School Board Work Session 3/30/2023

001good morning the March 30th 2023 board session is now in order for role Paul roll call please Mr Satan here that's right here Mr Trent here is the Campbell yeah here please I pledge allegiance to the flag of the United States of America and Tuesday Papa which it stands one nation under God indivisible with liberty and justice thank you just so everybody knows there's been a couple of last minute um additions to the the agenda to include Paul's evaluation process fsba dues superintendent search for Tuesday like look we want to talk about and stuff like that um like how you want that process to go and then uh policy approvals for meeting um there's some concern around like hey where if we have a bunch of them that we just went through so it was

002like 30 or 40 of them do we want to put them on the school board agenda or do we want to have like a special meeting just to knock them all out and we'll talk about those things but first um Ms suhan asked if she can have a minute to just kind of introduce herself and kind of go through some stuff and so um just hand the floor is yours thanks good morning everybody I just thought I'd give you a quick debrief on day one it's kind of it's kind of an exciting day yesterday I had an opportunity to meet with most of the senior leadership team we just kind of reset where we are with them be finishing that work today and then I did a leadership team meeting last night and just kind

003of talked through with the principles where we are and for me the Three core points that I made are focusing on reform Mission that's going to be our good work for the next eight to 12 weeks and we have a lot to get done we have the end of the year testing's coming up like we need our principals and our our teachers focused on education so that was Point number one um Point number two um really relates to budget development and I think Dr Cody and Francis did an excellent job providing some data for us at the board meeting and I'd like to really focus on using that data to develop our investments and so I asked Dr Cody to lead a cross-sectional team to to drill down into the data and figure out are

004there places that we really need to be investing or resources that we might not have previously seen so we'll be looking at that more closely as we develop our budget and then the third um the third point I wanted to make to our team is that I think we can do a better job of collaboration and coordination between leading and learning and student services so I've asked our think about that and we'll be more work with those are kind of three top level priorities that I've set for our team um we ighs on board with that and we will be providing some good work for you manager a couple of administrative items I know you've had Transportation on your agenda today we weren't quite ready to present but I believe that Dr Green and Mr

005Wilson have a reputation prepared so I believe we'll have a memo today Carol is that right a lot of recommendation for you today and that will be on your board agenda I believe uh April 11th or action that's our plan so you should have that underway and then uh probably on Tuesday I'll have an ad item for you just to clean up some administrative items with me I just kind of rescue them to take over some of the administrative role of the assistant superintendent of Facility Services things like approving purchase wrecks and signing contracts and things like that that probably should not be concurrent with my role as Acting Superintendent so Russ is going to handle those in the interim for me Tuesday so that's all thank you Mr Susan appreciate bye thank you Miss

006hand um does anybody else want to speak to him this hand real quick this just basically gave you like her hey I'm here and this is what I'm planning on doing so I I would just like to say thank you again I mean from the bottom of my heart you have stepped into a situation that is not maybe necessarily the most ideal but might be the first female we is this correct strong female leadership in here so we are super proud of you but honestly you're hitting the ground running and I really really appreciate how diligent you have been and how hard you have worked so we're grateful for you just um for that oh I gotta be careful anybody else I do I did guys I was talking to miss Ann about it I

007got to be careful okay very much appreciate you [Music] to share with us I'm not surprised by any of it yes it may be operate um you know we've had a lot of instability and I can't find I think if someone who's better able to to stabilize this and then the person where I've never heard any negative about ever and um but very professional I know you have the respect of your colleagues and of people the leadership team I'm sure that you met with last night and so uh I look forward to trying to make your job easier for for these don't look surprises um but um you know these are these this is these are the three most important things that we do have to do for the next couple months so I appreciate

008the focus on the core Mission I mean that always has to be number one um getting our you know helping our students be successful um supporting our schools in that endeavor the budget development this time of year has to be you know has to be up there and then this because the discipline and the other you know and then again going back to core number one for mission number one um that collaboration I think is going to be really really important and that's what I'm hearing too so I appreciate that um I appreciate your use of um Dr Cody to to lead that team because that kind of solidifies or clarifies what her role will be and I think it'll be a good use of her experience from another District um as well so again

009I my my other word would be to the board we we've had a lot not just on our plates but we had a lot that we put on Dr Schiller's plates and which it's like they're on to staff and considering now that the staff is actually going to be taking on additional burdens um because this woman's role was not small right um I would encourage us as we talked this morning and so kind of go the coming days that we we may be lighten um help lighten loads if we can so that they can do their job with efficiency and Excellence the way I know they are and still be alive at the end of May and still working for us at the end of May um so I um I hope that we can

010just take that into consideration as we move forward that everything we do creates not everything but most things we do crates work for people and if we can lighten that burden so they can finish strong with these three priorities and others I think we need to take that into consideration thank you Miss Campbell Miss Jenkins do you have any any words yeah um I of course appreciate appreciate you as well um I feel like you offer back a sense of stability cohesiveness and light [Music] to this organization and your colleagues which was necessary I trust you to not only steer the ship but first put it back together because we were very fragmented very unstable I feel a very tremendous sense of relief which is selfish because your burden has become so much larger very

011quickly overnight I recognize that but I feel a very tremendous sense of relief that you are stepping in um again to put this ship back together so I appreciate you I think you know this but I'll say it anyway I am here to support you in any way possible um I know that is the nature of most of our cabinet members because they're so dedicated to BPS to do too much sometimes so I just want to say publicly to you you know you literally have two roles right now one of which that was already too big for one human being to take over and you did an amazing job doing it but you know make sure you're taking time for yourself as well as this organization so you continue to be as amazing and efficient

012as you always are so thank you strength thank you for giving me the time yesterday to sit down and talk so plenty of what I needed to say was there but it was a we can say publicly and the trust work came up and that's first and foremost you know is uniform business owner I would take I would take the trust over and an employee or a business person rather than a huge resume in that area so I mean you're a facilities expert but I can trust you in this position uh you know it is there's we're at the two minute drill uh to use that analogy of getting new leadership in this school so I had this district and I trust you in that position to get us into the Finish Line there but

013it's not going to be you got a lot of work to do I discussed that yesterday this is usually you know as teachers the testing coordinators May the end of the school year uh it's tough enough for us to throw this on you uh uh you know that's why you get the big bucks I guess no it's it's you because you're capable of doing it that's why you're in this seat right now so I look forward to the next 50 days or so and uh appreciate it thank you thank you thank you very much you guys hey first off um wanted to watch a little bit of the board meeting and I noticed that I was um kind of injecting onto every comment right and um I think there was some validation for that um

014I think the way that we can get around that and I'd like to start trying to move to it is is we can all say our opening comments and then we just kind of leave it open for discussion on bigger items so that um and I'll I will not do it based upon like having this opportunity to discuss but I think having us say one thing say one thing and be done it was kind of off so we may start trying to move into having our open statements kind of have it in collaboration and have fun statements and then moving on and if we get to the point where we can so I just wanted to let you guys know that um the other thing is is that Sue and I were talking about her

015being the first woman and she was like it's just like I just came here to do a job right so she said whatever you do I don't think that needs to be the Cornerstone of what we talk about it and the reason is it absolutely does especially in an organization like this sorry I didn't mean to jump off no no like I have four daughters all right and one of the things that I have is a very strong life and my daughters are all very strong-willed and so proud of them for doing so so when I saw the opportunity to say that I was like man this is a great story to tell and to be honest with you with a female dominated profession to say that Brevard public schools has never had a female

016superintendent exactly is something that we needed to say you know what I mean and sometimes miss hand we don't really want things to be out there but it might be something that that I think is appreciated by many and I that's a huge opportunity and especially because the school board has been a majority of the female amount for a while right and it's oh my gosh yeah oh my God like maybe this is all foreign anyways um I did want to say thank you for some of the clarifications that you brought forward both with the budget development um the reports and stuff like that and I did want to reiterate so that applicants that are out there that may be watching that your intention is to just apply for the interim position and not to

017try to stay in any future position and um just so everybody knows um that has been the sentiment for many people have always said to me why don't you ever even when Dr Mullins was here like hey when Dr molds is done why don't you have two hand like everybody loves her so much so throughout the time period that we've been together I've always said have you ever thought about it she's like no no there has never even been an opportunity that she has said well maybe like no no no no no and that makes you such a good leader and that you are focused on what is at hand not rather than some position thank you so much Miss hands um with that I wanted to speak to is everybody okay with that we

018can move on from here um with that I'd like to move to uh Paul's evaluation um Miss Tammy did you want to kind of speak to what you were what you put it on here for um well you have copies of his existing evaluation tool I kind of wanted to get the approval I'm I'm I don't no no I haven't for that um yeah um so you want me to yeah just hand them out um to see if it's approved the music and the share so I can send it to policy and we can start around myself evaluation I would not have discussed maybe a June timeline to submit it foreign so basically there's a there's a structure that you do it behind she's just saying hey we may not do it right now but

019we need to kind of say this is how we want to do it to give you the opportunity to present changes that we would do it and I think that's that's appropriate for right now if you take a look at it it's a lot like you're doing for the superintendent's evaluation if you have categories and everything else so I think that um one of the things that Paul and I have spoken about was that with the changing over at the guard and doing all the stuff we had said that we wanted to kind of delay where we normally would do as evaluation and not due until like when is it due my contract is required an annual so it's due whenever the board wants last year we were on the renewal time frame because my

020contract ended in this year that isn't an issue so it's really important to talkative if you want to wait a little later until the new super is here and in place we can do that I think Tammy just wants the device approved start getting into me let me start working on my self-evaluation and then the board can schedule when they want to go through their process so I we I we talked about this yesterday because I knew this was around the time of year April May when we have done it before but considering what April May are right now I think it's but we also usually in the summer are doing the superintendents and we won't be doing that this year because you know everyone have been with us for a year um I think

021the summer will be a for your time for us to take our time to do this but I I'm not ready to because I mean I've seen this before but I like our new board members to take a look at it so what what time frame for whatever whatever just as long as it's in your head and give me the going maybe the next meeting you could be a news session or something and just you know yeah go ahead I'm sorry I'll just say if we can kind of get a time frame to pay over the next Vlog almost a week and a half before our next Workshop can everybody look at this and make any suggestions for changes that's what you're about to email to you as well so you have an accountant version

022yeah I know that I I think that's a well it could be immediate energy roles that he's been working on it to get it to you by the end of May foreign [Music] like this evaluation form is what she's looking for is this what we want then we can let her do that and then make any changes in the next couple of weeks I think is appropriate but it's Jenkins yeah no I'm fine with it um I I think that Gina Megan need time to look at it because I feel like last time we went over it not to say that we will review it again and have changes we want but we we kind of expressed some changes we wanted to the actual document itself so I think that's probably going to be ready

023I think so um anybody else have anything to say can I ask the question of the changes that you reflected last time are they are they showing in this evaluation form now or no I don't know we didn't want to change the evaluation Midstream right you know that's but do you do you have notes of this I have already a new one that's built I'll have to look and see if there's any changes I feel like it was more we had those conversations probably for the superintendent one I don't really remember yeah oh yeah yeah I don't think there were a lot of discussion about changing otherwise it was like semantics it wasn't major right everybody good so these are just reflective of how our teachers and other employees are evaluated with the highly effective

024effective you know so that's yeah for the superintendent evaluation yeah and the board evaluation which is something we get to do that too yeah um so uh Paul is that give you a little bit of direction we're going to kind of improve the process document and then maybe change a couple of things maybe uh if we can I think your recommendation of like a week and a half that Workshop or if we can just kind of say hey if there any changes and I truly believe that there are some changes that you guys can submit prior to the meeting that we can you know in using uh Tammy's evaluate that things that we can have them all set so we need to get them to her beforehand breath so like there's that link that you

025can go online and say hey um section one this you know what I mean just do that real quick that way we can have a setup and then we can communicate and everybody will be on the same page and we can move I think that would help us moving through the process probably be helpful to describe the process once we get there you know Paul gets it for a while he he gives time to provide evidence to us he provides a binder with um here's here's the evidence because we don't always see all the things that he's doing here's evidence that I've met this this and this and evaluates himself and then he presents it to us we get a certain amount of time to look over it and then Tammy sends us with the

026smartsheet you know for us to put our our scoring in there and then any justification or reasoning behind NPR support from the evidence we have from what he's given us or whatever and then we come together for usually two meetings one if we need them I know we usually schedule twos yeah one okay because it was really shortly and we we kind of hammer out come do some agreement get it all in there and write um it's Collective creative writing you know so we can and then we pull him in to present it to him in in that in the afternoon time for him so that's just what it usually looks like I think your recommendation might be the most insane recommendation ever made by an attorney in the history of the Florida Department of

027Education because of some of the interesting things that have happened over the last year so I look forward to seeing everything um is that good everybody understand yeah okay um there's one little supplemental thing that goes on here one of the things that we identified as a possible problem was that Dr Schiller had previously moved to have the Assistant Attorney for the district moved to be the superintendents personal deterrent and that was the one that we were trying to improve I talked to Dr Harvest hand and she said she would support us very passionately to move it back to being the assistant general counsel for you Paul to review and stuff like that so if everybody's okay with that I don't know if you guys know but there was a um February I think it

028was like the 24th or somewhere in there um it said that was something yeah so is that something that she's going to have to put for us to vote correct yeah because we approved the change we approved it the job description will have to change that she has to yeah she has to go back change the job description back to what it was collaborate with you and then come back to the board sometime the duties were always on there for referees refined conflict matters like employment and explosions that I can't advise on so that was always built in he just wanted the structure to be more whereas they were in this week this week's rather than under legal helping out with the district so it's okay so I think just just the history of that

029is important I mean the role was going to be the same and it just you know and I'd say you know I'll give an example the year that we were at empass our attorney at the time was not Paul had to represent the board and the attorney for the district had to be separate because we were sitting in the in our quasi-judicial so we had we had to hire outside counsel to do that having which we might still we still have child power outside Council because sometimes this season too much for two attorneys um but if there is that you know it was really important to have that person in the meantime she uh the person that we hired worked hand in hand with Paul in things that we needed at all we were all

030working together but so I we changed I didn't see as much of a conflict but it clearly you know it's we can we as a board can change our mind um so we need to approve I my question is we had um we had someone that we have not approved yet um would that affect that would that need to be delayed until we change the job description I don't know that it has to be delayed as much I ensue right now they would afford to sue she can assign them whatever she wants because we do change job descriptions sometimes for people who are already working for us because it doesn't match their what they're actually doing so I just wanted to make sure I knew that answer that question before we move forward so everybody's

031okay with them developing it bring it back to us um good to go yeah I'm okay with that I think that well it makes sense to have that Council in the legal offices and especially when we're talking about hiring somebody new that could need additional training having that person sitting in the superintendent's office when they're going to clearly need Paul's advice and guidance for this process makes sense to have that all kind of grouped together um with the nature of what's happening it makes sense to me I can't see a reason why we would say no but maybe somebody else can no I think I think yeah I'm sorry go ahead I think the idea was that Dr Schiller had come to us and said hey in order to meet us or you know work

032as a superintendent these are some of the requests that I have situation so going back to what we had originally [Music] I just want to jump in here I don't want to discuss right now because it's not literally applicable to this but it's kind of in this realm of a conversation there is something I want to talk about at the end that has to do with a little bit of that reworking as well um but I rather do it after we're done with everything okay I just want to put that up there all right um I think we have Direction in this suit that you need another okay next one is is that there's a Miss Tammy had brought this to me this morning saying hey she needs some direction even though we don't have

033to pay for it until July 1st she would like some direction on FSB so you guys may not know or may know we have a voluntary as individuals we can choose not to be a part of fsba um in the event that you are not choose to be a part of that that money would then become a part of your disposable income for various things that we can discuss later on what the direction is but it's it's up to you guys so I think Miss Tammy had said hey if there's a way that we can get direction now if not you guys can think about it and then fold with it but I think we should honor her with that discussion so with that um anybody want to open the floors or discuss things yeah

034I mean I'll be super fast um I don't want a membership to fsba um I appreciate you bringing this over because I randomly keep asking you when I don't want it to as we get renewed so um I would appreciate not doing that I think one of the things is there are a lot of organizations that we should be a part of that are beneficial to school boards in their growth and development so it when I see our budget I feel like a big chunk of the money is spent at MBTA so is there anything that would stop hey you pick an organization that you want to be part of bring back the information you learn you pick an organization that you get and then collaboratively we come together and say we're getting the information

