04/22/25 Flagler School Board Information Workshop

001Good afternoon. I now call to order the Tuesday, April 22nd, 2025 1 p.m. school board workshop. Please rise for the uh moment of silence followed by the pledge of allegiance and the national anthem. Okay, please join me in the pledge of allegiance. I pledge allegiance 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. Oh, say can you see by the dawn [Music] early so proud we held at the twilight last gleaming who [Applause] rs through the skies for the red We watch were so [Music] galling and the rock [Applause] [Music] [Applause] is through the night that our flag was still there. Oh s that star spangled [Music] [Applause] ber for the land of the free and

002the home of the brave. Please be seated. Okay, we'll do a roll call starting down there. Present. Jamie, present. Derek Bars, present. Christy Chong, will Furry present. Lakamore. Okay, thank you. Um, all right. We'll move on to uh board member leazison updates. Would you like to start, Lauren? Sure. All right. So, lots going on or a lot a lot has gone on. So, we'll start with uh Beltier Elementary School. So, they had a PTO and SAC meeting. Um it went wonderful. The SAC and PTO team works really hard. Uh they're going to be celebrating teacher appreciation week coming up. Uh lots of fundraising. So, funds that were requested by teachers. So, funding for sensory rooms, VPK graduations, first grade party. So just for the public to know PTO and SAC money that is managed uh

003faculty are able to request money so it all goes back into the school. So it's it was really great. Next meeting will be May 8th. They have a book fair coming up this whole week. Kindergartner roundup is actually tomorrow. So there's a wonderful video that communications team has put out. So thank you for doing that. Ice cream. So Sweet Melissa, I know that's one of your favorites. they will be there um April 28th or that's when the money is due, April 28th. So, please if you want that for your child or teacher, Esau is having a family night um April 29th. Carnival night is going to be May 2nd. I'm excited. I'll be going there with all of my boys. So, um they are going to let's see uh lots of teacher feedback. So, lots

004lots of teachers were sharing feedback on how to grow PTO and SAC. So, lots of ideas that I think are going to work for next year. So, I think next year will be um a lot more turnout. And just want to say I had a wonderful meet and greet at Beltier. Uh met lots of kids, lots of teachers, uh custodial staff, um cafeteria staff, spent pretty much the whole whole day there. So, it was really great. Matanzis, they had a wonderful military ball this past weekend. So, that was wonderful to see. Uh their new library was beautiful. sack was held into in that in that session area. Um May 13th will be the ribbon cutting. They have given out 10 mini grants so far. So again that shows where sack money is going. 10 different

005grants have gone out to teachers at the campus to participate in different activities and they had two more that were going to be hopefully going out to um over 400 certifications have been given out for the diploma plus. So, they are doing amazing, working really hard with that. There's so many events I can't even go over them, but if you are a Matanis parent, I highly recommend to read their newsletter. It has every deadline. So, a lot of parents were, you know, wondering how to meet the deadlines for like dual enrollment, things like that. It's all on th those online newsletters. So, please check it out. Field days coming up. I'll be there next Wednesday for another student meet and greet for those students. So, looking forward to that. EPAC uh they have welcomed several

006new members and they were discussing BPIE so best practices for inclusive education. Um so I wasn't able to make that meeting but um I've been touching base with with uh the members there so Dr. Holidayiday and such. So um so stay tuned for that. Flaggler Youth Coalition that team's been working really really hard on a huge event that's coming up um this Saturday 10 to 3. So, if you are a middle school student, high school student, there's going to be pizza, Texas Roadhouse at the Carver Center, financial planning, career pathways, student safety, um, lots of stuff going on. So, there you go. Lot It's been busy and it's going to get busier. So, thank you. Spring is a busy time. Awesome. Uh, so we'll start with Buddy Taylor. Um uh there is a uh or

007they held the future uh eagle uh visit where the fifth graders who are coming into Buddy Taylor uh get to visit the school. They held that on April 21st and it uh it's really great to see the fifth graders get super excited about their next step in their educational journey. Uh Buddy Taylor has teams both in their sea perch and their uh future problem solving uh teams going to internationals. I'm sure that many of those teams are looking to raise funds. Uh please reach out to the school administration if you would like to support those. Um as uh the future problem solvers is out of state and it's pretty substantial amount. uh they had to move their sack meeting uh for the month of April to May 1st. That'll be held at uh Buddy Taylor

