001If I'm elected, if I'm elected. >> Welcome everybody. >> I'll call the meeting to order at 503. >> 403. That's better. I like that better. We have Melissa with us from Middle School. Would you like to lead us in a salute? >> Thank you. I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. >> So this is our organizational meeting we have once a year where we elect new officers of the board. And at this time, we will start with the election of the president of the board. >> We haven't done this in four years. Practice 1.4 is the adoption of the agenda. >> Thank you. And a second. All in favor? >> I. Thank
002you very much. Now, we'll move on to our organizational meeting. I need a motion for 2.11. >> Do I have a second? All in favor? >> I thank you. And uh that motion carries and I'll move seats. 2.12 is the election of the vice president of the board. Do I have a motion? Second. >> Thank you. All in favor? >> I motion carries. Patty will be the vice president. 2.13 is the election of the clerk of the board. And I have a motion. >> Do I have a second? >> Thank you. >> All in favor? >> I that carries. So will be the clerk of the board. 2.14 is for the trustee representative. Do I have a motion? >> I move for Laurel to be the trustee. >> Thank you and a second. >> All
003in favor? >> That motion carries. So we have a new board and we will take our new positions. I'll try the next We'll keep you involved. >> 3.0 is public comments. Do we have any public comments signed up for today? Thank you. 4.0 Those areformational items and 4.1 is a student council presentation by Melissa from Freedom Middle School. >> Thank you. Welcome. >> You're the boss tonight. Um, so I'd like to start with our mission is for students, staff, and parent guardians to work together as a collaborative team to ensure success for all students today and in the future. My name is Melissa and I have the honor of serving as student council president at Freedom Middle School. I would like to share what this role means to me and highlight some of the meaningful
004experience I've had as a freedom. I didn't start off the school year as as the class president and I was nervous about stepping into this role. But with the encouragement of my friends and the support of our school staff, I decided to take on the challenge and I'm very glad I did. Being a part of student council has helped me grow as a leader and given me the opportunity to make a positive impact on our school community. I am proud to represent my classmates, support school events, and help create a welcoming environment for all students. I am grateful for the opportunity to continue serving middle school, and I look forward to representing Fremont Middle School at the Here at MS. Plan student rallies. Organize and coordinate rallies to boost school spirit and celebrate achievement. Organize
005school dress up days. Plan student participation and build excitement during spirit weeks. Help facilitate enrollment rally. Share concerns from students. Act as the voice of student body by gathering and presenting concerns or suggestions to the council and school staff. School field trips. Work with the student council and educational student audience. Meet with the school administrator. Collaborate with the school teachers to discuss and school culture ensuring a positive and inclusive environment. all like the photos I've um experienced here at Freedom and I do band um I play food um I remember that um we had the photo with me and my dad um that was for the freedom celebration and I was very proud of that moment because I was able to stand in front of my whole school so I can represent them for honoring
006that special day and all these other fun amazing stuff I've done for a trip and we're actually going this year again but to a different college for eighth grade. So >> good job You mentioned that you um are the voice for other students when they have concerns. Is there something that stands out in your mind that maybe some students express to you that you um >> well um help like talk to teachers, you know, like email them. I like try to help them the best I can, but um I feel like sometimes they get to like I try to help them, but they don't really like um >> they don't listen to you. >> Yeah. But I really try to encourage them and like so like um all the staff like they really try to
007encourage them and most of them they do get do it but obviously there's some that are still getting there. Of course. Well, the other thing I wanted to just congratulate you for stepping up. I know it wasn't in your plan when school started and when the opportunity came up. It's it's not always an easy decision, but thank you for doing that because obviously you do a great job. >> I want to add to that. I'm very impressed that you stood up and took that position um when you were called upon. That's really something you'll remember the rest of your life. Good job. Um, you were part of team UCLA last year. What team were you on this year? And what college will you be visiting? >> I can't remember right now, but >> Santa Barbara.
