001So I was like, I'm done. All right, we'll call to order the Tuesday, January 13th, 3 p.m. school board workshop. Let's rise for a moment of silence and let's pledge of allegiance. I aliance to the flag of the United States of America and to the republic for which it stands. One nation under God, indivisible, with liberty and justice for all. Heat. [music] Heat. [music] Heat. [music] >> [music] [music] >> Heat. Heat. [music] >> [music] [music] >> We will do roll call. Lauren RmIrez present. Jamie Ruddy present. >> Will Furry present. >> Christy Chong present. >> Lashak on down here. Do we have any additions or changes to the agenda? >> We do not have any. >> I get a motion to um approve our agenda today. >> Move approval. >> Second. All in favor? Hi.
002>> Hi. [snorts] >> Do we have anybody for public comment today? >> We do not. >> Move on to finance consent 7.01. Imagine charter school financial. Good afternoon madam chair board members and superintendent more. Uh Mrs. Bush and I are here to answer any questions you have on finance consent items today. >> Uh any or just the >> starting with 7.01 >> um imagine charter schools >> nothing on 7.01 to 7.02 2 purchase orders over 10,000. um go back to my list and make sure it's under I did have um a question uh related to the purchase order for the professional practices of New Horizons education. Um, I'm all for professional development and I was just wondering what the um the the program itself is hoping to target and the value we hope to realize
003from it. >> Sure. Um, so this is a uh consultation group that will be working with our uh students with um significant developmental needs particularly autism that um have uh some really complex communication needs. So it's focuses on verbal behavior. Uh we had the first part of um them was coming to do a full day verbal behavior training for those uh for our behavior specialists and those teachers and then they'll be coming back to provide consultation for the remainder of the school year so that we can get that program set up in those self-contained classrooms. >> Okay. Can you clarify why why that program was restricted to just a few schools? Um so it is for right now funded for prek um Wodsworth Benell and Beltare. Um we did not have that self-contained setting in
004Rimfire. I do I do think we have some students that could be identified that that may be identified that could benefit from it um here and and Old Kings already had a program in place. >> Okay. Yeah. Okay. Great. So what are the things that you're hoping to I guess monitor that we know adoption of these uh instructional practices have been uh absorbed. >> Sure. So there um we will have a um like a program integrity checklist fidelity checklist that we will be going through um and monitoring both during our instructional walks and then um Dr. Wright our uh ESC coordinator will be will be doing that as well. So that is built kind of built in um to the implementation and we expect to we expect to see great outcomes. Um I have implemented
005um this particular program in other settings like that in um in another state and it showed great outcomes in terms of increasing communication for those students. >> Great to hear. >> Yeah. Thank you so much for the information. >> Absolutely. >> I have a couple of questions on this agenda item. the um [clears throat] the transportation portable um I was over at transportation earlier today and it looked like some were being delivered today. Is is that what those are? >> Uh Mr. B speak to that. >> Um yes, that those are the there should have Oh, you saw two or the other two. like three maybe even well maybe there's two halves that they >> there'll be a total of four which are which are coming today and then they'll start putting them together um
006hopefully this week. >> All right. And is that are those replacing the older structures that were there? Are those being added to? >> No, the older ones um were removed and those are being replaced in that same location. >> Excellent. And then um the those were were they were they marketable to to to sell or were they at a stage where they >> those were actually leased. >> Oh, they were leased. >> Um yes. So we worked with them because we we've had them for a very long time and we were having a lot of problems with them. [clears throat] Um, so we work with them where they they they took the cost of removing them where usually whenever we have portables removed, there's a cost to us, but they the mobile module worked with
007us on because of the issues. And then we actually purchased these portables. They're they're going to be districtowned. So that way we have the ability to maintain them to our standards unlike when they're leased, you're kind of at their will. And what is the what are the what is the the published economic life of these uh for just for future >> they estimate between 20 to 25 years and again that goes back to how do you take care of it what is the maintenance and the protection that you do on on those um you know at least one I would say probably struggles to to make it that far but uh us owning them is definitely going to be we're going to maintain them a lot better and at least portable. >> I'm sure you'll
008get 30 to 40 out of >> I won't I [laughter] won't know sir because I won't be here but sure. >> Um and then [laughter] another uh um question is on the the wrap uh the wrapping that's off on that particular one but unless you have uh something about the um >> uh it was vinyl wrapping of the doors at Matanzis High School. Yeah. Okay, >> that that's us. >> Okay, >> so the um one of the things that we're trying out is we have on our exterior doors primarily, we have a lot of the wear and tear and the paint because of the fading and stuff and with the way the wrapping and the we're trying to see how that works. Um and the cost of wrapping them is substantially less. It um goes
009a lot quicker when you have to do the painting you're talking about, especially exterior doors. It's got to be done after hours or on the weekends. Um just because you can't do it during school where the wrapping is substantially so much faster. The doors are not wet. They um can come in and knock them out and I want to say a quarter of the time and then there's a lot less disruption with the school as well. So um we did that at the at the auditorium the if you when you go there those doors they're black now but they they were wrapped. So, we're wanting to do some of those and see how they fare and how well they do just because of the >> And this is similar like to when people wrap a
010car or same kind of concept. >> Yep. >> And so, do they I mean, do we have any idea of the durability of these [clears throat] things? >> Um well, that's kind of one of the things that we want to test to see how long how well they'll um fare from the sun. You know, the the wear and tear we believe they will fare well. It's more of the weather, inclement weather and the sun that we're wanting to see how that >> wears. So, >> okay, sounds good. And I would imagine since a wrap, we can we can decorate the in some cases with the school logo and things like that. >> Correct. I mean there's a lot of things we just got with the school and we did certain color you know colors but
011moving forward if it's something that works well that was also something that we looked into that they would be able to do some logos and different things but we didn't want to >> we wanted to walk before we started running. [laughter] No, I think it's a good test case to see if it's a better technology and more efficient than uh >> um and do we do we normally do we do the wrap or the outside company do? We hired a company that comes in and they they wrap them >> and and when we paint the doors and we're using our our our staff for that typically we contract that out >> usually contract on the exterior depending on I mean if it's one door something like that then then we but there's a lot of
012prep that goes into painting and it's not just painting the doors. So again that's kind of where going into the wrap they they have some prep work but nowhere near because you're covering it up generally. Yeah, believe me, I know that I've taken on some paying jobs and have said no, never again. >> Yes. [laughter] So, >> that's great. Oh, thank you for that. Appreciate the >> interesting. >> That's all I have. >> Any others? >> Um, are we still on 7.02 or we moving to 703? >> We are on 7.02. >> Okay, I'm good for 702. >> Moving on to 7.03. [clears throat] Vendor payments. Yeah, I had a few here that I was interested in um particularly around Swan Solutions. It looks like uh a new service for uh food preparation or food
013service. >> Food service. >> Yes, >> it is. Um we're going to tag team this because um this this was acquired under my leadership in food services and um Mike is continuing on with the building and um utilization of the platform. So Swan Solutions is there. This what you see on the vendor payment is for their finance module. It's new. Um, prior to us having a finance module for school food service, um, ma managing our finances looks something like extracting data from multiple um, platforms. Skyward, uh, Department of AS um, website. There's many. Um, and then we would pull that data into some sort of spreadsheet and then we'd manually monitor the spreadsheet. Um, Mike did bring up, I'm going to kick this to him pretty quickly. um the capabilities of the system. I'm happy
014to give you all the information you want, but it's an AI based um well, it's AI integrated. I shouldn't say based dashboard sort of system whereby it's a very easy to get the data into it. It doesn't take manual keying. Um it it's intuitive enough to we pull a sky a report out of Skyward. We can upload it and it reads the data and puts it into the appropriate fields so that we can see the data just in time. Um, that's one thing. We don't have to worry about integrating it or um having it talk to any other systems or any kind of security um concerns with it being integrated and talking to a system directly. Um, it's just I it's it's a really exciting system. So, I acquired it under my leadership and then
015started to build it and then Mike came to town and um he is >> we are going to town with this thing. um actually uploaded four reports while I was waiting back there to we're up to date as of the end of December for finance. Um to piggy back off, so we've been in the business I've been 25 years. There was never anything like this where you could just go to one platform and get everything. Um it does we pull reports from Skyward reports from Pomero Edge, which is our point of sale software, FDAX for our reimbursement, throws it all in here and I can churn and burn lots of data. It's the first four months we've doing it. So, we're still kind of tweaking it. Um, what's really great about this opportunity for this