035from all these organizations that are helpful for our school board versus all of us being a part of one same organization with the same information I think there's something that there has to be with evidence and you guys know this better but I think fsba has a thing that there has to be a majority for right there's a majority of board members that are participating participants for something and you're going to know more about that okay if I can say real quick not to interject but there was a question that we set it up before was that for past preference uh Miss deskovich and I both were members of fsba and then we also were members of the new Coalition that had formed and under the current guidelines and stuff like that in the event

036that you wanted to be a part of multiple ones we were not going to restrict that so that there's budgetary we had it inside the budget we made the budget in there so that you can be a part right and and not only that but there was the conversation wrapped around look in the event you're to your point of effectiveness of leadership it should not only being one right so the idea was is to grow that so um with that I just wanted you to know that it's not like you if you don't choose the fsba that you go over here and then you can't [Music] um I you know I would have drawbones attention down to the bullet points in the middle um and I will tell you whether or not you can use

037them or not I have definitely used them I know Mr system has at times too um the the first bullet point being the most important on call if I text Andrea Messina or Tina pinkison or you know Carol cook who's not an a direct employee but she's a consultant with them the one who has come out you've done so she did your new board member training and she did our Master board training if I text any of them at any time oh my gosh this is going on you know I have always gotten she will not none of them will tell you what to do but with their vast experience and knowing what's going on they will tell you well in such and such a county this is what they did and this is how

038it turned out you might want to think about this and and in a in a such a non let me say non-partisan way there is it's a point where there's people in that like I don't know what party they're in I don't you know I just they've just given us good historic Council especially in situations that other counties may have dealt with but I didn't we haven't so I don't know that is I I get a call back always the same day or a text hey let's let's touch base tomorrow it has been invaluable and that experience as well as connecting with other people across the state I know you guys have probably built relationship with school boards across state who are also new but you know you do have an automatic connection with with

039people across the state you know you may not read the the emails that come through or the magazines that come but they've been um you know different times when I've wanted them you know they're at my fingertips and and as well as the legislative um yeah I'll just tell you this and I'm sorry if I can go along but this is an important decision to make and um I and it's I don't know where we're going to go with this but I will answer your question when I get to them don't let me put it up um you know I just was an adult Tallahassee every spring break at fsba day in the legislature and you know we had people there who from the right on the left you know and people I will give

040an example become a mantri who is in Charlotte County is one of the um chairman of the legislative or the advocacy of the legislative committee and they have the Herculean task of taking people who come from a great variety of backgrounds political backgrounds and educational backgrounds and and different all you know north to south and Beach to Center and all that stuff um and try to figure out what what can we all agree on and if you look at the fsba platform there were things that most people could all agree on Workforce mental health security recruitment adult getting our kids like a career Readiness things like that they left off the things that we didn't agree on in fact they left off things like term limits for school board members because not everybody in the

041organization agrees on that and some people are upset about that like look we have to stick with what we can agree on and there was a lot that we could agree with and then so then being able to go collectively to our legislators and say here's what we like to see and in a very respectful way I know in the past before I got on the board before I got a part of the FSB I think right around the time that Mr Susan got on there was a rift between FSB and the legislature because I made some bad choices they have definitely the people were still around that's part of the party organization learned the lesson a lot of people actually aren't still around on school boards um but that is helpful I actually had

042forgotten about the hundred thousand dollar death insurance policy um uh but you know we have a new National Organization that we're a part of Caspa which is having their conference actually today so you're going there tomorrow are you okay I I'm not because of the all-county jazz concert I had other organizations but you know we get because we're part of that we get to be a part of this new organization that's uniting states around things that aren't political which are Oregon State old organization in SBA tended to it wasn't just political it was they were they were hot mess administratively as reason one of the biggest reasons why we left um I will tell you this on the just answer Miss um Jenkins question I have to I don't have the policy in front of

043me that has to be a policy even though I've been on the board of directors when we voted we refined it if we don't have three members of our board and I don't mean this in a coercive way but if we don't have three members of our board that are part of fsba we do lose our seat at the table I mean any of us can join if we get down to I'm the only person I intend to join if I'm the only person from our board that stays part of fsba I will still be but I lose my seat on the board of directors which means we lose our voice in that organization and that's fine I'm not trying to keep my I I feel like I've had an important role to play I

044would like to continue to serve it's my if we have to decide to Summer if I'm going to be our representative and I certainly offer myself to do that again it's been fun even though it's required a lot more travel um and it's helped me to build relationships and get to know my job even better um here but we do lose our seat up on the table and we at least I think we lose it for board of directors we also lose it for the advocacy committee because every County gets one voice on the advocacy committee but if we don't have the majority members we do lose that I do know we revise that policy so just something to think about you know it's I know several of you have gotten a chance to um

045you guys have got the list to do the new board member training there's the finance training which is very helpful I've suggested to you and I continue to suggest if you remain members that you take advantage of the policy if they do a one day on policies and one day on collective bargaining they do that in September it's really unfortunately after our collective bargaining process will probably be completed but um it's very very helpful the finance 2.0 is in April again because we're going through a budget it's very helpful trainings um have taken advantage of everything that I can we can't do everything but try to and everything I've attended has been very helpful and it is it's it's kind of like this job it is what you make it if you're not going to

046attend and not answering this is you know she's not going to attend and I hated that she came in during the pandemic year and didn't get a full new board member training because I think that had my opinions had an effect because you had to do your spiritual that year because it was 2020. um you know I will continue to have relationships like that I'm going to continue to be a part but I think it's helpful for our board to have this um you know the reason why we can come to them and ask for their assistance to help us find our next superintendent is because we are our board as a member and if we were not a majority um four we wouldn't have I'm gonna say we want to use them again for

047that hopefully we won't in the near future um but the reason why we can take advantage of that fast experience in the Florida and out is because remember that we have majority membership and so just just something to think about um as you guys make your decision but you know my my decision is I will be rejoining regardless but it does it does affect what our district can do with them if we don't have at least three thank you very much um Miss Megan um I I think you could do commercials for fspa on all the things that you have wonderful to say and again when I my comments are not reflective of saying hey I don't think fsba is a useful organization that's beneficial to us I don't I don't think that way I

048don't feel that way but my where my issue comes in is there are other organizations that I'm interested in being a part of and if I'm being quite Frank the majority of our board budget for each individual member is tied to that membership with fsba like a huge percentage of it so if I have to choose one or the other and there might be there's value in both of them so that's where I I get a little conflicted on this so do we need to give direction today to tme on whether or not all right I would like to know the details on the board majority and or you know it doesn't need to be three of us is that a certain thing before we move forward with the decision um again this is nothing

049against fsda it's just if if it's one or the other well that's what I'm saying we did I don't know if you're wanting to be a part of the new the conservative uh good old initials um we're a conservative coalitions that one I know there was lots of things in there it sounds pretty close to the other word conservative but if you want to be a part of that I don't know what their dudes are going to be or if they've presented that because they did kind of die for a few years um what we had budgeted previously and fsba did just have to raise their dues by like two percent this year for the first time in uh in a long time um we voted on that in December right I remember when I

050was there but it was very small um we did a budget as a board our our budget to so that you could be a part of SVA and that organization and our our amount was the same so I mean it was for everybody not everybody not everybody used it so you know we had left extra left over but you know we've been flexible too because you know if somebody on the board doesn't really want to be a part of anything we've shuffled around because I've had to do all the extra travel I've taken from right before from June 1st before um or they have taken from mine you know one year Misty went to the National Conference and we didn't have that budgeted but somebody had extra so we've been able to share that around

051for each store if you want to do extra stuff but our packages yeah and I just to like slightly expand on my decision I mean and I'm not gonna put out all the reasons why because this is a reason to say that but um I did take advantage of some of those trainings that Finance training is super helpful it was really really helpful as a new school board member both of them I mean 2.0 is like way deeper of a dive than the first one um but you said it perfectly I know I'm not going to take advantage of anything that would be offered for that amount of money and spending and so that's why I'm making that decision I've already had enough opportunity to experience it for two years and I know I'm not

052going to utilize it and so I'm just doing that because I think it's fiscally responsible of me to say that if I know I'm not going to participate in the value of it and thank you Katie because I was going to tap on you specifically to address to the new board members by the way though there is ramifications if there isn't a majority of people participating in it so that's a decision that you guys definitely have to weigh Mr G um yeah I'm going to take some more time to look into it and I think maybe for the first couple years it wouldn't there's a benefit of being involved just because of people we don't know what's there as it is for board member necessarily maybe we haven't taken advantage of it yet so I

053I think I'll and see what other organizations are out there check and see if we have to have three out of five if that changes anything um but yeah it when you see twenty five thousand dollars physically you know responsible immediately was like wait a second you know but there's there's value there so I need to weigh that out a lot of good effort yeah thank you so um I I personally I joined fsba six years ago worked through it we'll tell you the values that you stated and donated these data um there's some good stuff that's there there is definitely room for growth I think um I have sat all the way on the selection committee to move the presidents and all that stuff through all the way to I was the advocacy chair

054which is kind of the guy that oversees the state um the state agenda you know what I mean legislative agenda the federal legislative agenda and some of the advocacy wrapped around that I'll tell you that it was a Monumental chance that we knew that I went through to deal with all the way from Miami-Dade all the way to conservative like Sumter County kind of stuff um and I will tell you that that was the year that the School Board member out of Miami-Dade and I uh Mr Gallard who's on the left and I was on the right we had both come together and then pulled us out of the National School Board Association so there is an opportunity to direct and to go that direction if there is like if on a political side people

055are like look I can't be a part of them because of those other things I will say that there's an Avenue there to continue to do so based upon advocacy and the groups that are inside the road say that there's that and I'm going to be sitting again doctor on the selection committee for the Slate of officers for this coming year yep so the other thing is is that with that um I want to say that I do I do think that it's as much and as little as you can take advantage of and there's an opportunity to steer it it will tell you that over the last two three months I have called multiple people in the organization to get references to deal with some of the things that we have seen and um

056that's not something that we normally talk about but it was invaluable I will tell you that like just some of the other things I've asked them to review our board discussions and stuff like that to give you feedback because I felt like sometimes like reiterating back that I do anyway to every comment was inappropriate right so I asked them to review and they give me an honest answer they're not trying this one but you know what I mean they say that you got to stop that um and then if you guys remember Dr Schiller had requested them I didn't even know about it I apologize but he requested one of them to come and monitor our board meeting and give recommendations she literally came within 48 Hours like she was told hey can you come

057here she came I didn't know about it until like an hour before the meeting and I was already prepping for the meeting but that's the kind of level of response that they have so I did give feedback to Mr citizen just not just as a whole boy so with that with that said um moving forward the other component is is that I also joined the conservative School Board Coalition when there was I mean there's only like tennis right and I went through that process I think that it was definitely worth the opportunity to do so because many of the things that we discussed in there I also brought to fsba as part of a legislative asks and I think that I would encourage even individuals that may be on the other side that they would

058bring go to their organizations and come back because I think collectively the more organizations that we are part I think that we aren't going to be doing a better I think the um the other thing is is that with just so everybody knows there's a couple of organizations that I was looking at joining just because they're outside of the scope of these two organizations and they're like there's a lot of these coalitions of coastal cities and our Coastal County School boards and Rural County School boards there's a lot of them that we don't even talk about so like the Heartland has like all the Heartland which is all like Highlands party DeSoto and all those then there's like a coastal one that runs from like Tampa all the way around up to here and they're

059not that expensive and you can join them and then you can use a collaborative efforts of like counties you know what I mean that would be a discussion I'd have to have with the incoming superintendent and stuff like that but I wanted to say if there's those things that we want to be a part of I think it's poor Direction it's been past precedence that we actually can join us with Innovative without any restrictions so with that I will be rejoining fsba um but I also will be joining probably the conservative group and I plan on trying to bring in some of these coalitions for discussions so if that helps give direction appreciate it is that what you needed so then you just need us to come back is there a how long do you

060guys think you'll need how long would you need to make this decision can I give you an answer by the next board meeting is that fair oh absolutely okay I don't have to pay until July okay like you can say I'll come back in June okay like it's not a rush at all I think letting a little bit more time to kind of um I can send out the I can find it for sure because I do know that we leave our app lose our spot on the advocacy committee I don't have three um I'm sure about the board of directors it would make sense we also visited Waters that that I think I I would hate to I don't want to I don't yeah I want a curse or coerce you I think the

061question is based on that is irrelevant I think um if you don't feel the value of fsda then you have every right to do that and I would support any value that you have towards that I just um I know personally that I want to get really started helping out with some of the other organizations and I think that that would that's going to take me a little bit of time so um that's all so all right okay um next thing that was on the agenda that came on is um and I apologize about some of these things but due to the changing of circumstances these were needed I'm super intended search prep for Tuesday this is uh materials and things that um you know what I mean contract negotiation dates basically basically Miss Tammy

062you can cut me off and Stevie if I don't do a good job but the what Mr Tammy wanted to do miss Aguirre was just say hey guys like what kind of materials do you want do you want every resume printed um do you you know what I mean like uh things like that right so we just kind of now we're in there um tomorrow's the last day of applications how do we really want the nuts and bolts yeah I'm not sure if you're just looking at everybody [Music] in total just resumes I'm having to do whatever I have a right for you guys on Tuesday can I um request just for me personally to have them maybe printed today so I can take them home with me I like hard copies better yeah but

063I would prefer just having in advance because otherwise I'm going to do it myself for the weekend there's no point in doing it on Tuesday yeah there's indication that there's some people that are coming in I don't know if it'll happen or not but um fsba says that they've received calls and people are coming you could apply so I think that um uh Ms Jenkins if you do get them printed check again yeah of course yeah yeah I I don't need paper copies I prefer to online [Applause] myself included yeah the entire packet including like certifications or just not the resume resume is all that I would really prefer I don't need the circle because it's not the extra attachments um the one thing I would add is Miss Green selection process to reduce those

064if there's a aggressive team that can do background evaluations fsba does all that for us that's for pain in the big one I would I would also say maybe we just check in to see what that process is and make sure that we have they said Is Right yes I did check with Andrea about that to make sure I did and she said that she she confirmed that they will be verifying the dates and the way that she said that they will present to us is that if there was a conflict or something that they couldn't verify they will just say we couldn't verify this um not that it's not true but they just couldn't verify the information so that's to you know for us to decide from there right can you be telling us

065that on Tuesday what are they telling us this like how are they communicating I think they were going to tell us about when they present the applicants to us got it um and I would believe that would be there's like a week between the boards selecting someone and the vote on the contract given our last issues are we wanting to maybe make it two weeks if you don't want to be in a situation where the chair and I are trying to negotiate over two or three days and then get something up on the day before it is Paul is there a way that we can um just in case and then you can keep this special meeting on the night if it goes really smoothly and everybody's like hey yeah we're good to go but

066then that's available to push to that just so that everybody understands Paul and I had gotten to the agreement within the specified time it's just that there were some additional requests that did not pertain to what the direction of the board was that started to gather so I think that Paul and I can but I would I would tell you that in the event that somebody wants to continue that if we can have that option to continue but I feel we will not run into that situation again I think that we can do it pretty easily in front and if not then we can always extend out of respect for them be Flex Plan yeah I would appreciate that because we have a significant amount of out-of-state applicants too that I think are going to

067be and people who are currently in educational institutions there's going to be a lot of nuances and flexibility to whoever the pick is so I think we need to be flexible to that yeah FYI I will not be here Tuesday my daughter has an appointment it's fast testing so my wife told me she can't do it so he's not there Andrea Messina should be able to help God you guys absolutely Thanksgiving I appreciate that I um I'm fine this let's leave the nights on there just in case um but I'm fine with it so the 16th is a regular board meeting correct so it wouldn't wouldn't be challenging to is there any I know obviously it's our job to do that but is there any guidance that that's part of our fsba contract that they

068give to another game in the what was sent out yesterday they gave us some things to think about right in a contract but is that pretty much the extent of what they're going to yeah usually that's as far as I know I don't know you guys with haters and contracts that other districts and I could probably get that as well and we can use the four we can use Dr mullins's form that is pretty pretty strong that has been used before and use that as a base argument to come off of and or anything that needs to be added we can add I think I think this for the continuity of our district when we start looking at other contracts across the state each contract depending on where it is is going to have some

069different feel to it and that contract that Dr Mullins has is a pretty strong Brevard contract one of the things um so I think that it's okay with you guys if we use that as the base and then just start that conversation and then let him or her um try to come in and maybe possibly say something uh that they may want to that that would probably be because if we start looking at multiple contracts instead of doing you know so if that's okay with you guys I'd like to do that okay and anything else that you needed in that scope one of the other things that we had discussed is that Tammy's gonna she's she's getting ready to send out to Doodle poll um for the extra meetings because Miss Campbell had brought up