008Fantastic. >> You'll have a fun visit there when you when you visit that college right on the ocean. Um, thank you. Any other questions? >> I already got asked, but um I will ask a different one. Um, now that you had this experience in junior high, do you think you'll go on in high school and do some leadership positions? >> Yes, I knew by something like this again in high school, you know, because I really like I really would want to push myself out there more because I've always been like scared to do anything, you know, and I would just really like love to push myself and see how far I can go, you know? >> Great attitude. >> Good job. Thank you very much. >> No, you want to introduce who you brought with
009you today? Yes, >> congratulations. You got a hardworking daughter there. >> Thank you. >> So, the only request I have missed, you know, it is a when we're done or in between all that good stuff, I need a picture with you and um I already promised that with Melissa, she's an awesome kid and we got lucky here in our school setting and she does a great job and she's a grinder. She was under the weather and she said on the weekend she wanted to come to school and mom kept her nope, you got to stay home tomorrow, rest up. She rested up and she told her mom today, "I'm going to school. I want to present today." So, so we're thankful to have her and it worked out really good. I think she's doing great
010things the rest of this year and I'm looking forward to interacting and talking to her more. She has some great ideas. >> All right. Uh my fortune. Um so this year we have 10 new teachers that come on board. Two are second year teachers and eight are brand new first year teachers. I want to talk about that a little bit and some of the things we're doing to support them. At the same time, some of the things they're doing to add to our school culture. We got a great school culture uh at Freedom. Uh but it's always good to have some different perspectives, a different lens from people coming through. Um and our mixture of teachers are from teachers that have been experienced teachers, six, seven years from a different district. And then we have
011some first year teachers. We even hired some teachers outside the state that come in and work with us. So we really worked hard to try to pull the best we can so we can provide good educational services for our kids. So what we'll be talking about is welcoming our teachers, our strong onboarding and clear expectations, coaching and instructional supports we have for our teachers. Um some collaboration that we do and get feedback from our teachers and then creating which I really emphasize is creating a positive culture and community and support. Um at any school site I believe it always starts with a good culture and then also some of the impacts that our teachers had on our students. So these are some pictures and images of our new teachers. We have uh Mr. Alred, our
012band teacher. It's going to kind of goes from left to right around. And then Mrs. McKay, um, she has a brother that goes to school and she's very old enough to actually be a teacher literally. I don't know if you say it, but I'm going say she's 21. I think she turned 22, I'm her brother's at our school, so very young teacher and she's great. Then we have Mrs. Mles. She's our our SDC, our learning center teacher, I'm sorry. Um, she's in her second year. And then we have Mrs. Baker. Recently got married in June. She came from Illinois. We hired her through a Zoom remember that interview and she's awesome. Two lives. She commutes down. And then we have Miss Smith who was actually stepped up last year did a long-term sub for our
013choir class. And so this is her second year on campus but her first year as a a permanent staff. Um and then we also have uh Mrs. Goodwill. We have Mr. Romero on top right hand corner, our math teacher. And then Mr. Hughes. Um he's our ELA teacher. And then we have Mrs. maybe who's our SDC teacher who's doing a great job. Um all these teachers have brought a different skill set to our campus and different perspectives but also that they add to our program very much so. So before we get into the video um what we did is myself and Mr. Pacillas um um actually started thinking about we don't want to u share anything with our teachers. We want to support them but we started asking questions that we kind of repeated with
014them as far as what do you enjoy at Freedom? We've been meeting monthly with our new teachers. We missed uh November, but as far as August, September, and October, we met with our new teachers, provide additional supports and actually talk about new processes and nuances about our campus. Um, but we also talked about support. Have you utilized and working at Freedom? And they're going to share some input about that. Then also the most important thing, how do you reflect on your practice to support students? This is an ongoing question that we use myself and Mr. Cillas with our teachers whether we're getting some feedback from doing some observation or we're talking in the hallways. um this video some of the teachers responded and and different some responded some questions some responded all three questions um
015but I like to share kind of their perspective what what's going on our campus >> morning Let's pray his members. As mentioned, everyone >> the great part of that that video that the personalities >> it's a good mixture it's a good balance and and and it's good for our program so I you know the the character traits and what they bring Mr. used he's very soft spoken and he's he's mildmannered and he's quiet but that's good for some of our kids who are very active high strong like myself so he's a great balance for that and then you have this goodwill who's pretty firm and has been in school for a while and how she runs her systems instruction things that kids for myself too that need some guidance and some parameter set so I
016think just all in general it's great there's some some teachers on the same curriculum team um that kind of feed off each other which is really really good So, um, getting back to, you know, the questions we ask and what we're doing with our our staff is I I really appreciate what they bring to the table and what cultures. Can you go to the next slide, please? >> So, these are some of the things that we have from our on boarding um, clear expectations, orientation progress, new staff that comes from the district. Anytime we got new hire, I know we made uh, emphasis of making sure we're getting all the procedures and policies they have in place. So, they have guidelines, mentoring and guidance that comes from the district too. So they have their mentors