016company right now is they're the two the two folks that own it have been in food service point of sale for as long as I have been in school food service. Um, they they saw this need and they're I think we're one of maybe five districts right now that's fully implementing it. So, the customer service I get a report from Skyward. They make it work exactly for us in a matter of a day. >> Okay. So this is where you're taking data from other systems, pulling it in uh that needs to be manual because it's not integrated or else we'd have fura issues. Right. Yes. >> So then it's then analyzing that data to tell you if you're on is it just budget related or is also nutrition? >> Not nutrition. No, this is really
017about really about expenses. There are some some efficiencies to to go forward to next month next week's um what's the word I'm looking for the your efficiencies for next it does meals per labor hour. >> Okay. >> Strategic plan. Thank you. >> So it can it can pull that information for us. It has inventory value reports because pulling information from that. >> Um >> ultimately it's are you are you efficient? Are you making money etc. >> Okay. >> Um it is it's an allin one. of that used to be some manual analysis you would have to do >> of spreadsheets >> great >> that if somebody typed the wrong number you didn't know >> sure >> this we pedia or download our invoices it scans them puts the items in the right category according to
018red book um >> it's pretty >> if I could add on the invoices um that's very important because for compliance sake one of the things that's important for us to do is bump up all of our invoices for food especially against um what the contract says the pricing should be and it if you can imagine nine schools times weekly deliveries times several sheets of each invoice and line items that's been very cumbersome in the past and and we've had some manual ways to do that too and it takes a lot of time. This system allows us to put everything into one area and then it'll pop the discrepancies for us so that we can we can address them very quickly >> and it generates a letter with the invoice what the price should be, what
019was charged, how much they owe. Right now, we're wrote about $200. Not huge, but we'll get it's a again, it's a process of building the data to get the comparisons, but it it's it's I hate to geek out on numbers because I'm not a numbers guy, but I'm geeking out on what this thing can do [cough] and [clears throat] real time. I can compare monthtomonth and you know, next year we have a year of data and go back and compare what's [clears throat] going on. And will it be able to absorb if in the future uh we have the need to bring back either a partial or full charge for um let's say school lunches and things of that nature. It's able to handle the point of sale type of work. >> Okay. >> It'll
020pull all that information in. >> Beautiful. >> It's going to be and I I'm I'm happy to meet with you, any of you, and and show you this and [snorts] >> just make sure make sure you put a lot of time because I will just sit here and talk. >> We went we went from walking to driving a Cadillac. It's not even an upgrade. It's just a difference. Life's going to be nice. >> Reimagining your whole >> I'm very thankful here and my former district is already looking at it. They have a lot of transition going on there as well, but they'll be jumping on it, too. It just makes sense. >> Awesome. >> And it really aligns to our strategic plan of operational efficiency. One of the things that um we've worked on this
021year is we've had a lot of things that we've had to manually pull, manually enter, and it does leave room for errors, but it also does not allow for you to have just timely information at your fingertips um so that we can make decisions in real time. And this will allow for us to do that. And so it is um [clears throat] one of these systems that we're bringing on to make that happen. We've been able to do that with um in the academic um world by partnering with NEC that we can go in and manipulate the data and see it real time versus having to go to someone pull a report and do some other things with it. >> And then I imagine this is saving a lot of time where you can be
022more impactful actually supporting the different sites and uh growing their uh your staff. So great. Eventually, it would be nice to have the managers be able to scan in their own and take it out of the district's district office side because right now I'm doing it just to try to make sure we're doing anything right. Yeah. >> Next year might be when they get their invoice in, they scan it right in, it's done. >> Okay. >> Even speed things up that much better. >> A little division. >> Yeah. Let nine people do it instead of one, right? >> You know, so it's it's >> it's gamechanging for food service. I really think it's going to it's going to be very good for us. >> Great. >> Money well spent. I can assure you. Any further
023question? Uh, not not for food services. I appreciate it. >> All right. >> Um, I was also curious to learn this might be Mr. Bush. Um, I see we've done some improvements or uh additions to play uh playgrounds and equipment. I'm excited to hear about this. Um well when I received your email I had to do a little digging because um uh plant services although we were overseeing that came from the school and primarily a lot that was wadssworth um that they they had the need for um playground and they did that at their facility and we just managed that >> um through their um so when you asked about the on the capital plan it's it's not on our capital plan because it wasn't >> it didn't come out of the plant service bucket
024if you would. >> So the um school district over the past couple years has visited with each elementary school and their needs for playground. Um Old Kings, Banell, Beltter were all handled and I want to say Rimfire and Wsworth were the last two. Yeah. So, this came out of >> Rivier actually was a um niche the start of it because we started with the prek um their prek playground area needed to be updated and then we started Yes. So, it wasn't the it was for specifically for their VPK areas where they were in addition. >> Thank you. So, [clears throat] Wsworth was the final one then. Thank you um Miss Moore. And that was handled this year. Um we started it last year and that comes out of the district funds. Okay. We tend to
025um try to visit each school each year. A couple years ago, we did band for the secondary. >> Um it just depends on what the needs are. >> So this was the last school. >> Okay. So this is the completion of a multi-year throughout all of the elementary schools that require some playground equipment and you guys facilitated the purchasing and procurement installation and all that great stuff and >> manage it and oversee the contract finance with the schools and then pulls in plant services. So, were these replacements of equipment or new equipment like additions? >> Specifically for Watssworth, they were it was very old. Um, it was just rusted, >> caused tears and and closed. Oh, yeah. >> Um, and just trying to update it to the the best that we can. >> Uh, we
026have a system for tracking this in our school district. If you look at the project fund 37405, um we use that in finance that shows additional funds that the district gives so that we make sure it's not coming out of their own FFN. >> Yeah. Okay. >> So that's how we track that. >> Yeah. I hope these playground people solve for the spacing between bars because I'm pretty sure every school has a dedicated container of Vaseline to get knee knees and heads dislodged from the bars. [laughter] It is. It's a true story. I have [laughter] some pictures I can share. Wonderful. >> It's not just us. It's every school. >> No, it's every school [laughter] district. Yes. >> Thank you so much for that. >> Um, and I think the last piece is again I
027uh I keep asking about the uh engineering services, HA contracting and matter professional engineering. Just again wondering about um you know the work that that is uh being attributed to. Are we happy with those that quality in alignment with the budget on the on the initiatives that they're um being procured for? >> So for the the HA and matern um that was the addition for Matanzis and the final payment is is in process right now. Um >> you know I like have this marked on my calendar and you're like you and me both. This will be [laughter] the last time this money is going to add. >> I I I hope that uh next month that we'll be bringing that uh I'd like to bring that to the board just to close out the addition
028where we ended up how that all went. >> Um but I'm happily say that we are >> great >> nearing end of that that project. So >> wonderful. Okay. And then the modern professional engineering >> um matern they're sorry that no that's okay. Um we use they're our um engineer that we use at multiple different projects as far as our C with it mechanical heavily but they also do electrical plumbing. Um and very much they're um we reach out to them on a lot of different things. They are the engineer record for the FBC project for the chiller that we did there and also at the Matanzas. Um that we're in the process of starting and doing the same thing up there that we have done at that FPC. Um and I'm going to be
029going bringing toward the end of this month a little and uh energy update to kind of talk a little bit about some of those things that fabulous that we're doing to try to [clears throat] >> save money, be better. You know, when equipment gets older, they don't they run, but they may not run as efficient as we need to. So, >> was your team here right before Christmas regarding the water? Was it the sprinklers that went off at that? >> We we were here. I mean, it's >> Well, we appreciate it. And, uh, you know, Old Kings, now GSP. Uh, it always happens at the most inopportune time and usually the middle of the night, right? I will I will say that Sven um our attorney saved um fortunately that the county side because this
030is going through the county and their insurance but saved them a lot because he called me Saturday night um and said Corey there's water coming from the ceiling and I'm like where are you at and he told me sent me a video and I'm like oh so yeah had he not been here that could >> the holiday sp [laughter] that may have been Monday before somebody >> Yeah, it would have been Monday. Yeah, >> for sure. >> Yeah, it could have been >> it was a lot of water. >> It was at that time already. So, yes. >> Well, thank you guys. Appreciate it. That's all I've got. >> Thank you. >> All right. Any other on um any others on 7.03? >> We'll move on to 7.04. Deletation of inventory, an automotive tool cabinet