070the um the the very uh very appropriate argument that we were meeting like every day all day and we were going to become really good friends that week so the thing is is that um we had pushed that off but what Miss Tammy had said is maybe what we do instead of like constantly going to Google polls is something that I recommended a couple years ago is that we just block it off Tuesdays and then that way if you need them we can use them and if we don't need them we don't need so I can do that because that works out for me for planning purposes for my business and my work um but that's one of the discussions that way because when we go to the doodle Bowl to be honest with you

071the majority of the board up to four people can pretty much meet every day and the only reason I didn't like I didn't want to carve somebody out was those dates that we went to right and I think it's on unfair to say hey sorry we chose this date we couldn't be there and that kind of stinks right so I would say that if that's okay if we can just block out Tuesdays starting at a certain date then we can use them if we need them and if not we don't and they wouldn't be something that I would like say on this Tuesday hey next Tuesday we need to be they would just know that in four weeks we have all the Tuesdays blocked down and I can do that for schedules for vacations for

072all that stuff I think it makes it a lot easier honestly if we just pick a day versus I would appreciate it I've canceled so many school yeah things that I had already planned because of the random things that we're doing and or getting nervous that we might do something on that day or not and I'm mentally exhausted from trying to make sure I don't miss something that we put on the calendar that wasn't always there oh I hate to bring us back I was looking at Tuesdays the ninth actually is a right of May it's actually a regular board meeting day so if we run any two weeks we'd need to call a special meeting or put it off till the 30th of May I don't think we want to do that I we

073were going to meet on the second to choose and then a regular board meeting day is on the 9th of May and we were going to approve the contract that time so if we want to give ourselves another week we actually have to call especially so because I don't want to wait till the 30th well we could call a special meeting on the same day that we have the board meeting oh well no after the second I'm sure if you need it it's plenty of time okay thanks for bringing that up thanks Kim um is that pretty good so we're going to say is do you still need it I would say like for me I would I would need at least the next three weeks to to like I need I have stuff on

074Tuesdays for the next three weeks I usually about four weeks I can start blocking out I'll give you the um say bye the third week of April I can start the Tuesdays but I don't know if you already have the same situation we're in no no I'm not saying that those are the dates I'm just saying from that day on yeah at least May 1st just say May 1st all Tuesdays we can hold and then if we need them we need them and then and then of course in those vacations a certain services yeah I would say that we as a board one of the things I wanted to bring up is future and we can talk about this again sometimes in the summer the county will position their dates to give a block that

075you can go on vacation ours is like almost you know that I mean sometimes only have one meeting in June I think there's two meetings this year like you know what I mean like I would like to talk about that for future purposes that we come in like middle of June and don't come back until middle of July like certain things but depending on what the needs of the district are for procurement situation I think we can do that I think we just got used to doing that and what happens is you're like okay we got to be here because Mike we're going to be up in Michigan for the whole month of June so I'm going to be flying back so the thing is is that there might be an opportunity to just try

076to attack this but we've already said this year we've already got them down but going forward we did we did my first year on the board we only had one meeting in June and then we only have one in July and it did create some broad tracks and students twitching over there well so we could work it but you know it does create challenges for our staff as well because they have to be here and there's only these little windows and like everybody goes to the vacation at the same time because this is the longest break between school openings but I hear you because when I look at my summer vacation I know and the staff does too we have between this date and the state you know and so and what you can do

077is you can still meet twice in June you can just do like early June mid-june as long as we know we don't plan okay as long as we know so and we plan our we we do our calendar in November so you know we can just think about think about that for yeah you have 100 contracts on your agenda before you break yes okay you can add them to the 100 policies um the other the other issue um if that's okay then one of the things that we had spoken about um was that we would um have special meetings for the policies because what's happening now just so you guys know is that we're about to put like 30 policies on a school board meeting which we um it may be like I've said does

078anybody wish to speak on this item anybody would speak on this item and then sometimes sometimes just like that sometimes people will utilize that as a time to come up and speak on the item um the issue is the only the only which is fine but what I'm saying is is that many of our procurement contracts are contractors our people come to the meeting and lately they've had to wait like three hours until we approve that procurement stuff and I think that it behooves us to take that and put it on a specialty now we can still meet in the evening we can still meet I'm not saying that the time period but it's just out of respect for some of the others that we can actually have some special meetings that we can just

079put that to and I think that would be better and that way we're not and we can focus only on the policies that we need to get through does that make sense um I would hesitate to put as much I mean listen I don't like sitting there forever either but one of the things that the the people get frustrated about is access to board meetings and and we change policies we in fact staff we affect working parents now I don't buy into the thing that you know when people say well everybody works nine to five well where have you been because people work shift work people work flexible schedules you know even if the majority of people do work but uh but the people who work for us also do work um so if we

080when when we have special meetings or during the daytime it it can be a barrier for people feeling like they need you know you can kind of communicate with us so I no that's I didn't see them only during the day I didn't mind doing it at night I'm just saying that for the respect of the procurement people and the others that are inside that meeting from our evening meetings that's all even if it is I don't know but I just want to make the recommendation that we might be able to do that as opposed to putting them all on there if you guys want to say hey throw them on there let's just roll then I'll just run through it as fast as you can no I mean I'm you know we're um you

081guys want to sit on it for a minute and bring it back okay is that good results all right now in the event that we do move to that and we have 30 or 40 in the pipe do we want to specifically reduce only a certain amount for each board being like 20 for each board meeting or do we want to just roll whatever we have it would be my recommendations to just roll whatever we have but there may be staff that's like look we don't want to be there until five o'clock in the morning well I so I I would prefer to prioritize we have for example on this week one that we just had we had policies like the cell phone policy and the [Music] um thank you the book challenge policy it

082was our first uh public hearing we'll have that at next working for the final public hearing and our vote um to me there's a priority policies the the little bits and added additions that we were talking about with the bylaws are not going to change the way that we work they're just we needed we wanted to correct us whatever and get us in writing and maybe add something new of something that we're already doing but now it's going to be written in policy I think we need to prioritize not just for the meetings sake and the link but for the work of staff and I was actually going to bring that up and I I don't want to get us off I the priority for the policy review is to come into compliance with state

083statute and so what what the mistakes actually says is and our policy says we will review and we're trying to get a place where we can market so it's documented that we reviewed but I would say this I think there's a way that we can continue plugging through our policies especially the ones that are um it's been a long time and um and yet Pace it out a little bit and I'm going to get that because I'm going to say oh I'm just trying to slow us down again well yes but in a different way not slow us down in the way that you might be thinking um in the way that we're not killing staff especially what I said earlier that we are just distributed next responsibilities on some really key people um but

084yet still had documented review and then we can just Pace it out a little bit where I say document it is every time we have discussion for example when we had our meeting last week and we went through the zeros that I lost it is documented in our minutes every policy that we looked at um correct Tammy even if we said we don't want to do anything it's documented and so it will be eventually when we get that system up in board docs where it can say reviewed on it'll say that but we have documentation that review that policy um but then my expectation honestly even the one we talked about last week is not that they come to our next Workshop because because we've got so many really important things and that makes those

085long and we know how the marathon days go but that we know hey put them in a reasonable time frame prioritize the ones that like I don't want any of those to get in way of the work we're going to do on the discipline policies and the dress code and because we know those those need to come first if we don't if we add a statute reference to you know I just want staff to prioritize their time I want us to to prioritize our time and the and the work that we're really asking them to do so I would suggest that we still maintain our one thousands two thousand three thousands and and we go through so that way one we're accountable for having reviewed and we can say it'll be in our minutes we

086reviewed every board member said did you read did you review did you review did you what are some ideas you guys want to bring to the table but we don't start with the revision process until the capacity issue is dealt with because of the work that everyone's doing because as we move forward even though the bylaws and the zeros really mainly apply to us and very high level things even the 1000s that we're supposed to look at today and especially as we go in the 2003 thousands are going to require not just Paul but by the way yesterday was his birthday he was supposed to have it off and he was here all day so not just Paul but the different Departments of those touch in the 1000s we have some things that are going

087to touch HR and by the way we've got Carol who's doing two jobs and when we start talking about you know a lot of the even the a lot of our policies actually touch HR student services who's being led by an interim at the time um you know leading and learning and student services who are dealing with the discipline stuff I think I'd like to space out the revision process we need to as a board own these policies and know what's in them so I don't want us to slow down the review but I would suggest that we slow down the revision because every time we have 20 policies 30 policies on and I've sat through several of those meetings that even before you guys know the Border we we're like why'd you bring 20

088policies to us at once because it's so much work on us but if that's reflective of all the work that it is on the people who right now are at the breaking point so I would suggest we again keep going with the review process let's have the meetings and say hey did you review let's go through what what might you want to change and then we toss that back to staff to bring back to us because more of these policies are going to be things that they have to own we will have a superintendent in place to help us walk through some of that because the 1000s even that we'll talk about today a lot of that has to do with word uh work student superintendent relationships and communication and so that we can slow

089down the revision but we will have documented in our minutes the board reviewed policy such and such on this day the board view review involvement on this day we'll have it'll have in the minutes and then we're doing the good work of owning these policies knowing what's in them and if we come across something you go this is a big problem and we need to change this then we the staff we can ask the staff to prioritize that but I don't think we need a priority everything can't be number one and I think we're skinning our situation ourselves into a situation where everything is becoming number one so that would be my recommendation let's keep reviewing the push off the revision anybody else I guess I just um I have a clarifying question just to

090try to understand what you're suggesting um I hear you and I agree with you but um are you saying push off of revision as in having staff immediately work on those revisions that we discuss and putting it on the agenda but still documenting the recommended revisions or are you saying don't even if I can if I can if I can ask for your answer a question um I that we take notes you know we take the notes of you know this person said they wanted you know we came to consensus we want to add this or or just our concerns because some of them may be concerned and we we may need staff to come back to us and say this is why this is the way this is this is why it's different from

091Viola um and that we'd start the work session which is our first chance to for them to bring it to us and us to kind of hash it out those changes that that is on a more reasonable schedule if I can just speak real quick um the direction that we gave was we would review them and then staff's recommendation to come back to us because they have to put it together is not on the top so like if we go and we review them and like you're saying like there was no absolutely that we said they have to come back at the next one minute because there was discussion where I was trying to work with Dr Schiller about okay if we review the zeros today do they come back like I was trying to

092lay out an agenda along with all of our priorities and stuff back in like January the day after we did that and it came to us that look like there's going to be some of these that we say that they're going to have to come back because staff's not always available to open through they're going to come back so the idea is that we review them and then if staff has an issue with them there's no like bring them back I mean within two months but if there's an issue where first off is that they have to change their back and there's no requirement for them to bring it back because of what you said and stated in them the other thing is is that what we can do for your respect is is that

093if we come across one that's kind of like taking us some time we just say let's pause this one let's move on and get the rest of them done and then set that one aside I completely agree with where you're going I think the majority of where we're going from this power down is that many of the other staff members have been keeping their policies up to date based on statutory laws they've been doing a good job to be honest with you the board we we just we hadn't done that so I think as we move forward we're going to see a lot of them that are already involved they're already good they just need a check and then I agree with you though that if they are cumbersome let's pass and there's no back

094date that says they have to bring them back to us immediately because a lot of them are just like home and um and Rana right putting together like how to put it into Neola and all that stuff and they're slacked so like Paul and I had already discussed about creating somebody maybe Tammy or somebody that they own this process throughout the year and that's what they do so they identify all the Meola updates and all that stuff bring them to us on a regular basis rather than us going through all of them right no I hear you so I think that that works I think that was the original intention we haven't changed from that I think I don't I just I guess I don't know that that was expressed absolutely and I don't think

095that's necessarily how it's being directed implemented from a certain position zeros I'll tell you where like since you guys went over the zeros are on as a process got the packet to me I still have to go through and check them so that's where we are right now out of the 30 that are in the zeros or three cities and I think and and Paul and I have been discussing that and I apologize if that direction wasn't given um that's on me so um but what I would say is is that um that was that was meant so I'm so sorry I saw you going and I didn't want to cut you off I was just trying to explain it yeah but your your uh Miss Campbell um I tend to you and I are

096perfect combination because I'm over here going over here you're over here going like this and if we both appropriately come together we will make it into the middle and that's where we need to be here so I just wanted to uh so I just another minute [Music] I don't know about that I listen I have been in the middle for years trying to pull away um I um just gonna toss something out there our most you know the zeros obviously were most long term right as you move forward I agree there's a um just I told you about Volusia before we started about them having the marathon meeting went even longer than Irish part that was because they actually found that they their policies they had some that were over 30 years many many and

097so right and and so what they did was they actually started with the oldest first and said we're gonna so they're actually down now to the point where they're down to the 20-year ones which are 2002 but our ones there say 2002 are like the the seal and the boundaries I mean like we just need to say reviewed because for those will probably never change we're not going to change the name of our school district to you know unless the county changes their name um but you know so if something else we could do if we wanted to is do it by age I mean I'm not saying we shift here's this point but I mean you know like you said as we go through there's going to be some that we just revised and

098it'll be easy enough but I also I just said that through that out there because I wanted us to feel better I think one of the interesting things that's talking to to friends that are on school boards around the state they're all finding this they're all going through policies right now so it seems like this is something that every district is doing um I I agree with what you're saying on hey these are not priority we don't need staff to run off right away on some of these things we're like hey we need to add a Florida statute we need to update it to reflect me all now if we find something that's major about like hey whoa this is a big deal those ones I agree that there should be a prioritizing process to

099say these ones jump to the front um and then in the down time haha uh work on the other ones you know I say downtime jokingly because I know that there's not very much of it but it's just not a priority so I agree with what you're saying I like going chronologically in order for me as a new board member this has been extremely extremely helpful and it's not good to cross-reference Florida statute our state constitution our Neola updates like looking at all that and putting those components together it's been a very good process so I I would like to continue going through the way that we're going through but that's my personal problem yeah I think I think there'll be some miscommunication and all of that so um I think we're good so I

100think just your suggestion of the timeline thing I think the only issue with that is that we've already discussed this and addressed it it's not necessarily accurate if something says 2002 that it's never been reviewed right so it doesn't really like make it mainly put that out there because I want it like like we reviewed the thousands when we had put in place the hey we're gonna we're all gonna go look at the look at them all and come back we stopped at some point right like maybe three thousand um doing it so holistically but you know to be fair technically like this first one it says 2002 but we know we absolutely reviewed this one it's just there was no way of documenting that if there was no actual revision being first positive we

101changed the documentation Because unless it's documented it didn't happen right so well it's documented in the meeting minutes yeah so um is anybody else that we've got through everything we're good all right okay you guys um did you guys want to take a minute before we get started on the next one use a restroom break a gentleman was here from the news that asked me to do a quick um interview stuff like that is that okay we can take it five minutes yeah um anyways okay all right we're back okay all right let's come back to it here we go um so as you guys know we have multiple policies to go through we have does everybody have access to the um board documents that we had related to um the uh Neola policy updates

102and everything else we're good to go does everybody have that access point okay [Music] okay so here you go um all right uh we're gonna go to policy 1001 District organization um I'll open up more for any suggestions uh does anybody wish to change anything that's in one zero zero one it's pulling over the updates a little bit different than what we have does anybody wish to change to the Neola update I think the main difference I saw was that no employee should be responsible to more than one supervisor but I don't I don't know that that's yeah thank you yeah it is that can create some silos and I'll give you an example like the tech integrators and it used to be an account designer but at um the schools right they've got shifted

103they they're responsible to Russell Cheatham right and his department but they're also responsible to the principals in the building and we don't want to create this you know no I just I don't care so I don't have to do what you say yeah so that was the only difference I saw in here that we didn't look like we incorporated in our policy which I don't suggest that we have that one yeah okay so we're good um Paul what I would do though is I would make the recommendation to include for statute one zero zero one point five one at the bottom because it's it's noticed in Neola okay okay um we're good next one is one zero zero two [Music] minutes there we go all right does anybody have anything funny we could have really

104good snacks does anybody have any changes that they would like to do to women that doesn't count for the car I got some walnuts what'd you say I said I got some walnuts my cashews and then I went out and bought more cashews and put them in there and I'm already down to half of it so I've already put two more on the orders before you fall so cashews may be one of the items that we have to get um so we're moving into assessment of District goals one zero zero two um there's a couple of Neola um you know what I mean references it references the same Florida statute does anybody wish to change the current one um that we have any additions and anybody wish to add anything from Neola subject into it