008in the library at 5:30 p.m. We would love to see more parental involvement there. Um uh please don't be shy to come out. Uh we're looking for your input. All you need is an interest in in the students at Buddy Taylor and you're welcome. Um, they had an author visit the school uh at Taran Souder. I hope I'm pronouncing that correct. Uh, but that was wellreceived and great to see uh a published author visiting our schools and getting students excited in reading and uh those who might be pursuing those uh literary interests. Course selection for seventh graders is April 28th. For eighth graders, April 29th. If you're absent on those dates, then the course selection will be on April 30th. Um, Buddy Taylor has a a great organization with that in terms of uh they

009have created a class schooly uh uh uh or a class within schooly where the students can go to to get information about course selection. So parents uh please be aware they do need to have your signature on those items and those selections can be critical in their uh academic journey. There are some big assessments the end of the the final assessments for the the year. Uh civics is happening the first week of uh May. Reading is May 6th. uh math uh progress monitoring three, the end of course algebra or uh geometry depending on what course they're in uh is happening between May 12th and the 14th. Uh May 2nd they're having an Eagle uh artists um show. It's free. It's open to everybody. So it would be lovely to go by and see uh the

010creative um uh skills that our students have. They're also holding a museum night on May 16th, which will be exciting. Uh, and May 25th is the eighth grade promotion ceremony. There are a lot of details regarding parking. Uh, how many, you know, how many can each child invite as well as the ceremony is split based upon who you have for or who the student has for Eagle Advisory. So, please check that out. Uh, future uh, I'm sorry, FPC also has several students attending the future problem solvers international competition, so they could probably use your support. Um, there is an ROC awards ceremony and an SGA banquet being held on April 30th. And the junior ROC is holding some uh, na uh, national drills and fitness um, um, events on May 3rd. And of course, uh,

011one of the big defining moments of high school, May 9th, uh, is the prom for FPC. So, that's really exciting. Um, in terms of some of the uh legislative updates, I do want to share that uh I was uh provided with a response uh from a senator regarding uh the bill where uh they are perhaps um uh looking to make some changes regarding the funding for uh career programs, IBEC. Uh and I am setting up a meeting this Thursday with Miss Warmarmac in order to get some details uh because uh there was some clarification in terms of the impact. The way that they're seeing it is that uh they are providing more freedom in how we spend that money, not necessarily earmarking it only for those particular uh programs. So again, I'm going to get

012clarity from Miss Warmarmac because that was an item that I called out last um last week. Um, this Friday I'm going to start um a um what what I'm calling is ruddy rounds. Uh I'll be setting up a table in the library at Buddy Taylor and then at uh FPC. I'll share some times both uh with those schools and a flyer and on my social media. But I would love to hear uh feedback from anybody about how the school year has gone regarding um successes, things they would like to see in the future. Just kind of a listening tour u from my liaison schools. And uh I will be scheduling those so they're towards the dismissal part of the day. Uh and if you can't make it in person, that's fine. Uh in my information

013I'll I'll share with how to connect with me if you can't uh attend in person. But uh I welcome parents and students, community members who are interested in sharing their ideas uh and and their voice with me to to join me uh on Friday. Thank you. All right. Thank you. Um Rimfire Elementary School. Uh our next SAC meeting is going to be May the 15th, 8:00 a.m. We're asking all who are participate in that school, parents, as you mentioned before in your other schools, as much participation as possible. uh at our next SAC meeting. Uh our kindergarten roundup is uh going to be April the 23rd, it was mentioned earlier, from 5 to 6:30. So you can always go on their website or Facebook to obtain more information related to that. Uh math night is

014going to be Thursday, April the 24th from 6:00 to 7:00 in the cafeteria. And then we also have uh PTO elections that are going to be going on uh May the 8th at 5:30. So again, you can check those out on Facebook and we would love to have uh more participation from our parents and families um for for those uh meetings. Um fortunate enough Mr. Bush and I recently we've been able to play golf a good bit of time the last couple of weeks. So, we played in the uh fourth annual Joe uh Rizzo golf tournament raising money and uh just a lot of uh a lot of great turnout from the community to raise money for Flagler schools and the foundation. So, I just really appreciate the work that they did and being able