031from 1991. Say we got our money's worth out of that. >> [laughter] >> That's going to be that portable. Um, Mr. Bush just got us >> 7.05 budget amendments. 7.06 6 district financial statements 7.07 self insurance actuaries. >> This is our annual uh report that we have to file with the actuary for our self insurance program. um they do an analysis of financial um financial data that I send them. According to Florida statute, if you're self-insured, you have to have 60 days of claims available in your reserve fund. So that's what this uh actuary report is. We have met that um ever since we've gone selfinsured. So we continue to do meet that and we do analyze it throughout the year. So this is a very positive report. So we need to have 60 days
032minimum of planes in our reserves. >> Okay. Uh historically have we uh like where where does the value in that in our uh fund um compare to previous years? Are are we >> we are definitely lower this year than we have been in previous years. it um es and flows um depending on claims. Yeah, this is all claims driven, but this is one of the the lower years that we have been. Um that being said, we still beat it. And like I said, we have our um brokerage firm that continues to help monitor this. We are definitely in talking with senior cabinet and our superintendent making sure that we're monitoring the impacts of the wellness um center um and how that impacts our claims here. So that's definitely an ongoing analysis that we continue to
033look at. >> And um if you'll share just briefly some of the information that'll be coming before them around just the impact we've seen over the last you know two months related to claims. >> Sure. So in talking with Superintendent Moore u just in the past couple weeks we have I mean we get um the Florida Blue claims come on a weekly basis and uh we are required to obviously wire this money out. We have seen um large claims I will say for the month of December. One week was 500,000, one was 300 plus thousand, the next was almost 200,000. So in talking to Superintendent Moore a couple weeks ago, this is something we're going to continue to heavily monitor um in senior cabinet with myself and Mr. Oled as well with the team um
034because it's it's getting to a a crucial point. Like I said, this is kind of um a lower percentage than we've seen. >> Um so it's something we definitely need to be on top of and we are we are definitely >> looking at it. >> Yeah. And our insurance committee um they'll see this information and kind of talk through it and look at what you know what is this the result of you know are have [clears throat] we seen some new recent um major um illnesses or major surgeries or thing treatments that have had to happen? But that type those things impacts you know what we have available um in our reserve and so more of that information will become will [clears throat] come before you but um as um Miss Warmick said it es
035and flows is up and down um but it's it's volatile in the sense of it really depends on the claims that we're getting and it's it's harder for us to really control that you know because >> and the cost of healthcare rising but um seems like this is even probably more of a a contributing factor in the decision around joining fleet where pro a lot of their services is to essentially help us increase our reserves um through the risk management pro program. So um I'm glad that we've all had an opportunity to chat [clears throat] one-on-one with them. >> Yeah. on that. Just a note on that is that as we you come back with information, the first things that come to my mind is were are these were these a significant one-time event? Are
036these do we anticipate them to be reoccurring? If we have if it was a large event, did we meet our stop gap uh stop loss uh on these to see that how this might affect the the plan going forward or is this just a one time big hit? It's um unfortunately we have our fixed costs with our um broker with our um we have several annual fees that we pay stop loss that we pay monthly. Unfortunately the claims is the main variable cost. >> Um it is something that we cannot control, we cannot predict. Um some of them do hit stop loss. I have [clears throat] not seen much stop loss this year yet. I will tell you the one thing that's helping us um is the rebates that we do continue to get. We
037just got another quarter of rebates. Um but the claims is something that we cannot predict. >> No, can't predict. But I guess one one area is could some of these Hi, Mr. Walker. Uh could some of these um claims have been mitigated if they use the wellness center or are these ER visits or they major I mean are these across many members or were these large events on one >> I will I will defer to Mr. Walker I don't see the details of that information. >> Yeah. So good afternoon board. Um, so we get information probably about two month delay based on when it actually happens as far as getting in-depth information on what claims we're seeing. So when finance is seeing like, hey, this has been a bad week for claims, we don't get
038in-depth detail on that until about a month to two months after that. So what we will be doing is that kind of triggers the the red flag for us to make sure that we are getting in touch with Brian and Brown going, "Hey, you guys are getting that data feed pretty regularly. What are you guys seeing?" so that when we have our collaborative conversations with communas and Florida Blue, how can we best use our active resources to help navigate our folks to using the most appropriate um center of care, whether it has to be an urgent care or whether it can be the wellness center. So, those are all things we're taking in and we'll be looking at it for especially with December as you know flu season and things like that start to climb.
039>> So, about February, you're anticipating to get the granular data on December. So for instance, just this week we got the information through November. So I would imagine probably around this time in February, we'll be able to kind of see where we um ended up with December. >> Okay. [snorts] >> And also with the wellness center, so I'm imagining I'm hearing great feedback. So potentially people are going in, they haven't been seen >> in [clears throat] 10, 20, 30 years. And now, you know, they're finding an issue and then they're getting things taken care of. So hopefully that is happening for prevention, but then maybe potentially it's just, you know, that one big thing they should have gotten 20 years ago. But again, you'll know that more. >> And another thing that we see unfortunately
040um many educators wait to go to the doctor on time when they don't have to take time off. And so we know we see people during the summer they're going [clears throat] to the doctor and so it may increase during that time or spring break or winter break. And so once the insurance committee um and HR they get that information, they'll be able to really sift through it and be able to identify, okay, what is it? And then what are our next steps in order to address whatever is causing it to um or causing it to have been increased during that time, but it could be and to your point, we'll be able to see is this a one-time thing or is this something we can expect to see um occurring? Yeah. >> Thank you.
041Okay. Thank you. >> Thank you. >> Okay. Thank you. >> Thank you. >> Moving on to human resources consent 10.01. Mr. Walker, >> Dr. O'Brien for today. before you we have a job description for behavior analyst position. So I have Dr. O'Brien here to kind of provide some background on this position. >> Sure. So uh this is a request for approval of a new job description. Um this is not for a new allocation. What we're looking to do here is tier out our behavior team um that lives in the ESSE department. Um so we currently have eight allocations for behavior specialists. We have three vacancies right now. we are really struggling um to recruit for those positions and that's not um uncommon or new for us. One of the things that we found that is
042within that behavior specialist job description which is an instructional role, we have folks anywhere from um having a bachelor's degree all the way up to postmaster's degree and board certification that fall within that job description with the same pay. And so it's difficult to be able to hire for um a behavior analyst within that job description. So um really our goal here is to is to tear out that that behavior team. Uh be able to have a professional who can supervise, who's certified, um can build up that behavior specialist team. Um and so when when folks are in the behavior specialist role, they're they're typically in school um to become a behavior analyst, but then they become one and we're losing them. um they're leaving um because there's no pathway for them within that role.
043Um and so our hope is to be able to uh grow our current team. We have several people that are um sitting for board certification or within their programs to be able to fill this position. >> What is So for the qualifications, I know the for number two, the board certification, the BCBA, I know that's an extremely hard certification. Um uh so from this new job description, what is it specifically that has been updated? Just >> this is a brand new specifically for them. >> Okay. >> This job description does not exist. We currently have a behavior specialist job description. >> So we would keep both. >> You're trying to essentially uh get a more skilled individual, which would mean that this would probably be a higher pay grade. >> Yes. So what would be
044the budgetary impact on this? >> We currently uh fund these positions through our through IDA. So we would need to um allocate for for we would need to adjust the budget for that that position but it it's it would be moving to a different um uh pay lane which I believe starts >> it has it under four weeks four. Yeah, I need to pull that up real quick. And right now, so are you asking, are we trying to change the three remaining open positions to this particular level or just the one? >> You said you had three vacancies. >> We do have three vacancies. I I think down down the road we would move to open flipping two of those allocations. Right now, we would just flip one of those allocations. >> Okay. >> Yeah.