105the gene the differences are just like at least one word instead of another yeah yeah there wasn't anything major on this one we're good all right duly noted I don't think after the review that there's any changes Paul to the next one oh wait and we have the correct we have the same statute right yeah okay yeah I thought you'd said you wanted to change that up so we're just yeah from the previous one okay but we're not so we're not making changes on 1002 yep so um getting one zero one zero board superintendent relationship um if you look on the uh if you look on the Neola there's a couple more statutory references that are there and there's a little bit um it seems to be pretty much in order with what we had

106um already except for the first paragraph a little bit so does anybody wish to change anything on one zero one zero I think just to make it reflect the Neola one there are some differences uh yeah the the like the board responsible for determining the last sentence the second to last sentence the third to last sentence are saying and then it changes a little bit around the first second and third so we can adopt the viola update one to make sure that it's in line with Florida statute yeah yes I work in February yeah I would be good to move towards the Neola [Music] anything else tonight we can always hash these out if there's some little things if you when they bring it back to us so what will happen just so everybody knows

107um is that these will come back to us right and we can then put the rest of it to make sure that it's in line there's plenty of um opportunities to change these that's fine we're good yeah okay so we're gonna do a Neola update on one zero one zero next up is um one zero two zero uh is there anybody that wishes to change any of these for I think we need to update everyone here we need to add the Neo letter G um under the recruitment procedures we don't have we have something similar to the exact thing yeah it's like reflected F yeah the one and above so but I think videos and they expanded it yeah it covers all the bases so so you like G on they put it somewhere else

108okay [Music] so what you're saying is is that under um recruitment procedures shall be repaired you want to make sure that the G that is referenced in there is also referenced inside of our policy so because it has some of that in F but we want to make sure that g is inside there it just just replace it with g yeah would you guys like to just literally want to just consider that we're missing something then we're missing two of these are condensed I think is what I saw D is condensed I think oh they have a therapy we don't have a preparation of written specifications of qualification in addition to proper State Licensing ours is a I mean well if you see that we don't have their B that's why they have more than

109we do so what I would say is there's an extra statute that's referenced here it might be that what we're looking at is those updated terms so if you guys take a second and can look at policy it might be that we just adopted that one as it comes to going in truth you know it was the day of 2020 and the last update was 23 so they've done a little bit of work we're seeing their okay at the bottom okay it was copyrighted in 2020 and Tammy Shroyer updated in February of this year's I suggestion yeah that's helpful I think for for ease and um because also within the the language itself it references the statutes um I think it probably would be smart to adopt and Eola yeah I agree all right so

110adopt the entire Meola um moving on to 10 30. and before we move to 10 30 there is a um oh wait 10 23 like 125. never mind yeah there's a few more coming in and it whistles one but you're right that's right I looked at that when I when I was moving through it's okay so one zero three zero we have a very long that the Neola has changed a little bit too along with an update Modified by Miss Tammy um on 2023 and references the same Florida Statutes so some of these are you know some of them are difficult because we would like to change something but don't know if it's referenced inside the Florida statute and and so I think what we do is we just say hey look is there any

111red flags in here and if there's not yeah for example we'd have to adjust modified sun because they talk about policy 1210 which is their what their standards of ethical conduct and we don't actually have a 1210 irises yeah it's it's numbered something different so you know we we need to um find out where that is and that's a small change but just make sure we have included what needs to be included um Mr Paul do you is your team able to to see that kind of stuff or should n't just to flag I mean we can work it up and then when it comes through that first work session if the board catches something there we go perfect is that okay with you miss Campbell yeah and then is the the dollar amount limits

112that's Brevard specific right so at the bottom oh wait hang on yeah at the bottom in in ours under you we have the what has to come to the board for approval that's the board today that's Brevard specific right so so this is probably going to have to be a combination or just some adjustments that we make because different boards can have different roles for what their needs are you see I'm talking about nru mm-hmm which would vary according to different districts I mean you know if you're in a tiny small District number is probably significantly smaller right tiny and small I don't know why I use the double words we're good so we're gonna dump the Old One's policy for this is that what we're saying with exception adjustments right taking the upper back

113to our policy I think this might be something to ask staff to to bring some recommendations to US based on the Neola and the merge um and what ended up happening is you know what I mean we'll catch it on the back end all right I'm sure did you get that Mr Paul will adopt and minus any minor changes in references all right so one zero three zero point zero one we have a um YOLO reference that is ours is consistent with that yeah because they're since 2008. thank you for pointing out the year because that helps me know how far did they make any changes since we did because if they didn't it's not um what it does is it basically takes and keeps some of the back end of the policy together but

114then the front end of the policy is do we want to add anything there because this is this is speaking to the development of administrative procedures and we had discussed before that we were going to tie our administrative procedures to our policies so do we want to add something to this policy that says all administrative procedures will be tied directly to a policy or something to that effect you're saying that the administrative policies should be reflected towards a policy that we have written and viewed and be available um well yeah because what we had talked about yeah what we had talked about originally was that we we're finding that some of the procedures or guidelines maybe couldn't correlate back to the policy because we hadn't written a policy or the policy was or it wasn't

115correct so I'm just saying when we're talking about developing this is talking about the developing of administrative procedures I think it would be smart to have something in this policy that says administrative procedures need to be directly linked or cite the policy that it's linked to or something of that nature just so that they tie back together right I think we'd also talked about this is a recommendation of Dr Schiller um you know you throw out everything because there was you know some things but the what was brought to us and he asked us to consider is should administrative procedures come before the war not necessarily for a vote but just for our review because that was where some of some conflict had Arisen um so this particular policy says that the way we have

116ours no no no you know what um says that should um should in the Judgment of a superintendent should we adopt it in other words if it's something that he just really wants the buy-in of the board he can bring it so again there have been times that we adopted the administrative procedure along with the policy for example on the this was an Administration form but when we did the book um policy this week the adopted form was also attached and so there are some that we've had like like we've adopted and voted on I don't know that that because administrative procedures sometimes need to change more flexibly more expeditiously so it might but I think it still should then a six-week right I don't understand process um so I think it needs to come

117there was an option for it just to come before us it could be on information correctly [Music] I don't want to put any I wasn't to put something in here that says they have to have administrative procedure ready right when we do the policy because I think sometimes that's developed after um I mean it wouldn't have to be but I mean maybe hesitate's not the right word but if it's ready you could yeah if it's ready you could if it's not then it comes before us at a later date um I think it would just be smart to say something to the impact of that the any administrative procedure should directly reference a policy that it ties to right um that way we don't get in that gray area and if an administrative procedure comes

118up and there's no policy that it correlates to that's probably something that would trigger should be triggered to the board to say hey we probably need a policy for this I mean I I like that transparency I think for the issues that you brought up or valid admin for you know administrative procedures for review upon changes linked to a policy on everything that's very good and then it already talks about they should be available at Electronics I think they are to be honest with you like some of the people may not know that that can work out real well I like it it kind of Full Circle is anybody objected any of that um I don't adjust it I just want to be clear in case people are like hyper listening to what's being said

119it is the habit of our staff when we are reviewing policies for them internally they have been reviewing those procedures that go along with it to ensure that it's in compliance with the policy um I know that's not literally what you're saying I just want to like make sure that's really clear they're not just falling by the wayside as we're revising policies so I just want the public to be aware and I don't know that we have any administrative procedures that aren't don't have the same positives but we have some administrative procedures that are that are even more outdated you know so um people are doing the right thing I know it just may not be written down right but it's a good exercise you know as we're going through well and to be fair

120some of those things are they are fluid and they are often they would technically often be modified because as rules are changing as the environment is changing those things are changing right so sometimes they literally have to work through them before they say hey we're going to make this an official change right and our if our policies if the laws change that won't require us to change our policies but your mind it requires them to change their procedures that sometimes that's why I don't want that to have to go through rulemaking because no and I I understand they need to sometimes Implement a change to a policy all I'm just saying is I think it would be smart to have any procedure just link it to the policy because sometimes I think what happens is

121a procedure will will be established and when the public goes to look and they're like where is this coming from um it should tie directly back to a policy that the board has and if it doesn't tie back then maybe there's a questionnaire or a conversation that needs to be had further so I just think it holds some accountability when it comes to administrative procedures or guidelines things that we're doing um they should correlate because really everything should derived from policy that the district does so that would be my recommendation is just to add something something like that Paul do you need any more Direction and well I guess we would probably need a majority to say yes to that I don't know it'll be in the policy you guys will make the changes it's

122not working right okay all right thank you we're good one zero three zero point zero one is complete oh you have all the direction um one zero four zero is the next on the deck quite a few updates yeah they do our policy interestingly enough doesn't reference how often we evaluate I mean I know that we're doing this annually but I didn't see anything I know it said how often sorry beginning on the annual evaluation cycle so I guess all right they just put it in in the Mueller version it's so just so you guys know the reference is still illegal are the same but the Neola update Is 2020 and Tammy has updated it's not Tammy Aguirre yes for people that are listening destroyer from Neola has been updating on February 9th 2023 so

123it probably behooves us just to walk right through this with all the check boxes just to make sure that we're right following it does that make sense yeah absolutely so I would say that if we walk through it says the board show and then we should check annually right I don't want to do a no later than because I know there's been times that we don't need to flex around people's schedules and things that were going on traffic annually was good right okay evaluate the performance of the superintendent such evaluations shall include um yeah I mean like a b and c you guys okay with that yeah I I'm not sure on C Effectiveness on the I mean we do our own evaluation that one doesn't make is that somewhere in our I think to

124be honest with you part of it is this did the board give direction for this to happen and then did you complete that direction that's where I saw that when I remain so that's not what it says that's um I'd rather just own Effectiveness in providing direction to the superintendent yeah I think there's a different intention there but it reads like you're saying it right yes right a Lincoln Works method to change it to say [Music] to what you're saying I understand what you're saying too I'm just saying this is superintendent following the direction superintendence Effectiveness and following the direction of the board there we go there you go boom back off and then also be on your feet though that would be the working religious relationship I think what you said is when a

125working relationship and Effectiveness board direction is probably because we have that statement should replace me personally we have but well on our valuation tool which we haven't looked at yet but if we assume next year and we're evaluating this superintendent after his first year or her first year um we can we'll have it until we can make a tool we want but we do have separate categories that talk about more relationships as far as Community to me B is our communication are we right communicating between us individually and how he or she is communicating to us as a board right um respect levels things like that to me c has more to do with um job function execution [Music] so I I would either just say not do C or flip it around to what

126we sent us a second ago the superintendent's Effectiveness in following the direction of the war yeah I think that's a good yeah um I just want to jump in here because when you continue to go on it says it later on a recommendation from a board I think committee yeah and I we might want to strike that because sorry in committee yeah keeping it there I like the direction you guys were going with get making sure that effectives in front of the direction um from you know what I mean I liked what you guys were saying there and I think it goes on to Define it even more but there's a lot of times when um Communications between a board member and superintendent are not known the degree of the relationship from the other board

127members because it's difficult to talk about so that gives them the opportunity to speak to they've made these recommendations and they did and stuff like that if that makes sense um well I maybe maybe um I to me see is the board as a whole I don't it shouldn't be B can be individual yeah as well as a board as a whole because like I said communication with you know we don't need to fill the board like we're constantly in a contentious relationship whether you know a superintendent and to me CD needs to only comes from the borders the whole board because there shouldn't be individual board members coming to the superintendent saying you need to do this no but there are some things that individual board members may bring up as a point of

128reference that doesn't get communicated to the other board members if a superintendent is trying to leverage a certain type of does that make sense yeah that's all I hear you I hear you it's just one of those things um I in addition to these in addition to these I just tossing this out there and and we don't have to right now establish this but we do have actually eight um um categories is not the right word eight um sections let me call it Tammy of our review for this when we do our our standards standards we have eight standards and under the standard there are one two three four or all the way up to 15 under one of the standards that we evaluate superintendent on and and some of them are included in here

129these are pretty generic but I don't know if we wanted to even include more and we make we can always add those at the time when we get there uh but you know this they all incorporate this somewhat but just so are we looking towards Mitzi I think we should I like the fact I like what I said must handle I mean so we can change it to the superintendent's Effectiveness in executing Direction provided by the board so almost like flip-flops yeah right I'm good with that is that I was just I was you know I always like to my husband addressed some crazy what about this you know you can leave it as it is with the change that we just said what's the change just keep moving based on defined quality expectations developed

130by the board for each criteria being assessed that will follow what we're that that handles actually what I was talking about because we have the criteria right um the board and the superintendent this is not in hours the board and the superintendent at least not this way jointly Shout at the outside of each evaluation determine the method by which it shall be conducted um do so our first option is do we want to add and superintendent jointly so we're kind of coming agreeing together on how we're going to to the evaluation I don't I don't know about that it seems I mean I don't know I guess we do do that when it's a following year that they've been here we do ask them like hey what worked what didn't work um which was effective

131because sometimes some of those categories didn't necessarily make any sense or it's not how right they couldn't really respond to the Box because it didn't make any sense right there was a category there was a big example there was somebody in the Bison tool which we just kind of moved forward from year to year to year that said the superintendent will develop an individualized professional development plan for every employee well yeah no not him personally but you know I'll be responsible yeah well the thing is some of that was tied to old language that was a part of teacher evaluation right but with the way it was set is everybody and what we what we really wanted was we want you to provide professional development for every employee so that for all of our employees

132have access to training leadership opportunities to move up which was an important thing for Mr suits into so so we have that but not a individualized yeah point so we so he asked us so we collaborated edses can we remove that individualized and actually let's stayed on there for a few more years and we finally I think we finally got it all um but you know just just so we understood because that wouldn't be a like if that's on the criteria we have to score right does that happening I'm sure you know but we didn't really want all their heat and went on there but we he wrote Our attention so there is some some benefit to the collaboration um obviously we get the I'll say the Okay so I don't I don't want to

133spend 30 minutes on this checkbox but um probably would be good to have some information I strike the board committee because we don't have recommendation for the board committee we don't that doesn't currently exist Does it when it comes to the evaluation of superintendent and it would probably be more if um we had a really large one okay we get this we get that a we do super self analysis which what Paul's gonna do after participation we each get smart shapes and an opportunity to put comments in we don't do cities of Assessments um a prepared standard form what's up that by individuals the standard form is I think would be the smartsheet so we're all using the right tool right all right by individual board members then the compilation of assessments I guess that's

134from our that's our like yeah we send them to Tammy Tammy puts them all together and then she hasn't paid for the day of yeah which we can't see ahead of time because then that's right and sunshine right but she she puts them together and then we walk in on the day of and that's it okay gotcha but see we need to yeah we don't need to include C M all right so we also haven't done any necessarily except that informally the superintendent would ask us is there something that you're not seeing you know um and F goes on the board yeah F goes on the board evaluation not on this pretended evaluation so I would say yeah we can include e but it's I don't know that we I don't think it's history to

135be here yeah I wouldn't want to put it in policy so I would say strike enf also all right can you just make sure that it's not what do you mean jointly that the check box for the board and superintendent jointly oh the first check box yeah to do a b e and D ude oh no because I think we're determining right now how we want to do it so maybe we're not because I just realized that's the method I mean if we want to we're about to have a new superintendent right it doesn't say we have to do it every year but it says we if we put that in there it won't be in place sometime for the just difference in it but we can be with the spirit of it do we

136want to sit down with the new superintendent before we do evaluation and or do we want to just go ahead and check the boxes that we say we want to do right now and then once we form our strategic plan and we start going through that with them then we can bring this back up and say but that way at least it's been blocked that we reviewed it to statute you can always do it with superintendent without it being in policies right so let's let's not have that I was going to say not that I first see this happening but there could be a situation where someone is like super adamant about the evaluation process and Tool and if you work and this in there they couldn't technically argue them yeah they have an equal

137value of making that decision so we're not checking that box you can just make sure we might go through these that we didn't like not include something from stats if that even matters though if it's given it to us as an option yeah yeah so I'm gonna assume it's a May and not a shower you know I don't think statute judge you how you have to evaluate you're just supposed to evaluate perfect perfect everybody okay on it I'm good just that the rest we have options at the end yeah yeah we gotta keep going we're not done yeah I just didn't know where we were yeah okay we're almost there we kept going when you walked out we get the cashews no I asked I asked them right let's go um I I feel like

138all of those options are good maybe safely I don't think we I feel like we do do that we do we don't we don't adjust salaries debate salary but we do [Music] um well there's incentive bonuses um and we we have established objectives and yeah except for what D is again going back to the board um evaluation um I read that a little bit differently I read that as like the superintendent is responsible for the school district and so our station is with the superintendent like for him or her and he had in the past come back to us with these are things we need to improve as a district these are our focus is um so I read that as how can the school system improve yeah but I guess I agree with that

