifically with that but I know that's a challenge I put those on mine but I didn't know we were doing challenges but I put low English and math scores I think those are really yeah yeah I say I'll say I know our English we talked about English learners but like how do we we've done some great stuff and I know we went through some you know the pandemic but how do we keep that projection up that I feel like that's a challenge to when you're doing good is how do you keep that moving forward especially because you have uh English Learners at different stages and so that's I know it's a challenge for all the districts but I feel like that's one that's kind based on our population and where we're

155at I think kind of continuing that trajectory keeping that in mind as I know so to add to that I know the challenge could be Statewide but one of the challenges is long-term English Learners and not I mean the reclassification levels yeah I'll I'll go um challenges I have is um uh I have it's Equitable Equitable grading is a I think still a challenge um for us um um we've made some strides but it still been a challenge for us um reading and math scores as well you know in the uh elementary schools which you know translates into junior high and you know it tends not to get better um so and particularly with African-American students when you talk about reading and math um by third grade you know being proficient um also um um

156I was just go into strength to I think our dual enrollment and strength um for us as well as um um the numbers that are increased in particularly for African-Americans in that program and advanced placement is a strength for us you know the real Great gains that we've we've seen in um advanced placement and again um there are some notable gains for African-American students and as well um our diverse um are are diversifying and continuing is our of our teachers you know uh increasing the numbers of um teachers of color in our district and um staff and and managers as well and again like trusty Mark says our CTE you know being able to go out firsthand and and see the uh amazing progress that is happening with our CTE programs you know um giving

157students um other opportunities to um Excel um in our in our classrooms and then our our Equity work um with our Audits and and things of that nature that we're doing and then our ethnic studies as well um great work doing there we're ahead of the curve in terms of the you know when it's supposed to be implemented Statewide you know we we took the initiative to to start that work and and I think we're head of the game like a year Mr rich and so that's really good uh work as well so those my strengths thank you I oh I have three more we were doing strengths and I thought doing no I think we were doing both so go ahead get go ahead get your strengths in my good ones uh I I

158would say definitely I think uh our facility ities and and and self infrastructure are are are folks that run our finances and of course the the the Crown Jewel it would be sustainability kind of like doing that uh and mean meaning like we want to keep that trajectory but just kind of celebrating that I'm sure they if they know about us or they're considering applying they probably read about like all the awards but just kind of keeping that in mind and coming with that the framework that we want to keep that moving forward like if you're not in that mode then you probably don't apply all right tresse Dy I'll go add 31 I would I would agree I want to though highlight like our our weaknesses definitely math and and um y scores although

159if on the flip side the last couple of years as I've been watching is also a strength and part of that goes to the characteristics of Dr nuchi in reference to like the teachers and the staff that are working on that have made huge strides now are we where we want to be absolutely not however we do have to acknowledge that that is a strength as well and that is under the leadership that we've seen yeah and that strength um is also the our cipd department I have to say is the professional development to allow the growth of teachers is is a huge strength in our our district um trusty marks okay so I wanted to add though omo did mention it the finances because we're physically stable we made some tough Cuts last year

160which set us up for this next year to help in the transition so I think that will be really helpful because those hard decisions have been made and then uh I wanted to put that we have great Tech so as it's like incredible the technology that we have we put all the infrastructure in like just before covid and we're benefiting from that and just I mean we have some great tech programs for our students that I think you know as we go into this new phase of um technology with AIS and all the things that are changing is going to help whoever comes in that we're already have a good foundation with our tech department and then I put um our attendance on our graduation rates are really good so when you look at some

161other school districts are are really really good and it was fun to go out to Franklin they're 98% so that was great I know our our average is like 93.4 Anyway the most recent one I can't remember was our attendance rate our graduation rate is somewhere like that too do you remember 90 our 96 graduation rate like 96 it's really good so 92 okay that's all right we're we're above 90 on both of them so those are good things to be for somebody coming in that's a great place to be because you're taking students that are already used to coming to school and they can bring them to the next level absolutely all right any more strengths or challenges okay so one last thing here questions regarding the process or procedures oh you got ask

162one more The Experience what type of background do you want this person to have do you want a traditional educational you know site Administration uh district office administration does a degree matter I I would I mean this is a tough one I guess I'm going to speak for myself I I would personally prefer someone who has been a teacher in there at some point yeah a teacher at some point but also more importantly to me has been an innovator they may have come from the business Community transferred in you know gotten to a district as a teacher to start but they have this business background or they may have even come from a social work background and now they have taken the trajectory maybe have been a a a counselor or or whatever or even