045So, you're saying the goal is that since we're hiring somebody who has this advanced BCBA and master's degree that we would end up retaining them longer because somebody isn't getting that and then um their expertise is going beyond that role. So, they're leaving. They're leaving because one of the primary reasons is that their pay can jump up to $40,000 immediately um by getting that certification. BCBA. >> Yes. This is a very very difficult >> certification to get and so I understand the role is >> if we'll talk to um if you'll talk a little bit to um to the opportunity to provide support supervision to our current behavior specialists that are in course and how much those individuals are paying um right now for supervision because of the structure we have. >> Yeah. So we
046we have multiple behavior specialists right now who in order to get to the point of sitting for their board exam, they have to acrue uh supervision hours or clinical hours. And right now they have to pay for a supervisor that's outside of our organization to provide that. And that's typically it it depends on the supervisor, but can run between 40 and $80 an hour for them to acrue that time. Um and so what we really want to be able to do is be able to grow our own in inhouse. We cannot right now um provide that supervision for our behavior specialists. >> Um can you extrapolate a little bit about how you see this role working with um Dr. Halliday because now we're saying okay we're not just delivering services or supporting staff. we're now
047analyzing the program which um you know as she's leading that department. How do you see that role um kind of either collaborating or take is it taking some of the pieces from her role? >> Yeah. So so right now she's the direct supervisor of our eight behavior specialists. So um you know first and foremost this role would be able to supervise those um other behavior specialists and be able to provide them that content expertise in in behavior. So I think that they could get a nice quality supervision in that respect. Um right now we have um a lead behavior specialist that we can do through our um the bargaining through our instructional contract. um but they're not providing they're not evaluating. They're just um uh acting as kind of um like a grade level lead
048would. Um I would certainly envision this person working within our MTSS leadership team. So we have a core team that really evaluates our supports that go from tier one, you know, to tier three to ESC. Um that's a a big focus of ours right now is just that in strengthening our tier one [clears throat] because we're seeing a lot of student concerns jumping straight to tier three or or you know working through eligibility um when we really need to focus on strengthening that that tier one and tier 2 support from a behavioral MTSS lens. Um so they would certainly work uh with uh Dr. Holidayiday. I would anticipate them taking a little bit of the burden off of her being directly involved in in all of those conversations and and meetings and planning and and
049really um be able to do some program evaluation in this role. And when we have students with um extremely complex uh behaviors like we've been put in a position where we've had to go outside of the organization to contract with an ambulance that can come in and provide um support. And so bringing those things to the um your question about the the financial impact of it, bringing all of the pieces that we're we're having to outsource as well as what we lose as we turn over individual and being able to bring some depth to our behavior program. And we're also doing that in the lens of you know professional learning that we're providing to our pair professionals and such so that we have PE we have individuals at each level that are well trained and
050well-versed in the area specifically of behavior. >> Great more proactive planning implementation. So um on the HR side the folks who are currently sitting in the role that's the step down from here >> they would be able to apply for this role and then that are we saying that okay well now you're a behavior analyst but or are we saying that th that would create an opening >> in the role before? So is it that essentially they're either the behavior analyst or the role lower and they this is a a career step. Uh >> yes, >> it is a career step, but they must have the qualifications. So, not all of them possess the qualifications to apply for this position. >> I guess that's the question. What if they did? >> They would be eligible
051to apply and it would be seen as a >> but we're capping a certain number of these people with these roles. >> Yes. >> I see. Okay. Because right now from what I'm gathering, the behavioral analyst without the credentiing is making the same as those with the credentiing. >> Yes. >> Okay. So that and that completely makes sense because other districts >> I mean it's very >> you have the credential, you know, like um counselors, you know, they they're not specifically a counselor until they complete those hours and that credentiing. So um thank you. >> Sure. Any other questions? Move on to 10.02. >> So board in front of you is a revised copy of the chief of human resources job description. Um it's been revised to correct minor uh errors and to align job
052qualifications to current hiring trends all while providing flexibility to hiring managers. >> I'd like to discuss just with the board um um Mr. Chair, if you feel it's appropriate to discuss the possibility of procuring a search a search agency for a role that that's this important as opposed to posting it internally. >> Well, [clears throat] that that this would this would fall under the superintendent's purview for um working with human resources to do to do that. Um what I'm just confused because this is about the job description. Um you want to write in the job description that we would hire an outside. >> No, I'm just I want to understand where you were. I think that's the uh I wanted permission from the the board chair to open a discussion uh around are we advertising
053this as a as we do all other typical openings or are we um uh interested in having a conversation to see and or recommend that the path of working with an agency essentially a recruiter for a role at this level of uh strategic significance. >> Maybe I could put that in like board member request because I don't think it's related to job description right now >> and um [clears throat] for the benefit of the public um this job description is being updated. Um however, this job description, this job, this position, um we do anticipate it being posted um after if approved by the board after approval for this role. um as we do anticipate um the current employee, the current chief of HR retiring this year, that will be the same for our chief of
054operation um position that is uh before you as well. We do anticipate if um and when approved by the board for these changes um or if it's not approved these changes aren't approved by the board, we do anticipate posting these positions um as early as February as we begin to search for um a chief of operations and a chief of human resources. >> Um Mr. Walker, in the qualifications um for HR personnel, aren't there specific certifications uh especially when you get to the level as a director of HR type of role like sherm or there's other acronyms >> correct >> that I'm not aware of but uh would that would be appropriate even though those are typically business related for even a school district. Why do we not put those specific qualifications? Because you know
055just knowing how now people are using AI tools to screen and or let's say LinkedIn is recommending roles those three criteria there just in the qualifications are very lean and I think would probably uh maybe get additional uh resumes that definitely would not meet the mark. So should we consider adding as well as the supervisory component there? >> So I believe the the intent behind making these adjustments especially making number three to preferred is all about adding flexibility to that search. Right? When you're casting a wide net hoping to entice folks to apply to a position such as chief, you want to make sure you are casting a wide net, right? And you don't want it to be where you are uh having a mindset where it's just very focused on well five or more
056and that's it. It's about making sure you're having an open an open mindset to it and not putting yourself in a box where you can consider someone who may come from a field with the sherm certification but ah they may just have four years in administrator [clears throat] they could have other experience that would deem them as a highly qualified candidate. Um to the point of sherm when you look at number two for certification and administration and supervision ed leadership when you look at human resource management that would be the one where it would signal like hey that's your serum uh sherm credential or other company credential as well. So that's kind of the the antithesis behind it. >> I I guess my my preference just for me where it says other leadership certification that
057makes it very very broad. I would like to see like uh you know uh the certifications that you all and Mr. Le feels are key to being successful in this role that shows evidence of you know being able to um handle those difficult risk uh situations that that arise in this role. So if I'm understanding correctly, you would like it to be like explicitly listed. Exactly. >> There needs I would again this is only me individually but I would recommend to miss more the staff the leadership certification is too broad and to include um the highly valued HR specific certifications that we feel that somebody who's really [clears throat] you know trying to go for a high level role like this a chief human resources officer would undoubtedly have earned. I I'll just I I
058I totally understand. I think that the the the bar should be set as high as we can. We want the most qualified person in any position that we have. But um unless there my view is that unless we expect to get a hundred applications that we're going to have to vet like a there's just a big a glut of these type of of these people looking for this type of job. you know, then at that time I say, okay, well, maybe refining it down itself would narrow down the effort to vet um real viable candidates, right? But if if if we're if we're looking at a field where there's not a a large pool uh of availability, >> I think it should be more broad. Um because we're we're relying on the discernment of the
059interview and them, you know, documenting their ability. No one's going to pass sneak through because they, you know, wrote something on their resume that they that they didn't have. And I [clears throat] do agree with what you said. You you have to take into consideration compensating factors too because uh there are like you said there could be other experiences that that uh you know relate to that that clearly define that person h has the skills. So um I would almost look at that leaving it broader gives you more opportunity to field the applications and just even if you have quite a few you only choose the top ones that you want to interview. So I [clears throat] look at it from just a little different perspective than um my colleague here. So, um, but I