017and they also have mentors at the first year or second year teachers um from the universities as they're clearing their credentials. Um reviewing schoolwide expectations. This is an ongoing thing that we utilize. Uh monthly meetings for our first year and second year teachers. So we made a conscious effort myself. We got to meet with them even if it's for 15 20 minutes even if it's a check-in. One meeting was pretty much that is hey we just went around we had no agenda. Tell them how your day went. Tell tell what you need from us and so forth and so on. and then we email them back as far as what we discussed and what we what we talked about some of the needs they might have on supporting systems and for success. Um the big
018emphasis when working with first year and second year teach from my from my perspective it's just good systems and structures in place uh not only with your classroom how the kids enter and exit your class and what they do in the classroom and also with building relationships. relationships is really really key with our kids, junior high kids, very impressionable. Um and you know from their perspective and their lens they take things sometimes really literal but at the same time um our staff has worked with them enough and we provided some feedback for our our first and second year teachers to make sure that they're having those relationships at the same time u not only development but also setting some expectations and boundaries to guide our students u coach coaching feedback from his administrative um and
019collaboration and modeling u from our peers. I really lean on this at at Freedom. We have some seasoned teachers at Freedom. A lot of times um sometimes I ask questions or I ask about this or something comes across they might pop in my office and say, "Hey, let's talk a little bit more." And then when we're talking about that helps me see it through some of our senior or seasoned teachers there and some of the perspectives of some of the things that I didn't think about. So I really I like when our first and second year teachers actually collaborate with some of our our teachers on campus and then of course walkthroughs cycles continue for improvement feedback to our teachers um and then target instructional feedback. So what we me and Mr. PCS try to
020do um this this year is be really specific and keep it simple. So if we're focusing on just classroom management for for the first semester we said with certain teachers we're going to focus on classroom management. We're talking about just engagement for the first semester we're going to keep on emphasizing engagement. Um and then what we did we kind of broke it up so they're hearing one voice. Sometimes it might come and I might say some things but Mr. Cas was assigned a few teachers which he was which he is um a lot of feedback is coming from him and then I just get some feedback from him as far as what what he's sharing with the teachers and then it gives me an opportunity when I go in the classroom to kind of see
021things I want to look for positive culture support and collaboration um that builds skills uh you know membership uh mentorship programs we have uh celebrations and recognitions really important that we do those things uh uh wellness initiative support that's really big with with a teacher, especially first and second year. Are you eating lunch? It's it's that simple. Are you getting your rest? Make sure you're drinking water. Take care of yourself. Um it seems like, well, you know, they should know this. Well, sometimes when they're working and they're grinding, they don't eat much. They're not getting a rest. They're staying way too long at school. You know, if I'm leaving 5:36 and you're in the school, this is 2 three days. That's too long. We got to figure out some balance and how we can support
022that. We got to streamline some of the things you're working on, provide support or what can we take off your plate so you can focus on other things. Um, build relationships with community. Uh, it's another interest at at Freedom that I really really emphasize is when I mean the community, I mean with parents. Uh, we want the the parents to be part of our our our team. We want those discussions and dialogues to be open with the parents and we want to make sure the parents know that we're trying to provide the best service to your child and with your support and help. That's that's our end goal. That's our end goal. either with disgruntal or upset parents for whatever reason they feel their child might be wrong. The end of the conversation I always
023share with parents is how can we make this better? What can we do to make this better? Um so TLC's uh with the teachers do data analysis and instruction strategy sharing um planning for diverse learners. This is other nuances and layers that we're adding on to our our first and second year teachers but we're making sure they're mindful this get a lot of this information but also from their their the veteran teachers on campus and then modeling you know practice instructions. There's some times on our camps ready we got a sub four and then that first year or second year teacher goes and watch you know a veteran teacher as far as how they deliver instruction and again we get some feedback and some takeaways from that. This is why we're in the business impacting
024our students and what what that provides. So you know the higher engagement and learning outcomes that's what we want at the end of the day is what are we doing to make sure kids are learning? What are we doing to make sure kids feel safe on our campus? They want to come to school. And it's it's a grind. It's a grind, especially junior high kids. It's been a grind, but that's that's that's been our, you know, our model this year is we're going to make sure we're doing what's best for kids. Better instruction through strong teaching. So that, you know, TFI product, I'm sorry, GFI, good first instruction. It's really, really important that we're doing providing good first instruction, safe and consistent learning environment. Very important to our students that they feel safe when they
025come to school. They feel valued. So, we got to make sure that we're doing what we can to make sure we're providing a good safe um environment for our kids. One change we did this year with the teaching staff recognized that was good. We actually did something with our bathrooms. It was it was I think RMS did it. Some teachers shared some feedback, the district shared some feedback to me. And what we did is we isolated certain bathrooms that are going to be open so we can monitor the bathroom the whole time. Kids know when they come to the bathroom, they got to drop off their backpacks when they go into the bathrooms. I thought I was going to get a lot of kickback from parents. Zero. Zero. I actually got some feedback from parent.