015to participate in that. And then we also uh helped raise money for uh the foundation uh for rural education excellence as well over in Putnham County. Sadly to say, we did not win anything, but we did have a good time whacking it around a little bit out there. So, uh, also with DJJ, uh, with Mr. Finelli being our le liaison, uh, from the district, um, just a couple of things that are, uh, going on with our some of our participating, uh, groups that were there from the sheriff's office, for example, where they're going to have boxing showcase is going to be at the Carver Center May the 24th. It's going to showcase St. John's, Putnham, and Flagler counties. And then uh upcoming information for the CSI camp which was a success last year. Um and

016then also about some civil citations about 50% of eligible uh juveniles who were eligible for civil citation about 50% were issued those citations. Um 130 uh youth from Flagler and Valuchia County sadly are in detention. Um and then also this week uh with Mr. Glasow we've got turning around awards. I'm looking forward to speaking at that event this week and bringing a story that I hope will bring hope and uh a lot of ways that you can potentially be able to turn your life around based off of a story that I have of a young man that uh I worked with when I was a school resource officer many years ago. um FTC um attended a meeting with our commercial vehicle driver training uh group and workshop and being able to help provide guidance to

017them related to some additional um opportunities for donations and also just some regulatory guidance that they need for the driver training school. Uh Miss Ruddy mentioned some things related to legislative uh efforts. Uh we are in week seven of the legislative process. We continue to work with our lobbyist group, the Sarah brothers, and also with our associations as we continue to wait on what the current budget status is going to look like, and we'll have more to come on that. So, I will yield back. I'll start with school health advisory. Um, cases continue to be on the rise. You'll see that chronic cough with that. Um, getting a TDAP vaccine does prevent that if you choose to do that. and we will also be offering that um for the sixth and seventh grade when that

018is due again. Um and then just a personal side note, I've also seen a lot of RSV this year too. So both of those uh cause a very long cough um that is viral and just takes time to pass. Um, and I wanted to highlight from food services, um, this Senate bill, it's kind of it's on hold right now. Um, we're moving through, but um, just about ultrarocessed foods and how they're looking to prohibit that. It's kind of a interesting one to to look up. Um, uh, prohibiting a lot of the food dyes and stuff, but um, I think our our food services does a great job. The food is high quality. um you know, if you've ever been there to see it. Um I think our kids get a great meal, so I know

019they'll continue to work on that. Um let's see what else here. Um and then I spent some time at Banell. Um similar to what you're saying, we called it office hours and just a time for uh teachers and staff to stop in. Um, and I I just appreciate those that came by and just to to touch base and give me some feedback and just to see how, you know, their what their challenges are. Um, and even got good positive feedback. Um, so that's good, too, just to see some of the highlights and have some teachers stop in and talk to me about all kinds of things. Um, and I'll touch a little bit on that. Um, but just want to say thank you to those that uh did come by and I'll extend that to

020Wadsworth also in the near future. Um, let's see. Bananell will have their field day field days May 19th through 21st. I Flaggler has their promotion coming up. That'll be one of the first ones on May 14th at 6 PM. Um, I think that's those are my highlights for today. Okay. Thank you. All right. So, I'll start off with Old Kings. Um, now they have a fundraiser uh night happening over at Texas Roadhouse tomorrow. we want to uh support them. If you go there um and uh drop your receipt in the donation bucket, uh Texas Roadhouse will uh donate 10% of your food purchase there. So, that's a way you can support Old Kings. Also, U Matanzis um uh Vicear interns came to speak with the fourth and the fifth graders to give them a little

021education on uh financial literacy. Um, also several uh of the um uh of those who entered the Josh Cruz writing were were um were were published in the in the Josh Cruz um writing program. And also um their their choir uh went down and sang to the Daytona Tortugas event. So that was another highlight there at Old King. So great things happening there. um at uh Indian Trails, they sent out uh over 120 nomination letters for National Junior Honor Society. Um they had an amazing Must Mustang roundup with incoming sixth graders where hundreds of families from across the district attended uh to see possible course selections for the next year. Uh six Mustangs had their uh written works published through the uh Josh Cruz Writing Project. Um and uh they have a a a band

022concert at Matanzas High School tonight. Um moving on to the Flaggler Auditorium. Um so they have uh been awarding their uh their senior scholarships and they've done them at the last uh three shows. So uh very proud of those recipients there. And uh they will be having the uh student showcase this month that will include the uh Fagore youth orchestra, dance, band, chorus. And those shows um are the FPC uh Starlets presenting Starlet Showcase. And then um that is on April 24th, this Thursday. And then we have uh coming up a a big performance, the FBCN presents the Wizard of Oz. And uh there's going to be several showings uh of that in May starting May 15th um running to that Saturday, May 17th. And you can check their website for tickets and times. Um