060think it's well-intentioned, but sometimes when you make things too, um, too too detailed, then you just you may discourage a good candidate from even putting in their application. So, >> well, I, you know, I've hired folks for my team in uh, the outside role that I have, and when I post job descriptions, I get 500 applicants, even with >> more tighter controls. this job market. I mean people are now uh you know in these blue uh in these uh white collar roles even hiring [clears throat] fractional executives. So um I I I guess you would have to look at what is your history because you may very well and if you think every business has HR people right this is not a uh role that's kind of special it's not like a physician right there
061there are sever even in our smaller palm coast area we could potentially have a lot of folks who who would apply but yet [clears throat] not meet the criteria that we're really looking for putting additional burden on the staff. But I'll leave it >> and we definitely will um bring that back and and and have more conversation and and and then um when we bring this back to you uh later this month. Um but how we looked at it is that individual that comes and they already have the SHER um some of the that coursework and those certifications, you know, that just helps that candidate um be a better candidate that we're considering. However, if an individual came with the appropriate experience and we believe that they were the best candidate, we would provide professional
062learning to them as we have done with many of our staff members to get, you know, those certifications if that is something that is is necessary. And so we thought more of the wider range versus the restrictive because you're absolutely right there HR in so many different areas. But you know HR in the private sector versus in the public sector versus the person who comes with school-based experience that person that comes with some investigative experiences. All of those things are things that we will look at in our consideration as we're looking at looking for the next um chief of a journal. >> Yeah. Uh definitely understand both angles, but um this more we wouldn't want to rule out somebody who's a good candidate if they you know. >> All right, any other questions? >> Um
063I was just going to I mean I don't think it it hurts to add any specifics, but I know there's multiple different types of HR credentiing and training. I also know a lot of them are like certificate based. or not. So, they're fastpac um you know you know a week program, a 20our program, a 5 hour program. So, I think maybe for district staff to kind of evaluate the different ones specifically for education institutions like public education. see what they're utilizing and see if any of those make sense that would not um like you know if there is a good candidate but potentially they don't have it but do they have time to get it or something like that and just see which one would be the best one best fit for Flaggler because there
064probably are some that may be that would make this um the chief human resource officer a good candidate if they had that extra [clears throat] training but just kind of see what you guys think that focuses on Flaggler and public >> and that would be a part for like their professional de development for their evaluation process and all all of those things like all of us are are a part of different professional organizations that require a certain training and um certifications and such but we definitely would bring that information back and then we'll bring this forward um to you again in um two weeks. >> I did have just one last question. I don't think so because I don't see that it's marked out. But the salary lane is it um I'm assuming it's staying
065the same way because it's not marked out. So that wasn't anything that you thought needed to be Yes. changed. Okay. Thank you. >> That was all I had. >> Okay. Operational services job description. And kind of as we mentioned with the previous one, we are looking at the chief of operational services job description, making minor edits and to make some uh other adjustments to the qualifications as it aligns with current hiring trends. >> I do like that you added the well the accredited was there but the educational institution. So ensuring that it is accredited but an educational institution. Um, so I did I do like that that how it was changed to that. >> Any other comments, questions? I thought that uh and maybe uh uh you can weigh in here, but isn't a lot
066of that rule about interpreting also some of the um like government regulations uh around uh real estate land use uh impact on our enrollments. I'm not seeing anything related to kind of that connection or to liaison with our uh Palm Coast government or experience in liaison uh having that type of a relationship unless I'm missed it. >> They added it under supervisors if if that's what you're talking about. Uh page one page one the very bottom. Well, as as the district has grown and we've added the position or adjusted the position of coordinator of planning and intergovernmental relations, which was what four four years ago or so, when that position came to be, that was then put underneath the chief of operational services. So that's why it wasn't originally captured the last time this job
067was reviewed. And that's why you're kind of seeing the swap of director of youth center pulled off and the planning intergovernmental relations in there as well. >> I see. So you're almost I guess the spirit is that you're saying that these performance responsibilities they're supposed to infer what type of knowledge, skills, and abilities, but you're not specifically assigning them in that section. I get you. >> Yeah. Because essentially the chief of operations um has to be knowledgeable in these areas that they are supervising as well. though they are not um you know they may not be the one directly responsible for the coordination of the planning and intergovernmental relations but they supervise those individuals and and have um to come in with not with um knowledge related to those areas. >> Okay, great. >> Thank
068you Mr. Walker. >> Can I can I make a comment? [clears throat] Good afternoon board. Um I do see one thing that as your comment about that on number one there I think that maybe we ought to add um under where it says youth services add the coordinator planning >> responsibilities that I think would address what you >> some people might not be comfortable with that >> so you really need that's >> again I don't want to misinterpret but I felt I definitely went to you a lot for those type that type of information. We'll go ahead and add that on there for >> Yeah. >> Thanks. >> Yeah. >> Sounds great. >> Move on to 10.04 affiliation agreement with STS. >> Mr. Tucson Roberts, come join us. [clears throat] >> All right. Good afternoon,
069everybody. >> Good afternoon. >> All right. All right. So, we've got a couple ofus um for some schools that are interested in including some uh student teachers in our classroom. >> That's great. >> With Stson University um and they want to put one in very quickly. Um so, they're looking to get somebody in there in um this month actually. >> Great. >> We get this in we'll get that individual. Uh and then of course the second one is Walden University. um they're interested in missing individuals in our district as well. Um all of the both of these agreements have been vetted by our district attorney. Um so that's kind of been what the process has been. We've going back and forth um sending them um updates and adjustments based upon um Mr. Smith's recommendations and
070we finally come to a uh agreement on what those specifics should approve. And I'm just curious as you say that you know they had um wanted to get somebody in right away >> Stson. So what what was the attraction to to for that direct action? >> Well I know for Stson um there is a individual who wants to work for Mr. >> Seth. Mr. Seth uh was a a fan director there for a short amount of time and so I guess through that connection there's somebody that wants to get under the set and gain that experience. And then for Walden, we have a local um individual that is attending Walden that is doing some work within our district already that is going to be um an intern for counseling. >> Great. Wonderful. Any questions? >>
071Yeah. Um so with because I know we have a few of these. Do we have any idea how many like the student teachers that we have uh hired after? So because this I mean obviously these partnerships are great. I'm just thinking you know uh do we have any numbers of like >> I I can't speak to that at the moment. What I can tell you is I know since I've been in this position, we pushed through several years to have some students coming in where currently I can't call any students that >> and with these two we have potential leads that which would obviously which is great. So this these are really great partnerships. So thank you for always looking [clears throat] at those. And my second question is for the Walden one the the
072date and again there may be a reason already but it has um it already has effective date of November 24th 2025. So I just wanted to know if that um >> that'll be adjusted when our original when we >> like the original thought process of it. Okay. So all right I just wanted to ask about that otherwise thank you for finding these partnerships and potential new hires for the future. It's it's it's wonderful and does a great job coordinating between the universities, our certification specialists, so that they can have those pathways. I mean, not only Walden and Stson, but we've had a long-standing partnership with Daytona State where they've come through and we've seen those folks come all the way through the program and they stay to be hired on full-time. So, that's just an
073example of how these uh pathways are helping our students >> or become rookie of the year like that apprenticeship instructor. So heard she was I'll keep talking about her cuz I think and that stood out. That was I mean it's it's really nice. So yeah, thank you. That's all that I have. >> 10.05. We'll move on to 10.06. >> All right. um school board. This item here for the professional salary matrix reflects a clerical adjustment to the professional salary schedule to include the senior enterprise systems engineer position which was approved by the board in 2018 but was inadvertently omitted from the salary schedule. No change to the position funding or compensation is being requested [clears throat] but you can see it there under I believe it's PL4. P A L4 and what uh typically is
074the um requirement or skills that is necessary for the senior enterprise systems engineer. >> So so with that it comes with additional certification that they've maintained through you know their time with technology. So for instance our senior data systems engineer has a team under them of other data engineers right so they're being tasked with making sure that team runs efficiently and effectively. Um, >> and this isn't like this isn't a change in person or any of those things. >> We're just making sure that it is reflected on the salary um matrix because we we realize that it was not there. >> So, was this individual already in that salary? >> Yeah, they've been in that position already. The the title was dropped off of it as we add more lines and so you couldn't see