026Hey, get those better going to the restroom. Don't have to worry about them throwing water over the bathroom stall or kicking the bathroom open students. Um, and more importantly, the students know we're mon. So, we're going in. We still have some issues working out, but even the traffic in the hallways has slowed down now because even during class, we have somebody mon the bathrooms. The students know first or fourth period, they go to the east bathroom. Um, you know, fifth through 8th period, they go to the west bathroom. in the morning when they get off the only bathroom open in the cafeteria. The students know first couple of weeks it took some students adjusting but once they adjusted that so that really helped us that goes back to the safety and consistency of of our
027imperative and then of course improve student success and their well-being. At the end of the day we're we're measuring growth. We want our students to excel in the classroom. Yes, we do. But if this student is making progress and improvement whether it's in the classroom, outside the classroom, social emotional their attendance, we want to continue to focus on the growth. um on our campus. So, you know, our teachers and our first year teachers, we're happy that they're coming through and we want to make sure we continue to support them. Um also, with that being said, we want to make sure this, you know, we have some things planned up. Next week's our spirit week and um are going to be Wednesday. I'm keep on reminding them be out there and be our our annual Santa
028Claus. We want to make sure that uh we create uh things with the teachers where um they wrap this quarter. the quarter is going to be end. It's amazing that I'm talking about by next Friday the second quarter is done. We're halfway through the academic year. It flies by that fast. And in my announcements when you hear me over and over again, you probably hear I'm always reminding our students about that. You talk to teachers, the work so forth and so on, things of that nature. our quarters comes in. And this this to me, I'm I'm a big culture guy and I really value the people I work with and I want to make sure that they understand that um as we're doing this, we're always doing this and I've said this a bunch of
029time of my decisions. I said in meetings too, it's always in the best interest of the students. We all got hired on because of those reasons. What can we do to impact students? We're not going to save them all. We're also we're real about the situation. At the same time, if we go in and we put the work in and you know, we have the next day mentality. You know, today wasn't a good day, but the next day is going to be a better day. Um, we can be at peace on ourselves as we go home and be with our families and move on. Junior ice tough. It seems like I came back seems like it's more tough now than I left, dude. Talk me into come back, but we'll talk about that later. But
030that the emphasis when we're doing this with our first and second year teachers, my my my favorite thing is developing the right culture on campus and and impacting the kids. It all starts and how you present yourself and what you do and how you form those relationships. But establishing shared values and um and positive behavior is a great thing for culture. Uh uh prioritize the students well-being and social emotional learning. I think sometimes when a kid comes in, I just had a great conversation with one of my staff members today right before Sharon pertaining to um you know she was looking at what is the best interest of the student and the student interpreted differently and that's all my conversation was about. I I know where your intent is at text messages before the meeting
031going back and forth with my staff member but all I want you to understand is how the student felt and then we talked about a little bit more through text messages and she understand what's going on. So I think that's another priority that we talk about our kids. We don't know what values they bring because sometimes they don't share it all with us. Some of us do know and we got to be mindful those things. Um but celebrating achievements um you know with our colleagues it's it's huge pertaining to celebrating achievement for our colleagues. Um I think it's important that we share and recognize where not only that where our students are doing well but also what our colleagues and our teachers are doing well and supports that and engage parents and maintaining open communication.
032Huge. We got to make sure, you know, we're very proactive reaching out to parents. Not only when we need support, but even more so when the kids doing the right thing. We got that phone call, that 30 second phone phone call phone call phone call phone call phone call phone call phone that Friday afternoon, spend five additional minutes, call two parents, pick up two phones. The kids still struggling in the classroom, but he came to class all week. And maybe that's I appreciate you having your son come to class all week. I hope you have a great weekend. I'm looking forward to see you on Monday. Have a great weekend. Bye. I think that's very important. Um, and then and of course keeping a welcome, inclusive, and organized environment, inviting new ideas. That's what I
033like with these new teachers. This kind of a catch 22. There's certain things like you're not supposed to do that, but you're a new teacher. You don't know that. But at the same time, they have other ideas when they come in and they share things with us. Their lens is different. Now, some of the college courses the kids are taking classes. Now, I can call them call kids because they are coming in so young. um they're getting these new new layers, nuances that help support students in the classroom, which is good. So that information can be shared with some of our veteran teachers. And then also to continuing to improve through feedback and reflection, reflecting on their practice, reflecting what they're doing, you know, with their colleagues, um their, you know, other teachers, things reflections
034is is is huge. And that's something I want to emphasize with our our first and second teacher, all our teachers, continue to reflect to improve our practice. I have a little saying that we started I think I started last year last year and I say it on the end of the you know that never stop. You heard that a few times Melissa once or twice and I I I really uh mean that. So at the end of our my intercom session I always say you know students you know lock in but my favorite thing is never ever stop soaring. Continue to work hard and that's the same that goes for our teaching staff and our and our person continue to never stop soaring. Next next statement mental how to be in education is what we