163a teacher and but someone who brings I think um um a diverse um background between education um business um Finance um you know kind of rolled all up into U this great leader um that you know they may have not have started as a teacher but they' be you know they may have been somewhere for five years or whatever and came into the teaching profession and worked their way up um but they have that that background that they bring with them that understanding of diverse um um you know institutions and they bring that knowledge you know to the table innovate adapt and overcome lead a military out trust trusty Irving with the the unicorn um trusty Lopez I was just gonna say that i e i Echo that I mean I think there's a lot

164of uh individuals that um also uh did not start an education um probably have a background in in education but not direct not in in districts or not as long in District so if there's a combination of Education space combined with time in in a district I think I you know I'd be open to that yeah for me I mean just experience experience over over degree always to me is always degree is important but I mean I feel like experience they have they have a a trajectory of understanding who the who they're going to be working with having know whatever background within the system would be as an important part of of what about California administrative ex um credential um for certificated positions uh to be able to supervised super uh certificated positions you must

165have a California administrative credential and that usually takes you through a master's program but it's a background in education yeah I would I would assume that yes what about out ofate candidates okay long as they I mean that's that's okay there's just but there is some differences for Cal there is some differences in California um state law is different Ed code's different um even down to Frameworks are different so um yeah they meet the reciprocal agreement requirements wouldn't that suffice if I know we have reciprocal agreements with several States you know um wouldn't that be qualifying in in some cases depending on where they come from yes they can be very different some some districts um want exclusively people who come from California who know California others say it doesn't matter and so it's important

166to know we do have people from out of state that you know are on our subscription list and usually this time of the year it starts waning a little bit but in the middle of winter we get lots of applications from Back East so um you know but uh sometimes also there are people who have been in California systems moved out of state and then are coming back but I mean that's just when we talk to candidates that if they're from out of state say well what does the board think of about out of state and you know we' like to be able to say oh they're completely open to it or they really prefer someone who has a background and knowledge of California California demographics I think it's more about understanding our community and

167the the population that um our community is there are other places other states that have similar populations as our community so yeah I was thinking that too and if they've had experience in moving a district with similar population and doing some Innovative things then why wouldn't we see how did they do that in a large District so I think the experience in a large District because the the Dynamics in a huge a district as large as ours is a lot different than a smaller one even half the size of ours is still it's still not going to be quite the same but it'll have some things that are similar so well given that that question that trust marks just said about the the size so will um I'm sure smaller District superintendents are going to

168probably apply I'm just assuming that they apply so is that a um constitute a barrier or is that not looked upon as you know hey you know they come from a district of 10,000 you know and they're applying for for our district and that would be the board's decision when we go through selection of candidates again we don't narrow it down on who comes before you um and you weigh that against who's in the pool are there candidates that are better qualified that have had more uh aike type uh experience so that comes with your knowledge of who has applied yeah got a district of a 100 you know I'm fly City Schools yeah no I mean like also for I mean there's there could be individuals that could were cabinet in I don't know

169let's say la USD or you know a bigger way bigger Fresno and then they took then they went to being a superintendent in a small community but they have that they have that experience in the bigger one so it it it would have to weigh out right and and you would determine that based on the pool and the reference information how their success rate was in their proven track record okay all right any questions regarding the process or procedures from the board it's the last thing on our list to to give input on okay so is that that's the last thing we need an open session we do have a very short closed session right right but I wanted to open it up to um to the public now I want to thank MTA and

170csca for being here this whole time so um I think you're the only people left in the public for comment so uh I'm going to open it up to your comments if you'd like uh thank you for the opportunity um I think is uh the two largest components of a superintendent constituency other than the students um that uh the teachers and the classified um have a huge voice in determining the the superintendent uh that is chosen by the district I I loved all you guys's comments on on what you were looking for and um and the strengths of our district it's awesome to hear them enumerated um I think I get tunnel vision a lot classified School Employees Association um and forget about the wonderful things that we're doing since my kids aren't currently attending

171school any longer at Mesto schools um I did have some uh and the challenges that we have are real and I think the ones that I'm aware of you guys have addressed um I had a question about the survey data that's collected I'm GNA move this over the survey data that's collected um the very first question on the survey is where you ask somebody to identify what uh component of the community they they fill and so how does that um tie into the rest of the questions in that as an example oh uh parents well we know parents want somebody who they can get along with you know does that negate the rest of their answers because their pigeon hold in a certain area good question um the that's identifying that what that gives us

172is a profile of who Took the survey but it's an anonymous survey so it doesn't sort out whose comments came from what what area so it that all becomes part of what are developed as themes that come out of the survey but it is an anonymous survey so no one would be able to say this parent said that or this was a and some people are classified employ and parents so the number will not be the same as the number who took you know when you go through all of those categories and so I notic those are radio buttons at least in the visual um do people have the opportunity can you select more than one or is it okay yes yes it's all then the details I didn't read them all anyway yes they