139too because you know if you are the employee and you're coming to your employer and in that evaluation if you're honest and it is respectful then the employee should be able to also say I I would do better if you support me in this way you know so I think that that it's good for us to have these conversations because we think of these thoughts yeah I'm good with problems but yeah I I think we should keep all of them honestly I can't see it let's take any of those off of there these are all good talking points and things that we should be discussing during an annual evaluation okay an evaluator no I'm just kidding I was scrapping up because you're not paying attention anymore all right so we're good with this one we

140can move yes [Music] all right we're good non which they've changed the title of theirs to non-renewable or termination of employment I think that's probably a better title agreed sorry yeah so change one change the title I think for easier you might as well just adopt we should adopt it because we did that last differences to Target we're good to go yeah yeah absolutely right one zero six zero um but hang on because they oh never mind I thought they had some in between there was some place where they have some in between we'll catch them okay one zero six zero seems like at the bottom is Tammy again updated incredible 2020 is the last time this one was updated it has the rest same references for statue um we need to adopt it because

141we're missing that last line in there too nothing here and she'll interfere with any rights available to superintendent or the Family Medical Leave Act I I think we should adopt their policy there's and there's check options so yeah okay sorry I think when I read this the other day it reminded me of when we had the coven situation and they we didn't know if the board members would be incapacitated and we gave the super Authority remember all that conversation that was insane that was before her yeah yeah it was very controversial but we were trying to literally this is like March or April of 2020 and we're like What if three of us die you know or we were in there yeah it was it was and it was very short-term it had to be

142approved by the boards next to me it was all you know had all the Technologies yeah yeah so I think the first check box is with medical documentation right I mean it would be necessary to be you know to have someone who's going through some Spirit treatments or something like that um and then I think we need to leave in the second box also but we've lost little ones underneath that or you want to get any requests to the superintendent or band with medical documentation yeah which of those do you you can have one without the other I think we should have the first [Music] there may be times when the board would need to see say there's some incapacitation but I also think it wouldn't have to come to us unless it's I think

143a superintendent who's going through a severe medicine you could say hey right I've got something going on that's what I'm thinking when I see my first big box I have a question all right Define incapacitated so for instance if someone has like it's not physical like what if someone has a mental health crisis of some sort and they are not in the state to make that requester decision would we would that fall under incapacitated and would we be bound by that person requesting are you saying I would recommend it not right that does not preclude the superb coming up and saying hey I have an issue going on I'm going to be likely to be in the best fight for the next month but we don't want to put ourselves in a position where they

144have they have to tell us that right because we are someone else is where we can take action no so I would I would suggest this is what I was suggesting what we have currently is the second upon certification of a physician selected and compensated by the board that is what we currently have that it was also and that's been in the superintendent's contracts also what I was I was saying is also have the first one at the request the superintendent and with medical documentation so you know if so if someone who's going through cancer whatever right I think they should be able to come to us um with a serious healthy is there is there a conflict to have both of those well if we don't put it in they can still do it

145yeah they can always do that okay putting it in binds us to the words okay okay so then so then if we do the second check box with the first I don't like the two other the I think it needs to be it's likely compensated by the board which is what we have right now the position what if second checkbox with the first parentheses what if they don't take our medical coverage yes and the third one seems highly complicated yes the second box in the first parentheses which is what we have currently right I I mean I really like our policy guys have you looked at our policy and read our policy I'm not the only thing so it's not really any change well no I just think that the only awesome that we have

146is a pretty good one I it kind of covers all the bases and I do think we need to add that we won't interfere with any rights available under the Family Medical Leave Act but I don't know that we necessarily want to adopt all of meals on this one I just I'm just worried about like how hyper-specific some of this language in Viola is biased well that's what I'm saying like our policy is pretty good I would go back and just look at it and read it yeah I I think it's it's I think it might put us in a weird situation yeah so I'm I'm with you we can back up let's let's keep what we have but with the family medical leave act which is that's not the statute that's right that's a

147that's a federal law right yeah because the other thing is a lot of these things that are in here that they're in their suggestions are things that get worked out in a contract right and we do have an incapacity which is right which is binding but it's not but it's not uh you know whatever you guys want to do here if anybody gets incapacitated doctors and everybody else like it's good but I'm okay the way we have it just add the family medical leave literally however you guys want it as long as it's with Jenkins it's appropriately said we're good okay all right we're good the next one has an extra one Katie okay it's the next two yeah so they have a 1060 oh that's elected right along they have an 11 11 designation

148of a new position I don't [Music] I don't not um because we or if we have this somewhere else [Music] I'm 11. I'm on 11 11. there was a 1060p you guys are good you're getting past that it has to do with the legs I just want to make sure yeah um it also talks about a policy 1600 which we now have I don't think we need this but that's just me yeah we I don't think we can do this okay I just want to make sure we looked at it first and then we do this when we every time we do a new job description two yeah yeah all right who wants to open up the discussion okay I'll start just so you know Neola hasn't changed since 2002 on this one okay this

149is if we're gonna make changes it was weird okay so oh sorry I'm sorry no no no you want to go yeah I just Authority I we we saw a significant shift in uh Communications recently and um and I'm I'm pretty confident no one in the staff liked it either we heard a lot about um getting rid of bureaucracy and I felt like we increased it um because there was no freedom to communicate we don't have the authority to direct stuff to do things but we should have the authority and the right to communicate with staff and there was a point where I had a very specific question for a very specific person who did that job and it wasn't for them to do any work for me it was just to explain something to

150me um and that person wasn't at Liberty to answer it because they felt like they had to go through their supervisor and that supervisor and that person to get to the superintendent then to come back to me um I believe that one of the functions so well and I can only speak to when I've been on the board because I don't know it as an employee um I felt like the open communication between all staff members in the board and the superintendent was really beneficial and it was way more effective and efficient and it got rid of bureaucracy as well as certain members of our cabinet speaking directly to the superintendent which we we have a barrier in place now because of the rework I don't like that I don't think that's beneficial to our

151to our organization and so I want the policy to reflect that I'd agree with you there's many requests that I've made for information stuff like that that I still don't have that are over 60 days long trend is not the stats fall right right and I and I I know that if I use that to the staff they would have told me that they provided that information a day or two after I made the request so there's there's a significant need here to allow us to communicate you know what I mean on an open basis I think the only thing that I would ask is is that in the event that the question so should be involved you just CC amount of email like that just making sure they know but holding back the answers

152to where they you know the I don't think like that's a good we used to have a good standing conversation where I could call people and talk to them and it was a big deal because then we would always just tell Dr Mullen through and say hey here's what I was discussing here's what it is and if you have an issue he would call us and we would just say hey yeah like it was great there literally was a moment where there was a staff member that had to ask permission to meet with me and I was like no no no no no no yeah like that's not how this works like I want you to meet with me because I want you to educate me on what you're doing and again it was no

153one's fault in that chain of command because that was the directive coming from the top um but it just it didn't make sense it wasn't efficient and quite frankly it put more of a burden on um the administrators of all of those staff members who have to constantly relay and keep up with all of the questions that were being asked of their staff so then it had to come through Tammy and yeah right so I I would I'm gonna be in the middle not I absolutely through the last couple months has been very frustrating and there have been times when I'm like hey can I get it into this I'm like well it's sitting I sent it it's sitting in the docket that is exactly um but there's also protection for staff in this and

154Sue can testify her not this way as she wants to in that there should be a limit I mean there are some times that we we may come and not just ask hey can you can you answer those questions but we're you know there should be a limit it still needs to go through and I I would the the staff members the cabin in particular or any employee because they don't they aren't our direct employees right should have the ability if we present something that is like do I really have to do this to go back to superintendent and say do I really have to do this you know so so but but what what's been happening lately yes it's just crazy and I I have called and said or we've you know I just

155had an email we all did have a few and I had one just to me yesterday and I shot one off to Carol about the veterans issue and I you know shot one off to Jane hey I got this from my parent can you handle this in the afternoon I mean I haven't stopped doing that because of the people who handle it um you know I'm not asking you know that's it's just getting it going the right direction can I interject I think what you're saying is a little different than what this policy is supposed to be directed for so that's almost like a board request versus Board communication with staff so I I agree 100 okay this one open communication I really feel is it is needed um I think when it comes to

156board requests I understand that barrier there of saying hey and again you know the smart sheet the way that we've been operated to where all board members are able to see the request so that we can all gather that same information and maybe we aren't asking the same question multiple times to the same staff there's a benefit in that but this really just has to do with Communications so I think when we look at communications we really do need to break down all those barriers that all all staff has the ability to communicate with any moment in the district um I'm always concerned when someone says don't tell them or don't speak to you or don't like that that's a red flag for anybody so I think we need to rewrite this policy to reflect

157that would be my personal opinion over communication personally it's not it wasn't it isn't just requests it was requests but and also and communication because it was simple things as it wasn't a request that would produce some kind of document or result it's really like a simple like hey what do you think about that or hey do you know so-and-so like I couldn't even have a simple conversations yeah um which is which is frustrating and I think it's important for our staff to see it and know it that it's okay [Music] just another hesitation just because I I don't want us to because we have something a particular situation fresh in our mind we have you know human nature is to Nature I don't want it to knee jerk um there is a possibility of

158this being abused and because we're picturing the situation we've just come off of but there's a possibility that I think it would it could be inappropriate for a staff member to come to the board almost to lobby and going around the chain of command you know sure I think I think I don't agree with that I think what you're saying okay if I may because I think we're getting this this Cloud that you're speaking that's hilarious right the requests the staff what ends up happening is is this regardless of it how we regulate it it's always going to happen so like for instance I spent many years in the district prior so many of my friends that were teachers are now administrators now in transportation now like the bus driver that drove me to is

159now one of the directors so the issue is that you have that relationship so you're always bouncing stuff right I think at the who's the school the each one of the school board members allows superintendent to know if there's a discussion maybe like Beyond outside the scope of a request and I think it behooves us to as individuals if somebody makes that request to let the show attended now I think that's a respect level um but I think that some of the other things that we can speak to with like requests for information and stuff like that like me I was told that I shouldn't make the public records requests for the things because then it went through the records requests and there was like student data and stuff like that so they asked me

160just to ask it as a board member so there's there's some of those directions and stuff like that but I would say where you're going is 100 right because we've had situations where you know that meeting starts getting wonky I think it's the respect of a superintendent so I think letting them know what's going on is respectful yeah know what and you're right anything any situation can be abused and somebody can take advantage of it what is our expectations so so then I would just say what what how would you want it to be changed we don't have recommendations from Neil besides of social interaction thing which I think is just like I read through like why do we have that I thought that's weird um but what recommendations would you guys have to me

161what we had before was we had this as a policy but as practice the superintendent said you have the freedom to talk to whoever you want to right you know obviously we have in our school we're working guidelines that we have you know that we're going to bring concerns we're not just going to hold on to we're going to bring them directly to the superintendent because the superintendent need to be caught off guard we don't need to be walking into abortion with somebody's concern and that's the first time that the superintendent hears about it especially appreciate that over the next couple months um so I don't know we haven't asked to you know her thoughts I'd like to ask you know as a Cabinet member what your take is so the the practice that we

162had in place has had generally been act like a professional yeah right are you responsible you know I realize you can't find that but we could just have the shortest policy if someone asks a question that you have a sense this is going to be a board discussion you answer it and you copy all the board members yeah if you ask a question about you know what full of shoes I had on today it so it doesn't matter it's just a conversation so all of us at the moment level and I think most of our administrators use good judgment in terms of our communication with board members and making sure that the superintendent knows I mean as a staff member I even as a director I occasionally would communicate with the board and I would

163always copy the superintendent not generally comedy senior staff so that everybody knows what everybody's saying and I think that that's just good professional practice and good transparency and so the way this is written through superintendent or I was directed by superintendent you may have superintendents with different different perspectives on how to do this but I I feel like you know we're adults and professionals we should act that way and generally had worked fine in the past yeah because pretty much when we're not that's when it comes when a board member is not active appropriate I'm going to use this policy though in a different context because being a Brand New School Board member and going to my schools what I found is that a lot of my administrators would resist to speak to me and

164I don't know if it's because direction from the district was this is our policy talk through you know I I probably it was a combination of multiple things but um I think it's important that we clearly say that there is you know one thing I've learned is common sense isn't as common as we would hope for so I think we need to spell it out here that they have open access to board members too I mean you can we can reiterate the board cannot make a decision on their own so the board as a whole operates we operate together that doesn't mean that somebody can't come to us and say hey I have something I need help with or I need to make you aware of um so I think we just need to make

165sure the policy the first sentence so it says the board desires to maintain open channels of communication between itself and the administrative the basic line of communication will have our work being through the superintendent I think that's where the issue is yeah directives of staff is through the superintendent right what I feel like when we're saying the communication channel is through the superintendent that's where that barrier comes in place so um like the first sentence says what you're trying to say absolutely um could we add language to make it very clear that you know we don't individual core veterans will not direct staff members to make changes or something like that I mean we could do that you could add a recipe for to carve out directives and so yeah and board member requests like

166board members will not direct staff to conduct any activities and any requests for for more than x number of hours as estimated by the staff we'll go to the superintendent for approve ment but here's the thing like stash tour law it requests something that has to can you go do this and I say that's going to take me like four days of work time yep I'm gonna come to the next board meeting and say hey I've gotten this request it's going to take me four days do you want me to devote four days of my time to do this and at that point the board would say what's the information for and the board would collectively correct right that's the process I think the student would use he's like if you make a request and

167staff's like that's going to take you know my office people a week to compile and that's doing nothing else so I'm shutting down my department and do this for one word the student's probably gonna call you all or bring it to the board meeting and say do you want me to the department down to do this but then there's the other piece that they we can just say okay and this is something that happened with a to z or ahead of time is that he would then just make public records requests right has to be fulfilled so it's like they're gonna get it anyway and I think the respect of hey this may not happen overnight yeah would probably say what are you trying to get at and is there a narrower topic or if

168it's something there all right well don't shut it down but devote a couple hours a day and you'll get it in that's mine there has been those kind of requests in the past I will say to your point this right to when Andy was on first came on the boat it was wide open like you could go into a school they would lay out hey I've got this issue I remember like my first meeting was at Century when my kid was going the principal at the time uh amazing principal laid out she said I really want control of my dollars that my Aftercare had like it's been sent up to the district and so we started this evaluation process and we came to a good agreement I think that but then what happened is is

169that Dr Blackburn slowly started cutting that down to say hey just to see me only go to the superintendent assistant superintendents you know what I mean and then it slowly digressed into kind of where Schiller took it to the next level I would love open communication to everybody just not directors and not a suggestion for this one so like you know we all agree on sentence number one right um but would this just be something um that would be smart for staff to bring that to us because and then obviously we can tweak it but like staff are the ones who are really seeing the other side of this and doing it on a daily basis they'll be able to Wordsmith this a lot more effectively than we would well and another thing that we

170might want to consider is I mean we it's this is our policy policy is our job no I understand that yeah but I yeah it's a preface what I'm about yeah um we also have a new superintendent coming on and we can we can work something out with with that person that you know is reasonable obviously Neola doesn't have any other recommendation um I some of that some of that that you talking like is about the relationship do you have with it with people because all my principles but some of them feel more comfortable sharing issues and some of them don't and that's their personality their experience you know the length of you know time they've been in their position or just you know really it comes to fly back to person personality and relationship

171and they didn't necessarily have that with me right off the bat right you know and especially coming off of some conflict and so I thought it was the things that get built and and some things that you know just you know they have to there's a level of trust that has to be built um so they don't think it's gotcha to particularly in um type of example to look at is is that Dr Schiller and I went to the agricultural rendezvous with all the big State Rep state senators and everybody County Commissioners and inside of that they had requested they said as a group with a lot of the state's owners we would love to have more opportunities for clubs and stuff like that and Pathways inside of Vermont Public Schools so Schiller said to

172the gentleman that was there I would love to do that who do I need to put in contact with let's create a meeting right so the individual went out and got all the people together sent an email started communicating and then Dr Schiller said man if you'll put that together and do that so the guy that was there was an assistant principal in one of our schools so he but he's also on the board of the act so Schiller gave him that direction and as soon as he started this communication and it started going where there was going to be a meeting he got in a lot of trouble because he was told that you can't communicate directly and it it wasn't known until I figured out what it was and ran up on it