035all need. Um and I really appreciate it. This my favorite picture probably the year. I gota get a couple more in there and we all said I know we haven't done in a couple years of freedom and then we're taking our picture and I said silly face. Some of us did it really really well and some of them I talked on a sidebar said we're gonna work on silly face and it's posted up in our >> any questions. Well, I have a comment. Um, first of all, what everything you said is absolutely wonderful, but I have to compliment you on your presentation. It's beautiful. The colors, it's so festive. The font that you chose. It really is just it makes you happy looking at it in addition to what you said. So, thank you because
036I I can see a lot of thought went into it. I really presentation is everything. Thank you. Keep soaring. >> Thank you. I also just have a comment. Um, culture, culture, culture. I really like to hear that. Um, I'veed many times over the last few years about the culture of this district. And that really makes all the other jobs, I believe, easier when we have a wonderful culture. And obviously, you're really pushing that wonderful culture. Thank you. my fellow trustees um kind of said the same thing I wanted to say. So, thank you very much. And I also wanted to comment on the bathroom situation. Um it seems like that's a really good idea. Um and I don't know, you can tell me if I'm off base here, but I would imagine a lot of
037problems if they happen maybe happening in the bathroom. Is that >> it was last year we have some we have as far as as mon situation. So we made some adjustments with our instructional ways and how we and how we identified and then what we did is we we closed down a bathroom and then we emphasized that in our behavior same at the beginning of the year and we actually shared this with the parents too and I was going back and forth going back and forth that you know what I'm going to rip the band-aid out of back to school night. I'm going to share this is a new policy and practice we have in our campus and the emphasis is to keep our kids safe and feel comfortable going into the restroom because there
038were sometimes I had some conversation with students they would wait to use the restroom. I want you to wait my homework. You did it here. Um, so when we made that adjustment, um, it was great. The kids activated really quick and I was waiting for those phone calls. I told Mr. He's a new vice principal on our campus. Man, we're going to get off phone call, get ready to start screening them. I think I I had one person. He had one. I don't even remember if he had one, but I only had one and it was just to clear up some things to keep safe and making sure they have a clean bathroom, too. It's important. Kid said that, too. with we did a student survey today which I should have put up there and
039I share with the teachers it came to the student survey our staff meeting and how the students feel about things perspective remember the student surve we did >> and and it's good so we want to do more of those things students as well as staff service >> from my perspective too I appreciate the being proactive you know seeing something that's going on and kind of thinking outside of the box and solving it but to a good good end so good ask you some questions tomorrow. >> Okay. I know we continue on the meeting, but I know if there's any way I can take a quick head out. >> Do you want it with the board? >> Any What do you want? I told you this is your >> You want to do it right here?
040>> Yeah. >> Okay. Do you want it with the board? People in the board panel understand. >> Okay. >> We can stand up back here and and uh what Right up in front of us here. >> He took a phone call. You want to stand right there? You want to stand right here in front of us? >> And count of three. You're gonna jump up. >> Get there. I'll share this with you tomorrow. Okay. One, two, and three. One more. One, two, and three. Thank you. It's all right. We just gonna say the rest of them. Thank you for joining us tonight. Congratulations. Thanks for taking your treats. Thank you, Mr. St. >> By the way, Miss McCful. >> She was my student. >> Fantastic. Moving on to 4.3 for staff reports. pull that up
041and everybody else shorten up the meeting a little bit. >> However, I do have a >> look forward to your future reports and 4.4 the superintendent will report. Thank you. So, just an update on uh enrollments. So, comparing Oh, I'm sorry. I should have changed that to December, the top one. Um, that is our current uh enrollment right now, K through 8,51. So, we picked up one student from last month and picked up one preschooler from last month. And then just to compare where we were this time last year, um, is and we're continuing to graduate students. Um, in other news, um, one of the things that I wanted to frontload you on and come back for your approval is we can apply for a waiver uh, for the summer. Instead of doing a mandatory
04220 days of PSY, we can actually uh submit a waiver to do and go longer in the day so that it would actually match more of what our students are doing on a you know the regular school year. Um we have found that the attendance really drops down after that you know holiday in that. So, um, we're going to get input from staff. We're going to get input from parents, but we feel like it would be really beneficial for our extended school years of our special education students too. >> So, it reduces it by one week. >> It reduces it by one week, but students go longer during hours. Yeah. Yeah. Actually, it would be a little bit more. Um, and they would get time for lunch, you know. Yeah, there's some I think that
043would help also with um transportation. >> Oh, 100%. >> Um and then just to let you know that our attendance percentage right now is 96.49. which is really really good and that's going to help you know offset some of that lower enrollment is having that attendance up. So we'll continue to bring that to >> very what our school sites are doing um and our administration on the school sites are doing to encourage kids to to be in school and be engaged. So great job. Um and then just uh some upcoming dates. Of course, we've got spring break right around the corner. School resumes on January 5th. There will be a minimum day for fourth year teachers >> 96.5%. A couple years ago, we had the flags 97% >> and not all the schools are reaching
044it. >> Right. >> So that means we're right now there are some schools over 97%. >> Yeah. >> That's fantastic. >> And instead of doing the flag and all that, they actually every school has their own program and really focused on not only behavior. >> That's just for reference. I pulled it up today. Last year we're at 95. Year before we're at 93. back before that we were having that many. >> Oh yes. >> Just last period. >> It's been like six or seven. >> Thank you. Uh 4.5 resignations and retirements only three. That's great to see. Um action items. 5.1 is the consent agenda. Um >> motion. >> Thank you. And a second. >> All in favor? >> I agenda. 5.2.1 2.1 is the presentation of the first interim budget report. Thank you, sir.