075it. So that's what we're correct. >> So it was always in PAL dash. Correct. There's absolutely no change to the employee that's in there, the role, any of those things. Just making sure it's really >> and following the discussion from the behavior analyst position, which is also be under PL4. We'll probably also go to add that name or that job title as well. That way it's all together when it goes to the board for the next meeting. >> Move on to 10.07. personal items. >> As you guys are aware, these are the working agenda items for the month of January that will continue to uh grow and adapt between now and the next board meeting, but I'm here to answer any questions. >> I just appreciate you taking the time to um discuss with me
076the items uh specific to the terminations. I appreciate that. >> Any other questions, comments? Thank you, Mr. >> Operational Services 11.01, >> Mr. Deina. >> Good afternoon, board. Um, >> you have before you the interlocal agreement, the resolution for the interlocal agreement with Valuchia County Schools. If you would recall, last May 2025, we entered into an agreement creating um attendance boundaries for both um [clears throat] Flaggler and Lucia County Schools. And the term of that agreement is it's renewable every year um uh with a resolution confirming those boundaries. So this resolution is um just confirming the boundaries. It has not those boundaries have not changed >> and it's going to renew the agreement for another year. >> And if you have any questions, >> very thankful to Valuchia County for working with us. >> And
077Valuchia is also bringing this to >> uh tonight they're the board is going to approve or >> but they're going to consider the resolution tonight. um for approval. >> Thank you, Mr. >> Thank you. >> Okay. 11.02 policy 7430.01. >> Before you we have board policy 7430.01 environmental health program. Um this is a technical correction to a policy. What we're what I've been doing is going through some of our annual plans or or websites that need to be updated annually. Notice that this set on here is san semianual sanitation certification. And when I got with uh Mr. Baker, he said these certifications come out annually, not semianually. So, it's just a technical correction that would be your policy. >> How does Neola uh catch and or personalize those types of kind of uh frequency items
078within their policies? because I would imagine that um it's kind of like a a blank and could change. Uh or is that state statute where it's always annual or is it >> I believe that's state for the inspe for the sanitation certificate and then the the inspections are are three times a year. So >> So when you catch this, are you sending it back to Niola because there was a misalignment there? >> Correct. They notify them so that they have the information. >> Okay, great. Thank you. Should they be the ones catching making that catch though or is this just when >> some I'm hate to assume I would think some states with that Neil works with may have a semianual certification they go through and this is something that you know in uh when
079we were writing going through with Neil the policy something that could have been caught at that time but somehow slipp through. >> They probably default to the more frequent so that nobody gets in trouble. Right. Yeah. And for us, um, as Mr. Sanfalico stated, he's going now through all of our policies, all of our procedures, our manuals, all of those things. >> Does she make her angry? [laughter] He and so he is catching some of those things maybe a little bit um sooner um because we are in that work um right now to ensure that our procedures are aligning to the new policies. >> I appreciate that because >> me too. >> Yeah. [laughter] Well, I think especially when you meet with other districts or just in any type of policy, I feel we are
080really prepared and ready. And if not, it's you, you know, you're mitigating and so it's been pretty nice. Definitely. I would just I mean I would just say commend this board for taking it on um because it is something that we we needed to do when we think about how many times we've discussed policies with this board versus if we were to go and look in the past and nothing against any of those individuals but we needed to look at this in as relates to the policy and as it relates to our procedure so that we are um in alignment. And so I commend you as a board for taking it on and I thank Mr. Sanfalippo for u working with all of our departments to ensure that our procedures align to the policies 12.01
081policy 7100.01 Mr. this uh this is a revision to a policy and just for uh sake of our for the public with technical corrections to board policies that comes to you and then be a consent item at the board meeting where when it comes to something like this the next two policies where revisions or new policy they would come for fral to advertise advertise for 21 days and then come back to you again for approval but I do have Miss Lisa Deina here she's going to explain a little bit about uh 710001 some changes >> so the policy and growth management memorializes the interlocal agreement and some um with the interlocal agreement with flag county on public facility planning and also some statutory um provisions on concurrency and interlocal relations. derivations for this policy. Um
082it incorporates um like I said statutory references in the body of the policy like um for example you mean um 1633177 which is intergovernmental planning and um 16331801 on the collection of impact fees. We have also removed and or updated terms to conform with the ILA and to state requirements for educational facilities which is the SRF which defines how we design our campuses. [clears throat] We have also tightened the language on some um some on on on the policy to comply with um ILA verbiage. We have deleted, added, refined or clarified. For example, section A on sharing of information we added the availability of the work plan with regards to the meeting schedule of the work group work uh working group. The problem with that is that um the work plan is part of the
083first meeting with of the working group but in the most recent two years the DOE had been very late in um getting the platform open. So the working group meetings have been pushed back but the the policy will does include that verbiage from the ILA. Another section is um [clears throat] we refined um section D which uh discusses the working group and interlocal coordination and also section E [clears throat] about um local planning agencies and our capacity reporting to them. There's also section F. We added um the timing of the proportionate share mitigation agreements in the mitigation and also impact fees. You added a language um covering um administrative costs and how disimpact fees are related to the school district. So, one of the things that we did forward was uh we sat down with
084our concurrency attorney, Chris Wilson, and had several meetings with him to review our growth policy. Um Lisa has established some SOPs. Um so, we were looking at what should be in the overarching um policy as opposed to, you know, getting into the nitty-gritty. And so um she has estab established a proportionate share mitigation agreement uh SOP concurrency SOP and so we were looking at what should go where. So that's why you see a lot of the changes in this document um because this should be a policy and not get into all the details even though [clears throat] the ILA is another part of this and the ILA does um you know outline things that we have to provide there as well. Next question. >> Would would some of this language have helped in the preparation
085of the agreement with Hunter Ridge from the outset and then uh in the aftermath of all that? Uh is any of language um deal with how those going forward don't look like that again? I I think so. And that's why Chris was involved in it pretty heavenly heavily so that we could make sure that we're not going to make those mistakes again. And he looked at it with that in mind. Um Lisa had mentioned that the working group, you know, the uh work plan that we do every year, we're still waiting on DOE for them to uh open that up. that are waiting on the coffee report before they open that up. But we are going to go ahead and meet with our working group next week to give them our enrollment of where we
086are and then maybe make a change to our ILA to the dates of that to accommodate when DOE doesn't open up as quickly as we'd like it to. Right. >> Well, on the Hunter Ridge, because we were we had to renegotiate, you know, we were able to recapture [clears throat] lost interest um that we would have uh received had they paid on schedule? Um so, but in this in this provision, would it allow for that uh in a future arrangement or is the is the >> I think that would probably be in an SOP. >> Okay. um when we get into the details of those proportionate share mitigation agreements instead of in a policy we would detail that >> and Chris is excuse me Chris is helping us with the SOPs as well. Okay. >>
087Yeah. I want to just bring it up for the board to be mindful of that when we're coming across those things again because you know I feel sometimes uh and I don't I can't speak what what the motives were in this case. Uh but you know it's like hey we got some free leverage over here so let's let's take it where we can get it right. um where if if it was a if it was any other scenario, a bank or everything, other times they would call a default, they there would be consequences. Um, but oh, it's just the school board, you know, let's just write it out and and uh and get, you know, free time from them, you know. And again, I'm not saying that I'm not going to speak to why their
088motives for doing that were uh but just to be ahead of that type of thing in the future that that agreement was written so long before all of us anyways or for many of us on this side of the table. But uh nevertheless, uh Mr. the the yeah the the provision on the proportion share mitigation in the interal agreement uh will practively address those um issues in the future. So the PSMAs the agreements will define if they have a default and they lose the the credit and then they have to go through the process. >> Okay. >> So there are some consequences questions. Mr. Spence Smith, come up. We're new policy, proposed policy, student representation at the school board meetings. Uh ladies and gentlemen of the uh the board and superintendent Moore, um this uh
089policy policy 141.1 is designed to codify that which is already in practical. Um it's designed to uh codify the rapport between the the two separate high schools and the and the board and um also seeks to uh ensure that the um the advisory role uh played by the two members uh shall be at the pleasure of the chair. Um, besides the obvious mistake with the or edit that's needed for the with the numbering there, uh, are there any questions that the board has? >> I'm sorry. >> Oh, I was um, so orientation for students for the specific students. How do we know that process yet or that would be something? >> Yeah, we do um provide an orientation to them. we can get that um added um to that that the superintendent will provide an