023and there's also the FPC band uh end of year concert. So some great events to attend. Um the Flagler Palm Coast Regional Chamber has a new president. His name is John Phillips. And they're going to be having a meet and greet um th uh Tuesday, April 29th from 4:30 to 6:00 at the Hilton Garden Inn. So if you'd like to meet the new chamber president, there's a opportunity for you. And uh last here would be uh the Ed Foundation. And um they had another successful golf tournament as Dvars had mentioned earlier. It was a fun day for all and most importantly uh you know the the ad Foundation does a great job with this event. They they they make it a fun day. It's well organized and the the the greens fees that you pay

024to participate uh go to raise money um for the classroom to careers program. So, it's a a great um uh effort there and and I I believe they did reach all their goals through that and and other fundraising opportunities throughout the day. So, just kudos to the Ed Foundation for um for their support. Um and that concludes my leazison updates. So, we will move along now to our uh adoption of agenda. Are there any changes to the agenda today? No. Okay. Then um I'd like a motion to uh adopt the agenda as stated. Motion to approve, sir. Have a motion by Mr. Bars. Second. Second by Miss Chong. All in favor? I I opposed hearing none. We will move forward with this agenda. So that now leads us to public comment. Do we have anybody

025signed up for public comment today? No. Okay. So we will close public comment and move on with today's business. And that brings us to finance uh 5.01. 01 permission to advertise policy 716 authorized travel expenses. Good afternoon, board members and superintendent Moore. Mr. Smith and I are here um regarding travel policy 716. Two weeks ago, we did workshop this and um there were some board recommendations that we went back and um fixed. So, I'm going to let Mr. Smith just briefly talk about the changes that he did made. Uh real briefly, um a couple changes made where there was a reference to uh the website um that you wanted us to reference uh with regard to reimbursements for uh breakfast, lunch, and dinner. And then also uh referencing to the standard rate and then also

026making more clear the statutory ga guarantee of the $80 for the entire reimbursement just in case they happen to um hit a number lower than that that $80. So I'm happy to answer any questions or um make any edits as you see fit. Do we have any questions board on this agenda item? Okay. Well then uh we're all set there. Thank you. Thank you. This is an item that is on tonight's meeting for tonight's meeting. So, we brought it back before you for the corrections that you asked for and then it will be before you again tonight for advertisement. Very good. Thank you very much. Thank you. Thank you. Okay. So, we now move on to academic services uh 6.01 graduation event. Dr. O'Brien. Hi. Good afternoon, Board. Chair Furry, Superintendent Moore. Uh it's the

027time of year where we celebrate and honor the achievements of our students being promoted and graduating. Um so we have those dates attached to boards for the benefit of the public and they will see these on social media and other avenues as well. But just to highlight a few things on uh May 7th and 8th we have our Ed Foundation senior scholarship distributions for Matanzis and Flagler Palm Coast High School. on May 14th. Can I just add that um if you are unfamiliar with that event, we definitely invite you to come and be a part of it. You can be a part of um either night or both nights. Um but you will be assigned um to a route and on that route we will go out and we will give out scholarships to the

028homes of um um the recipients. It's a fun night. It's um several hours so be prepared to be there for for a few hours. Um but it is an amazing opportunity to just go out into the community and showcase the great work that our students um have accomplished. Sure is. Um May 14th is the I flag promotion for kindergarten, 5th, and 8th. We've got senior walk the hall event starting on May 19th and going through the the 22nd. Uh kinder promotions starting on the 22nd. uh for several of our schools. Uh both 8th grade promotions will be on May 27th. We've got graduation on May 28th at the Ocean Center with Matanzis High School at 3 and Flaggler Palm Coast High School at 7. Um and then we have a few more promotions on May

02929th. And then June 3rd is the Flaggler Technical College and uh Road to Success, our accelerated GED program graduation at 6 PM. Any questions? No. Informative. Thank you. Yes. And boy, you will be in regalia for um May 28th and June 3rd. That is full regalia for the FTC graduation as well. Very good. Okay. 6.02 student code of conduct. Got Mr. Glasco and Mr. Finelli. Welcome. Good afternoon, board. Good afternoon, Superintendent Moore. Today, we just wanted to uh provide an update of where we're at in our timeline with the student code of conduct. Um Nia, if you could go to this that this one. Um so, it's been updated for uh today's workshop. Um, so I just wanted to go through the uh information collection process, where we're at with it, what stakeholders have been