045>> You got to click for me. >> Yeah. >> So, all right. Um there's a lot on this slide, so um I will try to um try to to paraphrase a little bit for you. Um just a couple of updates from budget adoption. So, things that are kind of uh currently affecting the um the statewide budget. Um and so obviously statewide declining enrollment, we talked about that at last um the last board meeting. Um you know kind of offset in the short term by you universal TK being implemented um as well as some um average daily attendance so ADA increases from pandemic. Um so obviously we were talking about that just a couple of seconds ago. um that um you know up to the pandemic I think we were always shooting for 97% you know
046functioning at about a 96 96 and a half um and then after the pandemic you know from from you know the low 90s we've kind of come back and so building a budget in those times where you're at 93 94 is is shape you know um and so one of the things that I've done from from this enrollment is really look at if we're 180 students down today what's our enroll or what's our ADA a going to need to look like? Can we compensate for that through enrollment alone or through ADA alone? Um, and so when I ran some numbers, um, you know, some kind of round numbers, um, we were we would have to be at about 99.2 99.3% um, ADA to be able to capture all the students that were down at the
047moment. So, it's not a reality that we can get to 99.2. That's that's a really lofty goal. Um, but I know we're we're making progress that direction. So at 96, you know, 9649, I'm um super happy with that number. I can build a budget on that. We can we can work through those things. I'm super super happy to see those numbers coming in and looking at those monthly and really kind of like how we look now and then celebrating with the with the sites when they when they make those those goals for themselves um and celebrating with their students on their campuses. Um with that being said, Prop 98 outlook. Um so just wanted to kind of update on that. um 25 26 year Prop 98 relies on some deferrals and some um some reserves
048to fully fund Prop 98. Um I know um CSBA they talked about that a lot. Um some different maneuvers that have happened in the past and what they're going to have to do to pull they're going to pull money out of um out of reserves to fully fund this in in this year. Um and so it kind of kicks the can down the road a little bit, but that's kind of kind of typical for state adopted budgets from what I can tell so far. Um it's kind of normal for Parker of course at this point. Um and so want to talk about that. Um so low to more normal colas moving forward. They're kind of looking at that. Um fixed costs grow at about four and a half to 5%. Um so all of our
049you know utilities and the things the items that we're purchasing on a daily basis, anything that comes from materials and supplies that we're doing, we're looking at about a 5% increase uh year-over-year um now. So, I mean, now going into my third year of doing this, I'm starting to look at all of our past stuff and kind of, okay, when we buy goods, is it costing us more? And the answer to that question is absolutely. Um, so working through that. Um, and they're looking at, you know, projected out years for cola trending downward. Um, I've heard things as low as 1.2. Um, I they have nobody's like officially thrown 1.2 out next year. Um, some of them are looking at, you know, mid threes right I think they're kind of hesitant to really jump on
050and say, "Yeah, nobody wants to make a prediction this far out yet, you know, because they they kind of have inside bets going with each other to determine who's uh who's going to be the most right and so they don't want to throw that out." So that's where we're at with kind of statewide budget stuff. Um so slide. All right. So these are the assumptions that I used to build this entire this uh this interim on or make adjustments for. So ADA is uh at the time when I when I ran this, we were at 6108. That's with all county enrollment, every everybody across the board that's ours. Um so we were at 6108 of enrollment. I'm budgeting right now at a 96% um ADA. Um and so we should be funded in this year
051for five. So ADA would be 5,867 students um which would or would be our our ADA currently. But because we're in declining enrollment, um they're actually using prior year numbers. So that second one down, our funded ADA for 2526 is actually based on our 2425 numbers um and is at 5972. That's just based on prior years. So they actually give us three different options. So you can fund on current year, you can fund on prior year, or you can run a a threeyear average. Um and so it looks like um from kind of our preliminary numbers today um next year will be a three-year average and the year after will be a three-year average. So it kind of depends on on what things look like and if our our enrollment stays where it's at or
052continues to decline. So those are two different scenarios that I'm running through and trying to determine putting us in the best possible scenario moving into if it declines, what are we going to do? And if it stays stagnant, what are we going to do? What those plans look a little bit different? Um, so Steph and Colin for certificated staff uh is 2.5%. In the past we've run about 1.5. As I looked at this and really ran the numbers and looked at everything uh it's actually more like 3% but I budgeted for two and a half knowing that there's going to be a handful of people with step and column that are already topped out. Um so making that a more accurate number by kind of pulling that 2.5. Um same thing with classified step and