090orientation to them because we do um currently do that. >> I think because that was my same question that's already in here. I think the question >> I thought I was going to say I thought we >> uh the question is is um it that's in practice already and so this isn't a new piece and that's not going to be administratively difficult to >> No. >> Okay. >> No, it is in practice right now. And another point I I wasn't sure but do you know when we're in a schoolboard meeting uh do they have access to board docs? I imagine they do like anybody else because those are public documents. But if we're given uh let's say information about an expulsion, something that has to be uh conferred on, not at a public meeting, let's
091say uh you know um >> they typically do not >> and we have processes that make sure that they do not receive that information. >> They deny it. Yeah. Okay. >> Yes. >> Yeah. And that's why I was referencing that the way we've written it here is that the chair can at her discretion determine, you know, what what will be shared with them and also what what they'll be asked to advise on, you know, that type of thing. >> And we need to do is make sure that we did not limit their ability to speak less than what would be available if they were in the public. So giving them the opportunity to have a um um public comment or comment towards the action that the board is going to be um what's going to
092be brought before the board. However, that when it's time for the board to engage in um conversation around an individual topic, that would be through the elected school board and then the board chair could ask a question of those members. and the board chair Dean Defi. >> So, uh my question is uh I've seen in the past and I believe we this current board has um a asked in our discussions the perspective of the student representatives. Are we saying now that the practice is to uh ask the board chair board chair maybe we request the perspective instead of a board member asking the student representatives directly? I think the intent in uh drafting uh 141.1 was to uh make it so that at the the chair's pleasure and then you know as a I'm sure
093most likely the boards uh to determine you know when and to what degree they'll participate. So could a member bring it up to the chair like and then our student represents but just not directly >> that's something that you you all can >> yeah just keep we want to make sure that we are empowering them to have voice but also making sure that we are um being protective of them as students um as well as you engage in different conversations Well, I I appreciate you working on this. I know other districts have policies on it, so I'm glad that we have potentially a policy for this. >> Yeah. And many thanks to your suggestion to devise. >> Thank you. >> Questions? Glad to see some clarity for our student representatives. >> They do a great
094job. So, >> they do a great job. >> Thank you, Mr. >> Thank you very much. All right. 12.03 program extension. >> Hello. >> How are you? >> I didn't see you hiding back there. Hello. Yes. Um the purpose of this particular extension is to take the current um MLU that we have with Abid Health um with its original end date um from July 21st, 2026 through to December 31st, 2026 to allow us to execute that. no other changes outside of the date have been made to their agreement and that is to uh give an opportunity for us to really collaborate on what the next um iteration of our agreement will will look like. Um and so that is the the intent behind the change. >> Okay. So, you're saying that this is essentially something
095to make sure that our current agreement doesn't run out, but our current agreement does need to have work done to it. Is that my understanding? >> Well, it's just time for us to look at it to say, you know, what will this look like in in in the future? I'm sure many of the things that we have found success as two organizations together will remain, but it'll be an opportunity for us to make um additions um as necessary. When the original agreement was written, we didn't have a medical program at um Matanzas High School. However, um Advent has supported the implementation of that program um and has um been instrumental in that program as they were with the original intent. And so I do think some additional things will be codified just things that have
096changed since the um time um that that original agreement was um put into place. But I don't foresee them um not wanting to support us in a um significant manner. >> Great. They've been a wonderful partner. Um >> they absolutely >> Yeah. And it's it's good to see that that's uh most probably going to continue. Yes. And that and I will just like kudos to them because they were the ones that did come and say let's extend this so that we aren't rushing to look at and we can really have take some time to identify what we want the next agreement to look like. And so, you know, I appreciate them and they've been great partners to the district as well as to our foundation. Thank you. [clears throat] >> Do we have anybody for
097public comments? >> No, we do not. >> On to board member requests. >> I had one and nothing urgent, but I know we've been talking a lot about updating like the job descriptions and all with like the salary matrix. So, I kind of wanted to see if we could have district staff come up with what the plan would look like if we potentially because I've heard this just multiple times. The salary matrix is it needs updated. You know, it's been a while, but I do know it's a lot of work and time. So, I would just like to see if maybe we could get an update on what that would look like. So, not necessarily starting it, but this is how long it would potentially take. these are the steps, processes, the fees, the cost,
098just to get an idea because I know eventually we're going to have to somehow update it because I'm hearing it a lot and so when you hear something more than once and twice. So that's my request. So just some type of >> and we do have that on the board. I want to say it's for either the January the last January meeting or the first February meeting to bring some information back to the board related [clears throat] to this topic. So we will >> definitely >> along with descriptions too like so job descriptions and the salary matrix kind of combined. So >> so that's it for me. Um so today we had a student who was hit uh while crossing 100 going to FTC and um I'm hoping that they will be all right and
099um you know it's it's got to be a scary thing but I live in Seminal Woods and coming out of Seminal Woods onto 100 I've seen several times where When you can make a right on red, people are so focused at looking at the traffic coming on, they're not paying attention to that pedestrian crosswalk. And my understanding is that uh from speak from communicating with Mr. foster debt that this uh incident did occur from a right on red. And I would be interested in us uh opening some discussions with the city and the uh the [clears throat] uh FDOT around potentially restricting right turns on red for both Delta and uh Seminal Woods where it crosses 100. uh when the pedestrian uh signal is green uh and to hopefully improve the safety of our students
100passing what is essentially now almost a six lane highway >> on Belair it not just add in it does have that but I'm wondering what does if it doesn't have it on there so maybe just that >> and Bulldog drive I believe >> who's [clears throat] our leazison um >> oh yeah Just wondering if that's something that >> I was going to wait you heart and mind is in the same place. >> No, no, it's all good. I I just want you to finish your thoughts because I I I was going to bring that up as well. Are are you I'm done. Okay. Um >> yes, th this is very disturbing and concerning about the growing amount of accidents and injuries with the ebikes. I think they are they're great uh tools of transportation. Uh
101they're fun. Um but they are called ebikes, but no one is no one's pedaling anymore. They're they're hitting a button going full speed uh at all the time. And so, um, and that was one of the tipping points this morning was hearing that again because just of many incidences that I have heard of. Um, and I I was actually I got that text just in time because I I had a meeting this morning with the uh with the traffic safety team and I brought that up and what the discussion we had. There is some legislation that's out there um that is going to be work that's proposed that is going to require some certifications on certain bikes to go over a certain speed. Um, and so again, not to debate the the legislation that's coming
102or not going to pass, but I believe that as a community, as a as a school district, we need to take a proactive role in educating uh some safety protocols uh for our students, especially because they are using them as transportation to and from school. And I don't know the amount of students that are actually using that, but I know there are some. But but I will tell you there is a there is a difference and I I've witnessed it. Um they because when you're pedaling a bike, when you stop pedaling the the bike, if you're distracted for a minute, the bike has a weight. It kind of comes to a stop. These kids are just hitting the gas and and going going and they're running into things. They're not paying attention. They're not they're
103not it's tunnel vision. They're not thinking like driving a car. And essentially they need to have some skill. So I think we need to have some safety um education uh that we passed on with a maybe with partnership with the department of transportation or with the sheriff's office or something to for these simple things. You know that this the statement of in in this case that the student was not likely at fault here, right? because uh uh they have the right away but you don't want to be dead right. we always say right so we need to train them to say just because you may have the right away uh you need to look also for the possibility of that car turning most kids I don't think are are even that's not even in their
104mind about that they don't understand traffic patterns and traffic laws so I think some some basic fundamentals that we can send out through through our social media through um some instruction um because I'm really really worried about this and I I was out and I have I have an ebike and I was out the other day and I actually looked and I only saw one other person on a pedal bike, an adult. Uh and and the rest were a mix of adults, kids on ebikes. So there these are the growing trends for the future. So I'm I'm I'm right with you and uh I will be working with that uh team there. Um there I was hearing there may be some grants available through the Department of Transportation for some of these things. I don't
105know if we'll be eligible for them, but I will pursue pursue that information. So that that's where um where I'm at right there. >> Uh but living in that section, I've seen where several times a car has almost hit both a pedestrian and a traditional bike. I'm not concerned about I'm not saying this is a problem with ebikes. It's a problem where we have a six-lane road, somebody's making a right on red and not paying attention to the crosswalk. We have uh other areas in town where right on red are restricted. And it would only make sense that in an area heavily trafficked by students coming out of Seminal Woods, uh, who need to walk to school or ride their bike to school, um, protection for students traveling across that 100 is pretty critical. And