173can um and I did see that it was Anonymous but in my mind that's just saying you can't identify my answers with me not my answers with a particular group of people well if someone says as a parent I think you're going to know that came from a parent true but um it's maybe good to know what a parent is thinking versus we do give this information to the successful C candidate because we think the more they know about the district before they come into it the better they are so they'll see all the raw data as well and they'll they'll read that so they get a sense of um but themes do start developing and that's basically what this the importance of the survey is okay thank you thank you for the question um

174and then uh it was mentioned that since we've set the salary range is that something that is uh not available to the public right now or is that out there and I missed it we'll it'll be posted on there we've got to get the information now we haven't done the salary for this year yet because it hasn't been calculated but we're we're we're working on it okay yeah so as soon as it's posted it'll be up there the salary range will be part of the position description it'll be listed there okay but for those people who don't have um who aren't applying for the position um is that the position description will be posted on the district website as well as on leadership Associates website thank you um uh I think it's also important that

175while the superintendent acknowledges the importance of classified employees um and that they're a key component um that they then ensure that that mindset trickles down um through the directors to the um site administrators I think often times while the district as a whole um does show that they appreciate uh classified members I don't think our members feel that they may hear it but I don't think they feel it and I think that component is critical to having a working environment where everybody's excited to work for the district um there's several different areas where where we continually lose people and it's not necessarily based on the salary or the benefits but the work environment and so I think that's you know it doesn't Al always just apply to classifi employees to teachers and administrators as well

176um and and one thing that that um uh I think is important and I think it was said in a way but I'd like to rephrase is that they take the processes that we have implemented in the last seven years since Dr naguchi took over or was hired sorry um and that they build on those don't just say oh that's all fine and dandy but now we're going to do what I want to do and and takes all those um strides that we made and throw them out the the door and starts from scratch I think it's important that we build on what we've done because we see that quite often with administrators where they come in with a different mindset than the previous administrator and while it's good in many instances um it causes

177a lack of people willing to buy into the new program yeah it's like oh if we just wait five years we're going to have a new superintendent right we don't want that kind of mindset in the employees uh or the parents or the students of the district um and then my last comment goes along with that it's just the continuity we need need to ensure that um our staff our parents our students feel that um Modesto City schools is just going to keep us upward progress but we're we're not going to H have to go through the whole tumult again of a new program um I think that is just I can't express how much I think that's important that we build on that continuity and I hope that when CSEA executive board is asked

178to come and do input that you will come and give that input because it would be recorded as part of that group's input and I think that would be important to have that okay yeah information I'll be there okay great thank you very quickly just a couple of procedural uh in reference to the timeline my understanding was that the March 5th date would be the time that csca MTA or those other uh groups would have the opportunity to be contact with you correct just person date okay just wanted to confirm uh and to the folks in the room uh that's quite an ambitious uh time schedule uh okay good luck suckers uh because that's a lot of homework and a few meetings and that's going to be quite a task uh and um I I

179have to admit uh in the previous open uh session when you suggested you know potentially expanding it uh if we needed the the time and space and then to see this uh package complete by May that's I mean I I know I'm a history teacher not a math guy but that's a pretty tight schedule uh godp speed uh and good luck with that um in reference to the conversation uh that you folks had in reference to you know the type of candidate I I couldn't agree more more through the lens uh that to me it's not necessarily that we're this 30,000 megawatt uh giant if you will uh it's the diversity of programs that we sustain in MCS how many districts literally go from preschool autism ECE Head Start State preschool Transitions and everything que

180so I find it reassuring that in your conversation you took into context the you know you know the variety of the programs for me it's not just the size there are bigger districts there could be a talented leader somewhere with 15 grand you know 15,000 students but do they have the institutional breath that MCS possesses and to me that's the part that I get nervous about I I wouldn't say that a you know a TKA soup um wouldn't have the the necessary skill set to assume this position but walking into this system that would be a pretty steep learning curve so to me it's not necessarily the size but it's the scope of program that they have the experience and and keeping track of all those programs would just kind of be my general um

181support of the feedback that I heard your discussion this evening um that that I think would uh keep track uh and I would add uh with Bon we look forward to being a part of that process uh and um it's important that we keep the ball move in for MCS thank you thank you for your input too um all right so uh this concludes our Open Session discussion action items for the evening before we finish our evening and closed session I must state that there will be no reportable action taken during Clos session public comment regarding Clos session items will be received before the board goes into Clos session are there any public comments regarding the Clos session item all right here