053column increases runs at about 5% but we're going to to um to budget on about two and a half% because there are people that are top down. Um, stirs is projected to stay consistent at that 19.1% and for the next three years it's it's projected to stay consistent. Um, PERS is still a little bit more volatile, 26.81% and then my projected years look like um 26.9 and then 27.8. Um, those have been fluctuating a little bit. So they're not rising quite as high as they were when they first predict like I think last year those numbers were quite a bit higher. So now they're coming down and staying a little bit more consistent but still more fluctuation than um health and welfare will remain consistent since budget adoption. Um and our required 3% routine maintenance
054still still in effect. All right. So, um, revenue numbers, um, LCFF calculations, um, using all of those assumptions, we come in at 73,149,89. Um, federal revenue stays consistent. These are title title funds for the most part. Um, at 2.8, so 2,899,40. Um, other state revenues at 6 million, 6.3 million. Um and then local revenues, these are, you know, um developer fees, taxes on homes, things of that nature. Um at 6.2 almost 6.3 million uh for a total revenue of 88,670,6 or sorry, 864. So that's where we're at revenue. Um you might look at this next slide and think to yourself like, why are we spending more than we're getting? Because again, we still have a lot of one-time monies that come in and we have to spend those down and as those programs, you know,
055when they give us all the money in one year and then tell you to spend it over four years, we're going to deficit spend. So, it's not a structural deficit. It's not, hey, we have, you know, um this is where, you know, this is you're spending too much money. It's we're spending through the money we have to because there's deadlines to spend it by. Um and so we're still going through that. So certificated staff is uh we're at 37 37,951,364. Classified salaries are 13 mill 13.7 million almost. Yeah. 13.7. Um benefits on those 23,443,999 or sorry 990. Um books and supplies we're looking at um 6.5 million. Um this is this these are supplies. This is everything from books to um I was in a a session at CS to the urinal the things that
056go in the little urinal. I was like why are you saying urinal cakes and now it's stuck in my head. So so anyways this is everything that we across the board. So book supplies services and other operating costs. These are you know things like when we move to teles these are services that we have legal fees things of that nature. We're looking at 6.8 8 million other outgoing 4.1 million for total expenditures of 92,698,362. Now we skip to the next slide. This does show a $4 million um overspend, a deficit spend. We're spending more than we're bringing in by $4 million, but like I said, we're really spending through that onetime money getting those things um all buttoned up. Um, so our beginning balance will be uh 17.3 million. Ending balance at the end of
057the year will be 13.2 million. Um, so we're still sitting in a in a good spot. Um, revolving cash that stays consistent at $2,500. It's just non-spendable. That's set aside. Um, our reserve at 3% is 2.7 two or sorry 2,78,950. Um and then the legally restricted money at uh 4.5 and other assignments at 59 for that total. So it should match ending balance and our total for those four categories should match at 15,286, there's some rounding there. So there's a you know so if you count your number that's any questions budget stuff. >> Yes. Um run that last slide back up there please. >> Is there any talk of raising the reserve? Um yes um that's something that's something that I think that that right now a 3% reserve is is a state minimum for
058our ADA. So it's based on our our how many students or sorry it's not a sorry it's based on enrollment. Um but for our window we're supposed to be statuto we're supposed to be at 3%. Right. um where I would I would feel much more comfortable at a higher number than that. And that's that's where I'm looking to try to put us in a good place to start putting a little bit more in reserves. >> Are we allowed? I I thought it was I thought it was 3% maximum. >> No, we can we can Yeah, we can have higher than a 3%. Yes, >> I would love to push that up to four four and a half%. >> 3% only covers for about half a month. >> Yeah. Yeah, at 3% that that covered Yeah,
059that's going to cover half of half of people. >> Economic uncertainty is scary. And >> absolutely. 8 million is nothing. I mean, I I want to be able to pay these people when we have some >> um one of my pet peeves. Um school lunches. Has there been any change? Is the state really paying for the school lunches? >> Yeah. So, we're we're being reimbursed. >> We are being reimbured. >> So, so long as so long as we follow all the protocols, right? As so long as we're we're doing things the way that we're supposed to. We're, you know, it's a offer over serve. So, they have to come in, they have to choose their free items. As long as we verify it and scan it, do it the way we're supposed to, they'll reimburse
060us. >> Takes a little bit of work, but we're >> it absolutely covering that. >> Y Okay. And so our our food service uh department uh Maryann Groves and um and and Tabitha um go out to each site, make sure that we're following all those protocols so we can sign off and say yes, we are legitimately following all the rules and regulations for this. Send us those reimbursement checks. So she does a fantastic job keeping the keeping the the wheels. >> Thank you very much for all your hard work on that. >> Thank you. >> Any other questions? >> Not a question, but I agree with what you're saying. I tend to be a little bit more conservative and kind of get nervous about money. So, I would think that would be a good thing
061to probably would need to look at maybe a resolution with the board if that's something. >> All righty. Thank you very much. Thank you very much. Um 5.2.2 two. Oh, I I've got to have a motion to accept that interim budget. Do I have a motion? >> Motion. >> Thank you. A second. >> Second. >> All in favor? >> All right. Thank you. 5.2.2 is the approval of resolution authorizing the superintendent to determine the amount and request the release of impounded monies in settlement of pending litigation. And Thank you. A second. >> All in favor? >> I um motion carries. 5.2.3 is the approval of the early notification incentive for retirement resignation $2,500 incentive for eligible employees. Not that we want you to leave. really help us. >> It It really helps with planning and