173and I said no no Schiller gave him Direction and all that other stuff it was just kind of weird so we just need to be able to say look if there's no serious requests if there's if it's collaborative it's all that stuff um absolutely because many of the people that we have that we are friends with are also part of organizations that are also administrators and everything just going to be communication but I think if we're not giving directives and requests I think that that's good can you bring back some ideas or do you want something we're doing temperature yesterday and again this is something that's a work in progress in practice is that the practice sometimes is there first and the policy follows you know the tail wax the dog but in this case

174I think some of it is we've got to figure out what works and what's professional I don't I'm not in favor of it it's like we talked about some of the other products adding a bunch of words that are not necessary but it sounds like we're wanting to maybe take some out yeah I'm like I like the first sentence boom or drop the policy like I don't that's that's my personal preferences to make this I almost I almost felt the same way too like why do we even have this problem in place if we're if the intention is for you to just be a professional you can't really put that on paper so why do we have this policy I do like I think B is very important um because you know our once we

175establish and that is in any organization at the board of a bank the board of a business whatever or a non-profit makes a decision and then the CEO of the organization communicates that to the staff I think V is is important because that's the joke that's and I think that changes the purpose of that policy which makes more sense versus the communication because it's more the directive communicating the directive versus communicating overall right so all right so what's the recommendation staff to look at this and come back and give us their feedback I think the overall it sounds like consensus of everyone here Gina haven't heard you are you open communication I think that's copy that is uh that's what I'm hearing everyone say so however we get there the simplest way with not a

176whole bunch of limitations on communicating you know just be an interesting conversation with the applicants oh um yeah I mean well I guess that was yeah um I sorry to go back but I found my notes from from several weeks ago and I just wanted to go can we go back to 10 20 really quick 10 20 yeah our I think we said in here that we mainly wanted to was that the one we said we wanted to keep our policy what at least are we going to adopt me all the way okay because the one that I had written and I'm sorry to backtrack I'd written it our our policy says and fix this out in second paragraph fix the salary term of office which shall be no no more than four years um

177obviously with elective I I don't I think when we do a contract um I don't know that that's that's not in their Neola recommendation so that just seems a little strange for that to be in there I mean I guess that's that would prohibit us if we had somebody that we wanted to hold on to yeah you could we couldn't do a five-year contract but you can renew their contracts like uh at the end Dr Mullins and even in my contract as long as my evaluations are a certain level it tax on that extra year so there's always three years okay so that's how it was built and it's based on the evaluation okay so so if we do a Neola we're not going to have that in there anymore I just that we needed

178to right so yeah okay but but this doesn't say the contract will be known before it actually almost sounds like it was an oopsie from the elected official because it says shall appoint them and their term of office which shall be no more than four years to me that says you can be our superintendent for four years [Music] so if we adopt Viola we can get rid of that okay sorry thank you and then also can you tell me what we decided to do on 10 40 one more time where are we doing 40 uh there were a whole bunch of check marks okay our right our policy I didn't know are we going with yellow because our also our policy we walk through nialla you have it going as annually then okay and then

179see strategic plan first in Florida which is not the name of our strategic plan any longer it hasn't been for some time yeah um and so whatever we merge that we need to make sure that is illuminated oh sorry now we can get back on track my bad or where are we I think we're on the next the next one that we we don't have in all of them yeah 13. yeah I know that's what I like me this is one that we so this one right here reads there's a couple of ways to determine this one so what it says is is that the policy itself reads that you cannot do business with um an entity that does business with the school board but the intent is to say that you can't do business

180with a company that's doing business directly with it so I'll give you guys an example so I I am a insurance broker who does business with multiple insurance companies throughout the insurance carriers throughout the State of Florida right I don't have any business that will do anything ever with Brevard Public Schools nor will I ever be tied to it but those entities are also part of other jobs that I do so it's a difficult thing and so what Paul has said is in those cases legally I'm supposed to always say you know I stand away from speaking to this on any issue plus the fact that I have to respond to not vote for um Paul if you can give an explanation inside of there about that yeah well I mean your capacity is a

181little different board member this would go to all employees as well but yeah I always recommend him staying content yeah so so the idea is is that um just so that everybody understands like if you're doing business with a company that's doing business with the school district um break any kind of contractual relationship that might exist there but the other thing is is that you just basically don't talk to any item that goes related to that stuff there could be uh especially flag for staff I mean there are prohibitions in the ethics code about even doing business with the district so there's red flags there and thank you grades and there are exceptions if they're like if you're if you're just every plumber in the county and you put it out all plumbers are going

182to be signed up they're going to be assigned contracts rotationally you can pay once at me so there are exceptions but it is one of those areas where you don't want to know so if we want to accept this one we can if we don't it's not a big deal but I just wanted to kind of explain that in context that's all um do we have this language it applies to the district through statute that's why it's the ethics code that's cited at the bottom so it is there this is just more putting everybody on notice of the express and that's what a lot of these that will be is just taking the ethics code and putting any actually I I don't dislike it I mean I think it's I think we have similar language

183in other places yeah like in our ethics and if you don't have to sign uh I see Dr green kind of not her head but just to lay this out specifically we also have the option of doing the second one but which if I'm understanding that it's kind of a lobbying let's just saying two years past year right isn't it that is a great statue to say that you will no longer do business with the school district afterwards because it there is too many ties that I've seen throughout legislators throughout County Commissioners that immediately after they're done they can find some sort of sort of a sweetheart deal and land there and that ain't right this is a Lobby it's a lobbying thing because it's made me no one may personally represent before the board

184another person so that's that's the definition prohibit me becoming representing someone that's before an administrative hearing before the board or it's going to be a team representative yeah oh because you know the inner workings of our organization can it be longer than two years not such New Orleans so this is basically because I know State Statute has it for and it's in states that you too right but but it's an option and so it's the option that we don't you don't have to have it in your policy just like you don't have to the policy but you can select it so that everybody's on notice yeah I think it's good I think yeah I love it okay I think there's another one in between there's two more yeah 11 11 20. so we have 11

18520 on the Neola deals with employment of Administrators so did the phone company's supposed to be coming to my house and they've got my numbers and my husband's number so if I have to run out that far so if I can say this this has multiple State statutes that are added in here also has been updated in 2022 and then Tammy modified it in 2023 I would say that there's a lot of references to statutory law here um not against putting this in but I'd love to hear you guys conversation I had opposed to putting it in but there's just if we do they're just a heighten your awareness of there's definitely language in here that would absolutely have to be modified pretty soon um talks about the General Knowledge Test temporary certificates things like

186that I mean that's awesome I think it's got us in the legislator right now yeah I don't know and we might refer to Dr Green on this one but there's actually this even in the second paragraph and and maybe we do this indirectly but it says the virtual approved employment which we do determine the compensation which we do on a scale and establish the term of employment for each administrator's appointed by the board it's annually okay so because we had it says annually that's not a problem okay have you have you taken a look at this one is it from just just briefly but yeah you need to do that any thoughts I mean so you're saying we do do that we just don't have it's not like we're doing it okay this principle you

187get to be a principal for two years and this one gets to me no we don't just say we have not traditionally done two-year contracts for administrators there are you're allowed to do it to your company everybody's in either any thoughts on this one that I mean obviously it would come back I would have to come through you and so I the temporary certificate in that leadership we don't do with our principals um with our approved principles like an acting principle we have some people that are not having a full certification but they're just a temporary they're filling in for someone they're acting they don't qualify for the internet job and haven't we done like wheeler points sometimes an interim principle because they're in the process of getting that and then it comes back to

188us and it changes from interim to principle because they've we've gotten their certification traditionally that's an out-of-state person like I started in an interim State because this even though I was certificated I had a school leadership thing with Florida there I didn't have the Ed leadership because you have to put in the year and that's the and that's the next suggested policy he's talking about yeah um I I don't know um I just did another one right for the general knowledges and members have been instructed through a staff are required to have listed telephones at their residences decorate your cell phone so we yeah we do that I mean I mean it's a cell phone though it's not yes yeah I don't have a line in my house and that's actually new because when I

189have that cell phone allowances to do because when I started I had to specifically get a landline to meet that policy that that was back in 13. oh now cell phones are okay who would even answer them I guess because during a storm or something yeah we had one at one point when we bundled like you got yeah you got a chicken so I said I'm taking a nap I took it off the wall nothing is free right yeah and it's good if you have kids in the house so for emergencies unless they know how to unlock your phone yeah yeah I mean we're gonna incorporate a policy with this number It's gotta have a lot of work I don't I'd rather it be something that just codifies what we're actually why don't we just

190say okay why don't we just say hey um [Music] that sound good all right the 97 day probationary period too is that one that's that story that's Trash Story okay okay um and it sounds like the next one is yes it's interns though interim principles and supervisors and stuff like that right do they have one in between they have one in between so they have one for interim one two zero two zero point zero one yes yeah again I think we could add this because it's got statutory references but ask staff to look at it for our existing policy you know or if it's something in practice that we're doing it is different does that sound good Paul yeah okay this fall our next one looks nothing at all like any of us well we

191have 206 right yeah we're selecting Administration I like ours better yeah or one sentence is very good yep I actually like numbers all it's the same reference um are we okay with keeping that I honestly it looks like theirs is actually getting into administrative procedure type language which we don't I was just looking we don't have administrative procedure for that but um like literally this I just see barriers all over this thing colleges and universities should first make contact with us yeah attended regarding the placement of the ministry like no no like do that and like this just red red flags all over yeah so we're just going to keep our sentence all right that's good do we do we we've been doing statutes as far as I opened a different page as ours have

192a statute um okay so we're good hey I again backtracking sorry I was looking for the administrative procedure and I just for our awareness um the policy we were just discussing board staff communication 1112 actually has an administrative procedure and it says [Music] uh the board desires open channels that statement the basic line of communication will however be through the superintendent that's on there it says from the staff to the board as directed by the superintendent district administrators are encouraged to have open communication with board members that is in there and then being District administrators shall keep the superintendent informed of the issue problems concern or action discussed during the communication so if we have that open communication and a concern arises then they should bring it to the superintendent so but then that that

193conflicts with what our current policy says though does it not I mean maybe definitely absolutely something to look at it so we also have and we don't have to go back because I think it's fine but we also have an administrative procedure attached to the evaluation which will need to be updated because that one's not been updated since 2002. so I just need to make sure we're looking at those at the same time okay so we're good [Music] can I run next up is one one two one conditions for employment and re-employment hang on because I have we our next policy is 11. ours is 11 7. so we did that we our snippered differently well there's a bunch that area [Music] [Applause] [Music] administrators [Music] this is again another one who's sent off to

194staff to take a look at to make sure that whatever our process is in place we can mirror it and if we did it has four references for statute I think yeah I think we need this one honestly yes who has a finger app I think [Music] is built for redundancies okay so like uh staff members will go to the staff policies students will go to the student policies they will not go to staff policy so like we don't have a 4 000 section at all at some point in our history the board completely removed the fours whole section yeah so when we get to the fours you're gonna have the entire book to look at and say who we want it because and it will mirror a lot of the other policies because Neola

195is built for that redundancy so student doesn't go to the student section oh it's not in there so I don't have to worry about it but it's somewhere else and so Neola said people will just go to the section that applies to them and they're not going to go look in the staff because it says students don't do this but now that it's online I mean I don't know about you but it pops up as staff or are you going to look at it that way so I mean I don't know so that's how Neil was built just as a note so here's so here's some of the things right um redundancy doesn't hurt us because all it is is it's online it's like literally as long as what it says here is the same

196as what it said here is you gotta know that it's a walkover to the three thousands and the four thousand yeah well it does hurt us what we have to say is anyone here to speak to policy here when we're adding it because they're going to be like massive additions if you do that you gotta say it like but I like the fact of putting it in there and I'll tell you why even though it's redundancy and even though I might have to run through these and I'll be very quick to the point where somebody doesn't like pop up out of their seat real fast but the thing is is that um I think that what you made was a very good point because when I look at certain areas I say okay where's this

197and then I review all of them because there's other sometimes words aren't used in searches sometimes other verbs are used or whatever it is adjectives however you want to put it I think I I would like to add it even if it is redundant in fact and we can check the other ones are you talking about the BP one right now BP one is on there and it's exactly what you're talking about it's 31 20.11. uh and not 11 20.11 it's on there this is uh 11 21. the one that we just approved she's saying about yeah yeah we put it in the 3000 yeah because it's a that's stack right yes yeah it's underemployment so that's probably a walkover policy that is in the ones and the threes so if they that's where their

198redundancies are built yeah you could go to the administrative policies and find it as well as the staff policies in mind and I think to be honest with you if I'm an administrator coming in I'm going to go to the administration and print the entire thing and say okay and I may miss them if I'm going over the stock market administrators like all the student ones and they're responsible for a lot more but I would say that it doesn't hurt us to put it in there it adds to it you know what I mean and if that's okay with everybody right are you now you're on 11 21. I don't think we need to put Veterans Preference all over the place because that's right I don't know 11 21 conditions for employment and re-employment of

199Administrators it's got four statutory laws to it it's I feel like we can add that one um but I want staff to to tweak what our practices are that are outside of Statute that would be my reposition and just in general many of the ones that deal with the administrators that we may have reference somewhere else we can just add them for the other and just link them up yeah so what we have is 3121 which is conditions for employment and re-employment of staff staff right and I don't know that there's I mean look at it real quick see if there's a separate section for administrators there's not accountable there's four sections because these are ones that we don't have but yeah I know I know I think I think it works to put administrators

200here um that's all I think I can't see a disadvantage of doing that I mean we have staff that's a big word I right we need to so two things we need to make sure that we're looking at there looking at it that we are looking at and making them as parallel as possible I do what we actually adjusted this policy last February to change the about the references um what's called not we don't have 31 times because we were because that was a becoming a barrier a roadblock for employment because if people had to have the references we said could we lower it and so now we have two references but their administrator is responsible to call them whatever so we might want to um yeah that's why I said if we want to

201have a different for administrators because that's a little higher this one has three references on there except for references so maybe that one should be an elevated right so that was something that can bring to us and I don't know what our right now because where we ran into this like bus drivers custodian stuff like that right right here you have an administrator you're like well if you've gotten to this level then you shouldn't have different point right I think that's good but it needs to mirror as much as possible but I think that just made the case of a point for adding it into the infrastructure section so yeah Paul I guess the directive is is [Music] um the staff see where it is out of the west but had it all right okay

202here we go um 1121.01 background screenings we have these are all in the 3000 yes this one you can use in the other one because it's specific to that it's not saying this is all employees so I don't think we need that I'm good with this like the next bunch of numbers [Music] these are all under our different section 1121 non-discrimination and equal employment a general that we may have somewhere else we don't we definitely do so if we're okay with keeping what we have somewhere else it's they you know what I mean they are one of my genetic information [Music] we do it's policy 3122 okay for us for us okay anything that's not going to be different from administrators than it is for other employees I think we need to we don't need

203to add think that yeah all of these because the same thing with drug-free workplace right we have a drug-free workplace policy that is not specific to administrators and it also could be different districts one I'm assuming also want to put these different places it could yeah so you can have the flexibility to differ every time yeah right if you don't want them to me this fits in the 3000s which is employment the redundancy I can see the issue if it's like student or you know you know versus staff Administration but like administrators are still staff as well too so like those I feel like it's pretty logical that people would check out non-descriptions and we already have our driving workplace Employment contract 11 28 . that's pretty sure we have that's not separate they're all

204there all the way you can keep stuff in the 300 free thousands and it's exactly the same number except the first digit is okay thanks Carol all right so we can jump up to um 1170. that's the one substance or records in like our R11 study 70 is records and reports 1170 from them is substance yeah oh hang on there's one one you got one in there one 11 39.01 Leaf is maybe discipline considered because that is specific to administrators I don't know and the next one was just suspension or dismissal so we have staff discipline which is under our 3000 so we have employee misconduct and staff and it covers all employees across the district and it's all based in statute okay so we're good we're good there okay um suspension and dismissal of

205Administrators is that because they're non-bargoning any difference we have suspension or dismissal staff so staff is a little bit different because under it has administrators in an instructional place if we're okay with that okay okay um so are we ready for 11.70 which snares is titled 1180 I don't know right I want it to reflect the same just to make it easier for searching purposes ours is we don't see 1170 but that policy on the Olympics policy 1180. you see what's going on Paul yeah 1170 underneath so if we can just change the num the number to reflect meal like the others along 78 11 70.01 are all like staff related issues what is their number 11 records and reports that's what I'm saying the number is different so so if we're okay with that