106I believe they can even uh, restrict it to certain times of day because I know they're worried about traffic congestion as well. Yeah, I I'll bring up that. I will bring up that specifically >> because yeah, that is a clear spot where we've identified there is a problem. >> So, I'll bring that up on [clears throat] >> is this a city and compost issue or county or it depends on where it is. But what we our team will do, Mr. Freeman as well as um Mr. Boserette will work directly with Mr. furry to make sure um that the concern that's being brought forward about the no turn on red um is brought forward to that traffic team. I will add that we have scheduled uh Mr. Foley, can you give me the date? We have
107um scheduled right now um a recording that we are going to be doing with the city of Palm Coast as well as the sheriff's office um around eBay ebikes specifically to begin to work together and have communication going out to um our families and more importantly to our students directly around the new ordinances um and then some safety pieces. So it'll be a collaboration between the city of Palm Coast, the sheriff's office, and Flaggler schools to get this information out. So that's already >> Yes. So that's already on the books to get the um that um done. We um anticipated doing it sooner. Um but, you know, um there's some other pieces that need to take place and we we do have that on the on the books and we'll get that done. >> Okay,
108great. Thank you, >> Madam Chair. Go ahead. >> If I could, obviously the safety of our students is a paramount importance to the school district. Um, just a word of caution that there are limitations though on what the district's legal responsibility is for students who are off campus at a non-school event. coming to school or after leaving school, there are limitations on legal responsibility. Um, this is something I've had some personal involvement with uh cases that have gone to the Florida Supreme Court on this issue. So, we do want to proceed cautiously because a creative plaintiff's attorney uh could certainly say, well, the district was aware of a problem um did some training but could have done more training for students or could have taken these other actions um that could be viewed as opening
109the door where liability doesn't currently exist. So, um, just my recommendation would be to have your legal team work closely with the superintendent to make sure that, uh, while we're being proactive to help students stay safe, we're also not opening ourselves up to a lawsuit. So, frankly, things that we don't have the authority to control when students are offer campus, not during school events and, you know, DOT signaling and things like that, which the school district doesn't control. >> Yeah. And that's great advice. uh for sure and um you know I'm thinking more along the lines of like PSA and things like that rather than physical training but uh who knows how that how that comes forward. Uh but I think of it just like how we tell kids how to cross the street you
110know wait for the crossing guard. I mean there's some elementary uh rules that are out there that could could save lives. So >> thank you Mr. Bill. >> Okay. any other we'll move on to closing comments. >> So, first I want to say the chat bot that we have on our website has been very helpful for myself as a parent finding forms. So, parents just know that if you're looking for a document that you need specifically for your child or for yourself, there is the chat bot and it's it's getting better and improving, but it only gets improved by feedback. But, thank you for that. So, and speaking of forms, so another thing, if you're looking for a form, you can't find it on the website, it could be a Sunday, you know, and that's
111why I use the chatbot. So, thank you for that. It's working great. And just wanted to thank all of our campuses. They've been continuing even throughout all of our holidays and coming back to keep our families engaged through many familyfriendly events. So, speaking of that, parents and guardians, just make sure you're watching your parent square. Those are where opportunities pop up where it may be an event that you may want to attend or your child, different school-based activities, and there's just so many different things that you don't want to miss out on. So, keep an eye on that. And I've had the opportunity to meet with most almost all of our teachers and rookies and employees of the year. So, a few more that I'm going to meet with. So, it's just been such a
112pleasure and privilege to hear from them and their stories and their passion. But, uh, for everyone, all of our staff and instructors. So, thank you for everything you're doing. and district staff. Thank you for all the updates and helping and I hope everyone has a wonderful week. Welcome to 2026. >> Yeah, just excited to see the energy for uh the second semester uh going on in our campuses and the students returning bold bigger uh ready to take on another semester of learning. The 90s uh dress up day was uh pretty fun to see. Um, I'm also excited to represent our school district uh with uh additional board members and Dr. Ryan uh and our lobbyist Sarah Brothers uh later in the month at in Tallahassee for our day in the legislature where we'll be advocating
113for the the needs uh both financial in terms of funding as well as providing feedback on um uh statute work that is in progress. Um and uh just a preliminary discussion with Miss uh Moore around the uh progress monitoring data. It seems like all signs point towards some great growth and I appreciate everybody's effort to hit that 25 points that we need to achieve this year. Thank you. >> Yes. Uh echoed uh some of the comments of my colleagues here. Great to be back. We were reflecting on how it's been a while. We haven't been here since before Christmas. So, it's great to be back here in the boardroom with you all and uh moving Flagler forward. Uh I too am uh looking forward to our uh days in the legislature up in Tallahassee. That's
114always a very informative, effective um way for us to get in front of our state representatives and and make sure they understand what the needs are here. and it makes a difference when they when they see our faces and and we're right in front of them. Um, and I will tell you it makes an impact and we've been able to accomplish a lot by making those journeys uh every year. So, looking forward to to what comes of that and again just looking forward to uh this new year and all the great things that are are uh are happening. And thanks and have a great week. >> Um, I'll just share some condolences to Miss um and just praying for her family, sending some thoughts and prayers. She's a long time employee here at Fl. I
115hope everyone enjoyed the Christmas holiday season. Um, it was nice to spend time with family. I hope everybody had a chance. Um, and yeah, just already hearing great things about the new year. So excited to see what comes with Library Schools and all of you working. Thank you. Happy 92nd day of school. It is we're off to a great start. Uh Friday we were able to celebrate the 90th day of school. As we approach going into the hundth day of school, I just want to really um highlight Mr. Foley and Miss Henderson on the work they've done with our um decades day. if you haven't had an opportunity to see some of the videos that they've produced um highlighting our different schools as they opened through the decades and employees that we have and community
116members um that attended our schools during those decades and we're going towards the 2000s and so we'll celebrate some schools that were open um dur during that decade um as well. This is a very very important time of year. uh we are living in two time frames, right? We're living in the 92nd day of school, but we're also actively preparing for day one of the 26 27th school year. And I want to take a moment to really highlight our for our eighth graders. So all of if you know an eighth grade student, uh you live near a eighth grade student, you are a parent of a eighth grade student, please, please, please go to our website, go onto the our social media accounts because we're pushing out a lot of information around getting them prepared
117to go to high school. We have our career fairs that are happening on January 20th at Indian Trails Middle School and January 30th at Buddy Taylor Middle School for our eighth graders. This career fair is very unique as we will have businesses in our community represented, but more importantly, we will have our programs of study and our different programs from our high schools represented. And so our students will be able to go and engage with those individuals from both of our um high schools at each of the career fairs, but we will open it up for families to also be able to come with their children. And so please, please, please take this as an opportunity to come and be a part of this. I know that there's going to be a parent that says,
118well, you know, some of us work and we can't go. and we are sorry you know but we have to work within our staff schedule as well and then the following week um or following two weeks our high schools will host nights on their campus so we'll have at uh Matanzas High School on February 5th you can go to Matanis High School you can tour their school you can get information about their course selection more information about their programs of study and then we'll do that on February 10th at Flag Palm Post High School because we do have an opportunity for our students to attend either of our high schools. I will say to our families to go and visit both schools so you see what both schools have to offer so you make an
119informed decision based on what your child wants to do in um once post uh graduation. And then after we have all of that, we will go into course selection time. We will go into control open enrollment time. new new uh student enrollment for our VPK students because I know that's something families are already starting to ask. When does VPK enrollment for new students open in I want to say March 15. March 15th right there off the top of my head somewhere around there. Right. March 15th. But all of this information is going to be available. Pay attention to parent square. pay attention to our website because we will have up-to-date information on our website. We'll also push it out on social media. But this is a very important time of year because our students are
120going to be selecting um their courses and we'll do the same thing for our fifth graders that are going to be going to middle school. And if you are a family that is a home school or maybe you are at the private school or maybe you are at the charter school, we are making room for you to come and be a part of uh the career fair as well as the nights at our high school available as well. And I want to just commend uh Miss Marotti Johnson because she's working specifically with Imagine Charter School to ensure that our eighth graders there are able to come and join the career fair at uh Buddy Taylor Middle School or Indian Trails Middle School. And so um great time of year and we're super excited to begin
121to plan for the 26 27 school year. So, please, please, please follow us, but please go to our website to get all the up-to-date information or use our bot or our contact us and we'll make sure we get back to you in a timely manner. And we hope you guys have a great rest of your evening.