062um it's nice to plan a couple months early for those new hires. Do I have a motion on two 52.3 >> and a second? Thank you. All in favor? >> I motion carries. Um 5.2.4 is a second read and approval of the follow policies. I know my brain was scrambled by the time I read those. Um, I didn't find anything bad in there. Uh, do I have a motion? >> Second. All in favor? >> Thank you. >> The second read approval of the administration regulations. >> Can I have a motion >> and a second? >> And all in favor? I that motion and that is all the business we have this evening and moving on to member items. >> One thing that I wanted to add about our board policies um thanks to Veronica, we
063now have all of our board policies um hotlage. >> Thank you. >> So rather than parents having to, you know, request those, they would just click right on. >> That's fantastic. >> Well, I would like to say first of all, I'd like to thank the on board, our district for allowing so many of us to go to the CSBA conference. Um, it's always so wonderful to to see what other districts are doing because it really affirms that we're we are really topnotch here. We just don't have issues like a lot of the other um districts have and I I'm very thankful for that. And um there were a lot of really good presentations. I know Michael probably wants to talk at some point a little bit about AI, but anyway, it is out there. Um,
064and it's probably something we'll be addressing more and more as as the years go by. I don't have a good grasp of it. So, I know >> it does this. It's like everybody gets really excited and then everybody gets really terrified and everybody gets really excited and they get really terrified. Now they're terrified because the bots are even though they've told it when people bring out suicide things or bad things and programmed it and the programmers don't know why it will tell you to do evil things. Um there is a huge lawsuit right now with one of the companies that has the technology because the it's now they figured out the daughter listened to the chatbot and it told her to kill herself and she did. So, they're having a hard time with this negative
065language, especially around suicide. Um, I heard that the other day, so I thought that's interesting. So, I guess Google had originally been given this technology and they said it's too fast, whatever. Well, these guys are really behind it and they want to push it, make the money right now. They went ahead and did it. So, there was these safety protocols in place. Training training lots of training. >> I just wanted >> we are working on a board policy. >> Great. >> One of I thought we were hearing about the teacher that was a former student. One of the themes u to uh address teacher shortages or high turnover is grow your own. So that culture thing that's very important to that to have the people return. They know what to expect. They know it's a
066good place. And so I thought that was really interesting topic because we always talk about hard culture and improving it um at the de delegate assembly and then I went to a a session where they've completely changed how they treat special ed students and what they're doing is they're raising the bar for everybody higher standards for everybody and what they've been able to prove is that people the kids respond if you put more responsibility on them, they're going to meet that goal. And one of the most interesting stories was at um the lunchon, the uh superintendent for Compton, he had like a 20% graduating rate. He has like a 95 now for their school district. And he his thing on absenteeism, you take it serious from the first day. You get right on why weren't
067you here? Why? Um, and so Compton now has where they're recruiting kids out of other school districts because their scores, their education, all the things that programs have to me are drawing kids from like Glendale. So, it was really really interesting. But I heard it more than once more than one school district and that and finding that CC the state thing. I thought, oh god, it's gonna be another bureaucratic. No, it is really good. They have some good stuff coming out. So anything that you guys feel like looking into, I would totally use them as a resource and they kept saying at their presentation and it's free and we'll come help you and it's free. So there they have a lot of resources that are free that we can access if you need them. I
068had a really great time. I always get excited when we come back and it's it's nice to spend time with everybody in a in a different for a longer amount of time. Thank you for all those comments. Um I'll be playing I'll be playing Santa for the next week and u if you see me on your campus, come by and say hi. Um I was at American yesterday and it was an absolute blast and then I went back today without the red on and uh it was surprising how the students reacted. Um, just can't say enough about the culture of our district. We spent four days up there with thousands of other board members and administrations from school districts across the state and there's a lot of good things going on all over California and
069it's just wonderful um to see hear all these wonderful things and we're doing most of them. Um, the culture thing is just fantastic and keep up the good work. I I really like to hear about the culture of the district and like they said, that's what's going to have the teachers. We know we don't pay you enough. We understand that you can go somewhere else and make more money. And so the culture is a really big thing about keeping our staff here and keeping them happy and recruiting new staff. And uh we really appreciate wonderful staff we've got. Thank you. And with that, >> I will uh ask to adjourn the meeting and second. All in favor? All right. Merry Christmas to all. Enjoy your break and we will see you next year.