206and then there's there's some additional information yeah I think that's why this one should probably reflect what this is so can I say 1170 is incorporated into 31-24 31 24 is our drug free workplace policy and it's all in there but it speaks to administrators right off the bat it has um before if we're okay with asking staff to review it it was updated in 2022 so there's probably some laws that are wrapped into there yeah if that's okay Paul if you'll check with administrative staff and make sure I think we can get through this next one is um [Music] standards of ethical conduct I think we have with the staff that's more appropriate whistleblower protection that's one that I'd like to talk about but if we've got it in another place we can get

207to it we just actually revised that in the are you Incorporated The Whistleblower into um or maybe one that you're bringing to us that we talked about yesterday on Tuesday there's some changes there's some difference in this thing okay standards of ethical conduct we brought to your workshop on Tuesday it's coming back to rule making in the approval okay standards of ethical conduct is okay okay so that's good good because I have more notes written all over the screen but that must have been before yeah protection okay so in Neola we're at one two one one no no that's okay so if I can review we were on 1170 that we then turned into 1180 said that staff can take a look at that all that stuff right we skipped past all the rest because

208those are in ours and then we moved on to standards of ethical conduct but she said that that is inside of a later policy that is reflected to staff right whistleblower protection should be in this the same type right it's in 32 11. obviously yeah we can get it there and I think that's appropriate to have so that everybody can review it okay um student supervisors do we have what policy do we have a separate whistleblower policy or is it just you know 32 elections whistleblower policies yes okay so we don't need two whistleblower policies right yes okay and supervision and Welfare same thing 32 13. there you go solicitation acceptance of gifts from unauthorized compensation that should be the same thing too correct it's 32-14 gifts okay we caught it what I'm saying is

209we're going to see this again yeah we're okay with yes and I'd rather keep it in the 3000s I think that's there too yeah dress code and Grooming [Music] I will note on nap until it later besides the door 791 [Music] we did not exercise that 790 The Authority at any point that's just something for you guys the Guardians no is that what that is it's a storing weapons in your vehicle so you could have staff right now with guns in their cars yeah oh the option is to prohibit my statue the board is allowed to make your entire property okay free thank you so they are not allowed to store them in their cars I'm just letting you know that right now they're currently not allowed to they are no they are they are

210a lot exactly this gruntled employee run out to their car get their gun and run back into the school while they have a badge in actions [Applause] don't allow it for that exact reason because disgruntled employees going and that is true but when you look at the amount of um you know what I mean instances of the issue that we're trying to talk about I think that is a staff member that left Canon and came back you know I mean that's usually the Postal Service back in the 80s that's why it's there yeah yeah I'll let you know that you never did than the back of your head sounds good okay um so weapons is done 2012-20 evaluation of administrative Personnel I think we can add that one yeah they're all under the three thousand

211but this one speaks to administrators do we want to just is it because we have it in 32 are there there's the same you're talking about it also is definitely it's a personal free administrative it's the first instructional personalities design and support Personnel simpler I would say though that being the fact that we want to make sure that the administrators are is a good piece to put inside um personally consistent with what we've been doing is it because it says evaluation of administrative personnel and I I hear I hear Miss green but I also would say that this internet meme would be good to put in here with all the other administrative policies as long as the staff I mean it's got seven references for statute and code you guys are okay I don't know

212if it I don't know if I agree in the redundancy part for this one I don't think it's necessary to be to be redundant which number are you on it's like okay wait 11 or 12. the only reason that I say it is is because the Administration is always evaluated differently than the um others and like your other class codes and then on top of that I'm an administrator or somebody that wanted to look you can see that this is the administration section so sincerely after you guys if you wanted again it's if it's a little more verbatim more covered with the the way that it's handled the same right I mean if it's in here somewhere it's just not maybe under the that section it's still we have a staff so if we just

213all this is again putting it in a different place which is from the oldest suggestions because they have it in multiple places we don't mirror Neil on this one though the thing about conversation earlier is Penny all replaced also not just to create her identity but also to give District school boards options how and how they want to divvy it out you know we like like Paul said we don't have a four thousand yeah I don't remember it's you know if our 3000 is labeled staff so everything it has to do with staff and administration the 1000 it's Administration but it's not all about Administration sometimes it just about the administration of the district including the superintendent and cabinet how you currently have it set up okay and you collect or employee stuff underneath you

214know when it comes to volume machines but it is every policy that we add is another one we have to review within five years just saying I just so yeah I feel like if we take a minute to just like look back on what this what this section really is I think to me it's easier to consume as an employee and probably even as an administrator that anything related to your role as a staff member is on their staff understand to your employment right not your duties necessarily right there are specific specific to you they're different but if you guys want to put it under the other one it's there right now I think obviously it needs a lot of updating just to make sure that it falls in line with this one because Neil's

215policy is significantly different than what we have for the evaluation process for administrators so we updated ours in 2021 pretty sure that had to do with some statute changes I mean my vote would be don't put it the same same thing in two different spots so it's just one more policy in this section yeah so we're good to move on it's 12 31 outside activities for administrators that speaks to Administration working on other places privately entities while they're in business and I think we have analogy number you I'm sorry it could be the number uh 12 31 in the old we do not have a 32-31 but outside if you like this carol outside activities administrators in some of the things are covered in the ethics policy okay yeah because some of it looked familiar

216some of this deals with dual employment right for having a second though yes I think this is where it just kind of goes a little differently I think that should go into the three thousands but we definitely need to incorporate it if you guys want to push it to the 3000s when we get there we can do that because that would probably be in their head blades yeah okay I'm guessing it's a walk over I don't have the three thousand yeah okay we just want to make sure that we have make sure we don't have except there's something in here that we don't have addressed as far as outside employment activities we need to make sure that it's somewhere so that way so organized we make sure they're all in there all right so research

217and Publishing um political activities I'm just reading down none of these pertain directly to administrators and I'm not sure if they are in our other policies we have a policy on Research yep I remember that political activities I think that's under the nines instead of the threes I would rather say like political activities for all of Staff you know what I mean those kind of things yeah thank you for a professional development professional meet professional meetings I think those both the same 20 12 42 and 12 43 I think are specific to oh actually sorry I'm not saying we have to have it but this 1232 just let's look at the first sentence state law says and then trained staff members who are employed by school Works will not participate in any political campaign productive

218office while in Dewey and statutory that's statutory that's that's not something that's going to apply to others other staff what are you looking at sorry which policy I'm your listings [Music] not after school I know but oh well and did it okay I got you now I got to see you thankful for some of them um no no sorry it's it's almost lunch time guys my legendary I was trying to look I counted them and then we're like but then there's like a hundred in here which we're almost there we're almost there let's let's finish strong we're almost there is political activities addressed in a later statute we do not have a 92-32 um there's a figure I do we have a supporting political candidate policy yeah I was going to say we have the

219dinner for sure I read it before I ran because I was scared I don't even get in trouble at this point yeah because it's very clear like when in a state statute they can't take can't take money like he can go stand out in the parking lot and get a check but [Music] or something I can't collect money from candidates um all right all right so now professional development we have that under that's our three thousands yep 43 are full specific to things that I think we have in later about later War um well we have uh yeah chimney tabs yeah I have too many times that's cool 1242 is professional development yeah okay yeah we do about that and it Irish was last revised in 2011. and there's this last revised in 2019. with

220a review modified in 2023 it's got about the same amount of statutory references they seem to be exactly the same so if you guys are okay with just saying that as long as our procedures don't conflict with this piece I think we can start there and then it has one checkbox that we can add there's this a lot longer yeah there's a significantly different view it's like I think we need to adopt neolas because we don't look at it well there were things that were missing that I wrote on here so on the first paragraph We need to add teachers business Community Representatives we're missing things that Viola has in there so you know we also have a 3242 professional development and I don't know if they're identical a bit that no actually 3242 head

221is a little bit longer sorry I know you're trying to get out is professional development yes so that's the problem is with the redundancy they're not going to be yeah well right but they so then should we get rid of the 12 42 and just have it under staff for the three thousands that makes this process a lot easier because if we have to update two policies or three policies it's the same thing in three different spots every five years that seems crazy so so I would suggest no one in the three thousands was updated in 2014. I would suggest that we need to do the same time so when we get ready if we're going to uh repeal 12 42 that we need to update 32 42 at the same time because we don't

222need to so there because that that one needs to be looked at over in PL 1242 next to it so when we get to that policy so leave this one alone until we get there is that what we're thinking yeah good yeah okay move on next one is professional meetings yeah professional meetings is that addressed later on no I only have a 3 000 for that it's the morning purchase all change will be in 3 000 policy honestly why do we need this yeah honestly good point thanks [Music] use of employees personal property at school do we have that under three thousands we don't think we have this number if we even tried to say half the stuff everybody knows they bring their personal property success yeah we achieve like everything so uh I think

223it would be smart to have a policy to say that if they choose to bring their personal property and use it in a school that the district's not responsible for it it's a liability um [Music] I don't it's not this number but we have it somewhere not so common all right we don't know what's here we're not responsible I love that one so this one is saying that their practice is permitted that the school board is not responsible for any loss I think we need to I mean we'll put it in let's go fun oh no that's saying hey we'll allow it to happen we're just saying we're not going to be responsible for it if something happens to the property or if it's misused oh and there's a form they're asking to be completed

224so if you're bringing your own personal I think we can delete delete that right yeah for notification of personal property no that I don't think I think just that first couple sentences is probably good right just first yeah I would just say your first two seconds the first two sentences just to make it simple to say hey that it's okay to do but we're just saying we're not going to assume yeah it starts getting confused be careful about the last sentence in the first paragraph except an extraordinary circumstances the board will provide all employees with equipment tools necessary to perform their assigned duties no I'm I'm just saying just take sentence one and two okay the first two from here that just says you can do it but we're just saying we're not going to

225be responsible for any loss damage or misuses that property yeah okay I don't think we need to make them fill out a form and have it notified by the board and all that that is extremely tedious so yeah so there is a practice in place that like with our students and stuff so that's why I'm trying to I'm trying to scour really quick I was also in a highly related to personal property they do have the form you if something happens and you've registered your personal property um and like there was a loss of flooding or something it protects the employee with their insurance related to that form that they have proof that they had that where so we're we have this in practice right now but no I I I've been in other districts

226that use this language and that's what I remember about that form if you have permission to have your own personal property there and it's worth something and and you have a form sign that says it's there and then the facility incurs damage it protects the employee with their own personal insurance all right that makes sense but I mean if we say the practice is permitted provided it's understood that the school board is not responsible for any loss damage or misuse of said property I don't that the must I mean I does that affect our insurance rates it's their insurance personal it's the individual right because they have permission from their employees I just need to do must because then we're saying if like every you know where do you see the word Musta sorry I'm

227just shy that's one and two the the one no I'm saying we talked about mostly therefore so it's something in there saying if your personal insurance requires you you may fill out yeah whatever yeah to register that you have permission interested in that and then it's on them and go research their own insurance coverage to make sure that it would replace is probably the easiest way to go with this just saying hey you can do it but we're not going to assume the yeah I mean I don't prevent them from getting a form filed with their principal saying yes you can have your your letter DVD player or whatever it is 3D printer I mean we're thinking Small Potatoes but there could be large things you know I'm bringing my car your car will work

228on your car if you want them to but if you left it there and then there was a hurricane so back back to the form back that says work related purposes if you're bringing on to the district for work related purposes you must the first sentence is if you if you want to bring it in for your own reasons right to use an off-duty time but that form is if you're bringing it in to use for work related purposes like your 3D printer because you're going to you know you know yeah or if you're a music you know your personal trombone or your whatever you know I mean it so you would fill out a form and then we would assume liability for that yeah it's important to get their insurance so if your insurance

229covers your cello while you're at school teaching and you leave it there and it floods and your cello is ruined now you can make a claim and said yes your employer allowed you to store and you know your your insurance like like I don't know some policies you know it's your personal property even if you're in where it's at right I vote for let's not put it in there we go first two sentences is what we're going with okay good that's I did borrow each other one year it was horrible did you ruin it no I was trying to play it to learn it and it was horrible the cello is not I think about how many years it'll just clarified it's the worst cello ever it was people in satellites like literally okay anti-horrass

230that we have in the 3000s okay threatening behavior towards we have numbers and the three thousands administrative salary we have compensation and three thousands okay group health plans we have been uh we have benefits [Music] um all the other ones go all the way down to four teens right okay um yeah I don't even go there we all right leave of absence I'm sure so our next policy that we have is 1431 which is yeah I know so these are all obviously personally they're all in here so absence of Administrators jury witnessed yep should we just go straight to it administrator yeah these are all covered in here all right so we're up to 14 31. yeah this one's this one's very simple it hasn't changed in 20 something years so we're good let's see

231the market review right concur all right and then we have a grievance procedure job related expenses that's somewhere else right [Music] travel later okay but that doesn't cover all job related expenses so travel doesn't it wouldn't cover everything what it I mean what if the teacher needs to buy I don't know I'm just thinking something to their class that they need to be reimbursed for not a travel expense without being all the school accounting rules would cover that so permission to utilize School funds a purchase order following the contracted people all that stuff would apply and then we have csap where there that's a um statutory reimbursement that teachers get okay I'm trying to think if there's anything else that they would use their money to buy something I'll just scan to the whole thing

232and I've knew that there was a process for pretty much you know for them to utilize yeah I think this is more of a thumb is like more of a I only know it because it came to me in a contract from a school accrual of personal benefits such as miles and everything I saw that and I said I told them no they cannot accrue personal staff because the district paying board so right and just like you know recently recently so I don't know if you want to consider this addition to one of our other policies of that line got it somewhere but that has been an issue recent two different contracts okay all right well then if that's come up twice recently we can we find a place where that fits okay we can

233look at where we have those other uh like uh travel related things and benefits for that okay [Music] it's interesting down for us this policy does not address every issue exception or contingency that may arise in the course of travel s all right so we're on to the next one we're not adding this but we want to make sure we add this language I promise you okay the man runs so perfectly and small but you can fit all of those I said oh my gosh okay we have grievance procedures we're also 20 years old and has not changed except for it says it just wants to put it in the Human Resources procedures manual I don't know if we have to have that if you do have that what is that that one does do

234we need to have one now because it's referencing statute um ours is in the procedures and we have an administrative procedure for grievance right and I and I'm okay with doing that as long as it's statutory by law but it has not been revised since 2004 so would it be a good just to make sure that's actually what we're doing perfect yeah well Neola hasn't been revised [Music] um and just because that would get eyes and Improvement I know grievance procedures for the for the employee eligible unions are going to be determined by the contract but our administrators this may be absolutely what y'all are doing but can we just do eyes on the administrator receivable while we're at it so the next one remote work there's a process going on right now we don't

235have it in statute or in our policies but I think that there's a couple of Works in progress testing is there isn't there a department that's working on a pilot for remote working right now Tammy tammys education technology and to be honest with you we have a significant amount of other individuals that are on the fence of leaving us or many community contract um many of our our Aerospace and other areas so I think that you guys want to I think it's something we need to entertain yeah so there are certain positions that would that would this would work for yeah like I've been saying this for two years it's like a it's like a non-negotiable it's got a happier conversation that I have or we're never going to retain staff in certain parts Carol's

236not in your head back there so yeah what I was going to say is this is kind of a bigger like this is direction from staff on a plan moving forward in policy because they're thinking about is that am I appropriate by saying yeah it would be wonderful to give people a policy on remote work okay but she's in favor I will say this though I don't know because we've been doing all these policies that apply to not necessarily Administration but employees I'm not saying let me go ahead and this is if this is our priority why don't we go and make this one like Elevate this because the ones that we're just adding statutes right yeah whatever but this might be a 3000s and I'm gonna guess that Neola has a three thousands because

237some of our remote work it's not even the Shoppers it's going to be people who can code from home people who can you know whatever or even you know some of your staff facilities if they could go from their home to the site rather than coming here here and then going there yeah yeah and people have gotten up in the middle of an interview this is priority let's let's do this but I don't know that 15 if it needs to be in the three thousands let's be it sounds like it probably should be 3 000. so why don't we do this this is what I was trying to get at why don't we save because I've now I was moving around last week with some of our administrators and they were screaming about this that

238they're so excited about this machine is looking forward how about we ask staff to bring us something back that they think is appropriate can we do that so that we can show the staff members that are currently here that we're moving in that direction because there's a lot of them that are looking at summer employment yeah so can we can we fast track this one but again 1500 or 3 500 wherever you know what is it I think to me it belongs in the 3000s I agree I agree the remaining ones of these are um they're in the three thousands already yeah job descriptions um so we have everything taken care of this uh oh wait what about complaints against administrators that's in the uh it's complaints against staff we have that though okay and