030included so far, and kind of what's the future roll out as we get closer to the time of coming before the board again on I believe it's the 13th. Um, and and having it for uh agenda workshop before you guys vote on it to have it go and be published for the 30 days prior to approval. Um, we started off with our leadership meeting back in March and shared it out. um that was shared with uh principles, APS and directors during the March time frame. Um we met with this board uh for the schoolboard workshop. We also included it during our leadership meeting and went a little bit more in depth in detail uh regarding seeking our input and what our our end goal is. And our end goal really is to capture as much

031feedback as we can from all stakeholders within our community. Um, we then uh went through the deans meeting and had them provide some direct feedback there and kind of get conversations started and asked them to share it out as they're having conversations with their families and their day-to-day work uh and have them provide them with the link to provide feedback as well. Uh we did update the district website. Currently, it's under the uh discipline um page, but as we get closer to the next board meeting, it is going to be moved to the front page. um we'll switch out one of the main areas on on it and then that'll be a direct link to it. I'm working with Don Foley to make sure that we have a good social media roll out and announcement

032of it and to have that feedback collected. Um that brings us to today's workshop. Um again, just here to kind of present the overall numbers and what we're looking to do. N you can go to the next. Thank you. Um when I submitted this, uh we have a few more responses. were about 47 overall responses. Um, a good portion of those are already from parents. So, um, it was shared out to our schools directly and they were asked to share it out with their PTO and SAC groups. Um, so that's where we're starting to get that parent feedback. So, we really want to target where our information is coming from, not just kind of throw it out there at the front and just let it all come in at once. We want to be able

033to one target groups, receive that feedback, process it, and then apply it as as we need moving forward. Is that the first time we've been tracking that? No, sir. No, it's we've done it in the past. Okay. Uh so far we have um and the numbers have changed just a little bit. Um not too much, but we do have predominantly secondary providing us feedback. Overall main focus overall is discipline. uh followed by dress code and then there is some attendance uh policy concerns and then some other issues as we go down that. What's unique about it is that um sometimes it's not just one piece of feedback that's given, it's numerous pieces of feedback within. So it's kind of hard to categorize all the feedback that's gained just at face value when there's several concerns

034listed within a a form submission. So, so you have an open response and so, uh, there isn't a question asking them to kind of classify it. You're you're interpreting how it's classified based upon the open response. Um, sort of. So, there is one area of categorizing and then they're able to select other. So, that way we kind of have the main groups of attendance, dress code, discipline, but if it's outside of that, we want to make sure that we're also collecting any additional feedback. M so it may not directly pertain to student code of conduct. It may have something to do with our student progression plan or something different that doesn't quite fit within the categories. Interesting. Okay. I see bullying and harassment separated out from discipline. Uh so in that that's not there wasn't

035like a special case that you broke it out. It's clearly got its own category. It does and it's because in the student code of conduct it also has its own area just like there's um separate state statute as well specifically regarding bullying. So we want to make sure that that is separated and directly addressed through that not just standard. Well I'm actually um I'm delighted to see that that's not the biggest category because I think sometimes the perception in our community is that that that is the biggest issue. Sure. And so it clearly the initiatives that have are are working. Um obviously you're going to have people that have feedback regarding how discipline is processed or the consequences for things. Uh so I'm I'm really um you know feeling excited that so far I know

036it's just 42 responses but it isn't the overwhelming Sure. topic. Yes ma'am. Interesting. N you can go to the next please sir. uh we wanted to highlight some considerations. So it may not be direct language that was taken from stakeholder input but how to categorize it or kind of summarize it all together. Um, so some of the considerations, uh, taking a look at is adding a defiance major and a defiance minor. And instead of it just being a overarching category, were able to differentiate and and apply discipline more specifically to events. Whereas like there could be lower level defiance that occurs versus higher level. And that way defiance is a heavy topic overall, but when you really drill down and is it is it being defiant of safety procedures and whatnot versus you gave a

037eye roll and you refuse to pick up your pencil. So that's why we want to be able to give our teams the flexibility to code things in a different way, not just overarching. Um same thing with false reporting, major minor. Um what that would probably look like is and just thinking about it through it would be adding definition. So if we gain information that it's found through our investigative processes that um information that's provided to us turns out to be a false report and the false report would have led to possible level one level two referrals. That would be a lower level um a false reporting. And then if the information were to um come out to be a possible let's say safety or security problem on our campus and it was found out not