239we just dressed that okay so I am we got a couple of things to go you know do you have any questions on any of the policies directions or anything like that you pass whatever that is around please this right here yes this is Paul's I just went and stole it out oh you got it first birthday just been refreshed last week so I got walnuts and almonds listen don't be advertisement three cashews just for breakfast so does anybody else have anything for the good of the group yeah I I do I I have something and this is not something to take action on obviously we're in a workshop but I I do want to throw out there uh given the recent circum stances um I was pretty vocal when we talked about the reorganization

240that was presented to us about my hesitation for certain reasons and that reorganization has now been put into practice and I still have my same concerns but they've developed because it's been put into practice one of the things that really bothered me about that reorg was not only the visual of it but again how it affected the staff when it was implemented I am concerned that we took the largest departments that are closest to our students and remove them away from the direct contact with the superintendent at least visually also in practice so Elementary leading and learning secondary leading and learning and student services were removed and put under um the deputy superintendent I would like us to consider having conversations with staff thinking about whether or not that was really a good decision um

241because visually and in practice it it felt disrespectful and almost like um a demotion to certain staff members who were dedicated for over 25 plus years to this District uh and I don't think that was in the best interest of our staff and our students given what we've all learned and experienced I just asked for you to at least take the opportunity to discuss with people how they feel it's going if it adds value to the district and if we should continue that practice but I also would like to say if if we all feel a collective let's have a conversation to throw that in the hands of Miss Han as well say you take some time to think about that and develop and ask questions and maybe report back to us what you think

242is in the best interest of the district regarding that position and reorg um and I just I would like you guys to at least entertain thinking about that for a little bit before I I want students because before we do that and I have to slow my own role for a second because certain things are already settled and they're not trying to be very careful um because Sue is acting we still have someone send a contract and this board has not made a decision that's where are we going moving forward I think we might already all have an idea of where we're going to be going moving forward but we have not voted so we have to be careful um but I would like to so I'm gonna back myself up because there's a couple

243times we've talked about through May through May or whatever but we don't have a decision on that um so but with that being said in the interim do you have any you haven't in the less than you know 36 hours do you have any uh insight for us I do yeah I spent some time talking to our students individually and collectively and I think the concept has Merit I think the implementation created a lot of a lot of confusion as to who had one authority to do to do what what and so I would like to give it a try as it is parties involved see the the benefit of the the learning team collaborating with the team and I think having someone who is looking at it holistically makes some sense we have several

244projects such as the ALCS the Gardendale boundaries person that is looking at that across also charged with can respectfully and well with the folks that are principles I think we're fine I felt like I talked to everybody involved yesterday and everyone is willing to suit the ground running and let's get the job done opportunity [Music] who can then evaluate the merits of the in its in a way that it has been executed a little differently than the original size I thought that would be my two cents on the matter and I appreciate that the one thing I would like us to consider though even out of minimum is this the visual of it um because you can't always guarantee who's going to be in certain roles and right now we have an interim in one

245of the roles right and so and we can't always guarantee that someone like you will be sitting there having those conversations and directing them in a certain way and so my concern is had an issue because the people were different and it makes me uncomfortable to leave staff in a position where that could potentially happen again so I just I wanted to put it out there but I hear you and I appreciate it I guess I had a different take from the beginning and again I think the Implement I appreciate what you said um so thank you very much because I the to me the implementation was was in a lot of things has been really the the issue more than the idea because Dr Mullins himself was considering um a chief academic officer in

246a way what that does because someone from the community approached me you're demoting our main thing I'm like well except that we've all whenever we've had a deputy and from my history Dr Teddy was the deputy she was in HR before her Dr malls is a deputy he was a CEO and she was the CEO um she was a deputy proportion came HR she was CEO so she was addicted so the deputy moved with the person but the deputy had not been an academic person which is our chief Mission and so the idea was to have that it was almost elevating it um but I hear what you're saying about the communication I think a lot of that had to do with implementation so I appreciate that and I yeah it's something that um do

247effectively and more effectively and more efficiently hopefully and and then again moving forward we can give direction to the new superintendent as to the priorities and what we'd like to see and how the plan will be Implement I I agree thank you for your perspective on that when that was presented to us I did that as a negative thing after photos somebody an additional support that's going to help those three categories because when you look at the superintendent's role and how that structure goes you have all of these things that are falling underneath of the superintendent so it's so broad right so this helps narrow in one person that's like hey I'm gonna you know focus on these three specific categories and make sure that we're doing the best that we possibly can for those

248for students and then relay that back to the superintendent on how we're going to help I appreciate your perspective on it because I do think there is value to that I think it could work I think the implementation of how it was handled was could have been done a little differently so that it didn't didn't feel as though a demotion or negative that this isn't actually an additional support to help those three you know leading learning for elementary secondary in the ESC um so I I'm hopeful that moving forward with team that we have in place that it will be a different scenario that it won't feel like a demotion and they're not removed from from the superintendent or access there so I appreciate your perspective on that yeah more of an L Type person

249and they're here now the situation is and we're so close to the Finish Line on that and I believe it's been involved a little bit while that's being set up and from afar and it looks like it's working regardless of how it was introduced I think we are fortunate to have Dr Cody in that position I mean I think we really found something there and you know sticking around she knows that um her telling us that so I look forward to seeing what comes of that situation you would Express that there you have uh urged them to work collaboratively on the alc in the Gardendale project they've invested the time there so um yeah I I like where you're going with that so so and right now sorry to jump in there right now with

250Sue's area of expertise not necessarily being the academic side of the house distance I I am always open and honest and transparent I feel you need to say this here and again there's you're sitting here so it's different roles of responsibility that were given to that individual were not necessarily the roles and responsibility of that position we hired them for and I think it needs to be clear what the role of responsibility of that position truly is because there wasn't necessarily that collaboration going around on and it was a totally different focus of evaluating departments suggestions I'll say and so I think that needs to be really really clear going forward so Miss Jenkins I truly appreciate your your points I think the collaboration um it was a disrupted based upon that right we know

251that now buying on this whole thing is whoever the superintendent is or interim makes those decisions chart based on the personal direct like you may not have academics so you may need support there so reorgs are going to depend on the positives and negatives and everything else so whereas I hear Ms Jenkins saying I definitely agree with her um the ultimate decision is yours and however you feel fit to move forward as the acting is the way we should go so I appreciate you thank you and and Sue I totally trust your opinion um and and recognize that there's somebody else sitting in that seat right now I just think it was really important to be said out loud and in front of other board members um because it is something that you will be

252paying attention to and you know you could change your opinion going forward and I don't want that to come out of nowhere so and I and I think that the the purpose behind it I think was not the way that it was enacted that's what the issue is right so I think that it has Merit just like you said it's just that the way that it was implemented was wrong and I hear Miss Jenkins and I think you have direction that if you didn't move in any direction moving support so with that does anybody else have anything I have one more item that just came up I just thought man I'll say I have seen boards that do improval on charts it doesn't prohibit super making changes but it makes it so that any changes

253have to go the end by the board applications yeah we had a committed I'll be honest with you guys there was an instance where procurement had been moved while without board approval under the CFO many much we didn't approve it which I think Paul was saying we didn't have the ability to it's just not in your policies and historically the Ford has not voted to approve the org chart so it looks kind of one of those where it seems to always had the ability to just need it the issue though is is that the budget changes which is under ours the property that is transferred is under ours the staff descriptions the job descriptions are under our permit so all of those needed to be moved over so changing it on paper is one thing

254but the actual physical implementation to do so should have come before the board and I just just reasons that that was shouldn't have happened and had it had more discussion it wouldn't have is because years ago we had a software situation and what had happened is the CFO had used the procurement Department as a leverage to get that contract through so RSM audited it and said it needed to be separated and I don't think that Dr Schiller was doing anything in a truly believe that but had he had the discussion we could have avoided that I'd asked him last year I didn't realize he'd already done it yeah RSM first because of that because I heard about that family we had we had staff that was spending up to a week try trying to type

255what their plan was to move to that direction because they had already been given that designation earlier so it was so it was causing a little bit of disruption so I think that in the event in the should approve the realignments of departments and that that's pretty big because of the other components that it has property budget status here's the thing where you know we have to we have to create policy based on what's that's not best practice but I will tell you past practice you know in the last several years we had the benefits Department that had been under CFO and they got moved under human resources and part of that had to do with the people were in those places but the superintendent at the time he came to each of us and

256said this is what I'm doing this is why I'm going to do it we didn't have to vote on it but there was just an awareness and if we felt like they were to be pushed back he was he would ask for our feedback I don't know you know you know do we have to put it in policy to make sure that it comes before us or do we have to put it and practice it we have to do it on every change I would say we need to decide that if we wrapped it into the job description and just so you know moving out of underneath was not only because of personnel but there was a piggyback that switched to the carrier that consultant for us like overnight there was a bunch of stuff

257that was going on that that made more appropriate sense to put it under but I would say because it's tied to all those other things that even if it should be a package right like if you're going to change procurement to go under the CFO then you should say okay we're going to do this and then and then have all of the job descriptions that need to be changed all of the budgetary like this is the portions of it to go under because it wasn't only procurement under the CFO I think there was some other movements I feel like okay then the boosting benefits is now back under this year that happened in the last week that happened in the last few months and it started with the prior to Dr Mullins leaving the discussion

258between Dr fenney and missile sinsky um about moving it and then Dr Schiller enacted it we did talk about that at cabinet yesterday and everyone is on board with that is a good decision okay so there's there's no issue with it that I'm aware of everyone who is affected agreed that that was the appropriate place for that there was some other departments that may or may not have moved under um or shot into different places so in the event like one of the things I wanted to do was bring it up and thank you for doing that is to give Miss Sue an opportunity that we don't need to approve to go like evaluate it and just say this is what happened can we if you can do that and sort of Rectify all that

259stuff that happened so for example the procurement the procurement example specifically walk that back and I'm not done any documentation on the budget side of the HR HR groups and HR and job description changes and a handful of others I think some of those are individuals that have that have gotten down basically taking an overview of the superintendent attorney bringing it back to being oh that one yeah see what I mean like all of those if you can look at those that was all I wanted to open the door for so it's just just came to me sorry this is sorry to interjection just oh my God I gotta say this out loud before I release a moment there's a lot of holes in what I'm about to say because I don't have enough information

260um but it was thrown at me so from what I unders what I was told I don't know if it's true or not that there was a directive for District staff to spend a significant amount of their responsibility outside of the district responsibilities into school buildings that's been recentively okay thank you I know that that was a significant concern and their jobs weren't getting done period okay thank you thank you yeah [Music] District staff was told inside of ESF that they had to spend 90 of their time the directors inside the schools well the problem is is that a lot they weren't getting their jobs done here right there's a lot of like from Athletics he's supposed to set up his schedules for next year which were not happening there was a lot of stuff

261that was falling because everybody was moving towards a different direction so thank you for sending that I I would say everybody seriousness with some of the things that we've heard if we can email Sue and just say hey just checking to make sure even though you may have it on your radar there are some things that have surfaced over the last like two to three days that I think would be pertinent to communicating soon they're running over the top yeah and and take care of that and then also if there's anybody that's making accusations over what was happening like this is happening to me and stuff direct those to sue like just funnel them off well and you can you can disseminate it should come to me okay there we go so everything goes to

262you take that off soon so then it goes to you so I think happy birthday and then if it has anything to do with the you know job descriptions or whatever if you can communicate job descriptions could go to Carol well we'll just go to you and you can funnel it yeah yeah allegations yeah yeah I think the distinction is if it's if it's an allegation of something again wrong against the super rich yeah if it's an operational somebody got reassigned or something like that that sounds lucky to any of you just let me know and if you guys can if that rises to the level of something that needs to be investigated please add that to the investing the other thing is is that um I wanted to bring up this Paul brought this

263to me it's a letter that is going to go to Dr Schiller in relation to his administrative like structure on administrative lead and if I should do everything in here is like standard but the only question is is that he he asked me um do we want him to be able to communicate with board members and board members to be able to communicate with him while he's been leading or not that's all it doesn't matter which way we go um I apologize Paul is asking directions send the letter yeah I'm saying I think that that's probably a bad idea for four members to communicate with him I think considering that we might be I think it's about anything with any board member so he just needs to communicate directly directly with Paul because of the

264litigation the possibilities and stuff are we going to see the letter before goes out absolutely if you want to see it right now it's pretty simple it's not it's just I mean I want direction to be sent now before we leave because we don't have anything to the internet sorry it looks like a stack I was like can we read that please while we're passing that around I tiny body but can we make it a commitment as a board it's addressing what I address at the beginning to take it easy on staff with our own demands and priorities and and keep we have so many number ones and I think you're right if you look at our current policies right um that we're trying to review you look at our budgetary process that we're trying

265to do um I think that there's so much on our hands right and that's our top things I think um little things that we we can't wait 60 days I think like I I feel very confident that that direction is correct Miss Campbell and I appreciate you bringing that up yeah you got anything else you want us to send to you like you want to say all this goes to me too y'all just keep sending it yeah I'm okay with the weather you talk about litigation is we can't talk about litigation right so the main thing you want to do my questions is it okay you guys just um I'm okay with any individual board member making editions or subtractions this is kind of one of those things I would rather yeah I'm fighting what's

266the yellow for any reason meaning or other work late I think okay yeah that's the normal is they have to be available between those hours because they're still in the clock for us right so they're still getting paid they're getting all their benefits and everything and I would like it to be said that we as a board need to say that um the all of our employees are interested so we need to go with that as a as a constant here because this is somebody's you know what I mean um that's it oh you have direction do you want to show that to can I ask one question about the investigation I'm not sure uh what is the typical turnaround time for the investigation because that's what I'm just not clear when it happens more

267compiling investigative pieces now okay hoping that if you guys have something that you need to add to it and then there's been a couple that have already you know what I mean been a part of it but there are a couple that are added okay and who are you directly know about this so I know like I don't know what you're talking about you should go to polls yeah and Paul will then communicate that with the investigative attorney this is in addition to the whistle it cannot be the same no I'm just I'm sorry I just need a little clear but is yeah is there something that's already happening that we don't know about yet Dr Paul yeah and just confused oh you wanna I just don't know what everybody knows so I mean I

268can't really answer that question okay there are some things that are statutory confidential that you can't show yeah that I cannot share okay so if you have any concerns that you've heard please express them to Mr Paul Mr Paul can check to see if that can be added and then you can add it to it and then the depends on what exactly gets sent and I think after all of us get with them then he can set that scope for the investigative okay fair enough all right is everybody else okay with Sue you have something I just want to let everybody know I will have additions and subtractions for April 11th of the work session and the board I think so uh things that have come up and things that need to be like they

269didn't do anything so I just was they put the dress code policy right on and I think we had talked about we wanted to get a little feedback before that came back to us so that which is 51 minutes 52 11 or five two and a one in there yeah yeah the dress code policy um if if we we gave the direction we wanted some feedback from our principles that might not happen in a timely manner just be clear just because we're asking feedback from the administration and principals they're not changing policy but we wanted that feedback before we started media Specialists right we want that feedback before we start making change so so what are you suggesting because well I was looking at it last night and going okay what's on our because it

270got released to us and we've got some of those things on there I don't know that we had um enough because it moved it moved to the next next stage of Workshop great sorry yeah so that's why it's doing it oh so we can take it off if you want me to pull it but wait a minute because we can do we can gather that information in the in the process once it goes to workshop and we come back for I mean this was your last time you guys viewed it on Tuesday yeah that was your chance to make changes you made changes at the next it's off but then all it does when it goes off it's not an issue I'm just letting you know where it is and understand that if it's off

271it just gets reset to the next it's it's okay yeah I hear you miss Campbell I just want to go into the work session because I feel like we were waiting I think we can and if we make any changes then it just literally delays one meeting which I think is within the scope and I think can give us the feedback I thank you for that clarification I didn't want it to be unedited no absolutely do you want that then to move to a work session that we'd have to re-enter we have to re-advertisement we can wait and see what the feedback is if the board has changes that next one I'll pull it and re-advertise well we can we can discuss it at the meeting and then if we do then we change it

272it's already been advertising so we need to be able to do that just in general is there's always going to be things that we find along the process that we're like oh wait red flag we may have to change it so this is okay and we did that with the book reviewing and changes were made and stereo yeah I just we do have that deadline we're getting to but it's um summer okay okay everybody good we truly appreciated you guys yeah can we save some money on the air conditioners okay you guys thank you very much