038to be true then the higher false reporting coding would be issued. Again, it's just an ability to give our teams um some clarity and some language to stand on and also to help support students is, you know, if if it's low level, if they're report one, if they're reporting in good faith, they're not going to get false reporting. But through investigations, if it is found that they have misreported, then that way it's not a a a heavier consequence on on a minor report of it. um adding language outlining specific rewards being removed or declined. Uh there's quite a bit of feedback about this um as far as being transparent about uh possible field trip participation um some of the PBIS rewards and dances um that kind of thing. So we'll be taking a little deeper

039dive and look at the the positive things that are going on in school and then what happens when you incur any kind of discipline, how that may affect your participation in things at your school. My understanding is with those larger events that typically that that is or it was the policy where they were to advertise, hey, to be able to attend this field trip or this dance, you have to have XYZ. Sure. Is that still the case or is it different from school to school and that's why you're looking to uh clarify that here? I'm just worried that too we want to provide some autonomy to schools as long as there's prior advanced um notice uh given to parents and students about the consequences of their behavior. I think it would support both um as

040far as one a timeline of of notification of the awards that are going on and what celebrations that may be impacted by student behavior. Um, and then also the second part to that is is just helping support our teams with with the language that's in there and and really having our families and our community know the definitions in which we're working with when we're saying you can't have discipline because of X Y and Z or maybe it's a percentage, you know, that's associated with it. Um, in regards like PBIS, not really looking at a a no referral initiative, but a reduction in percentage overall so it's more targeted. Okay. And we definitely um want to um have um have our schools have the autonomy. So not looking at what they this would apply to, but

041really just making sure we are um systematic around what that advanced notification needs to look like and when because yes standardizing that that it needs to be done, you know, um this these forms um and be clearly um articulated because we each year we get a a parent that will say, you know, they they didn't know that it was and so just getting some standard standardization around that. Yeah. N can you go back? There's a couple more points. Um just reporting violations of the student code of conduct. So just outlining within our student code. What are the appropriate ways in which our students and families can report. So it would just be incorporating the language around see something, say something, Fortify Florida. Just having a designated area um where people can look it up and

042and be able to report. And then the last piece is that um adding language to support reporting of alleged violations with timelines. Um so with that it's it's taking a look at sometimes we get reports of an occurrence happened with Little Doug but that occurrence happened maybe 60 90 days ago and it's being brought to our attention now as a school district. So, we'll be adding language in to support a timeline of things that we'll take a look at and consider and investigate. And if it's beyond a time frame, maybe having a a structured support system to help those that are outside of maybe a 30-day period or a 60-day period. Um, two things that um I I do want to add is um back to Miss Ruddy's um um point. Um I do think

043that we we at what point I guess let me ask the question. At what point will this go out to the larger community of parents? I know we've targeted the specific um you know ask the schools to target um but I think that once it gets to the point of being on our website um as a button it that should be the time that we can send it out to all of our parents um as that last push for them to be able to provide input if they have not done so by the means that we've already done. Yes, ma'am. Uh that plan's been worked out with Mr. Don Foley um here probably in the next 7 to 10 days. We'll be rolling it out and um he's he's the social media genius behind it

044all. So really what it is is looking for that sweet spot of when we're requesting the feedback. If we did it too early, we would don't want it to be a check in the box to say, "Well, we did it and now it's two months later and you forgot to give us input." And we also don't want to do it the night before because then that doesn't allow our families to to really give us good input. So, um, when we come back before the board, I believe it's on the 13th, um, we'll have it open for about a 2 and a half, 3 week time frame. Okay. So, that way all stakeholders can get more or provide more input. So, the current button on the behavior page is not related to this feedback. It is.

045Yes, ma'am. Okay. We're going to move it to the main page. Oh, the main. Okay. So, when you say pull Okay, that's we needed a landing spot. So for the PTO and SAC meetings and administrators, they had a landing point to go to other than just a a a Google form web link. So yeah. No, I just there were some questions from the community members and I want to make sure that I directed them correctly. Um because I think too I understand what you you all are trying to do in terms of being able to digest feedback as it comes in. But then it's like, well, oh my friend whose kid goes to Belter, they filled this out and I didn't. Did I miss it? Where is it? Um, so you're saying it is going

046to be a phased roll out and then there's going to be one large community invite and which time it would be on the main page of our website. Yes, ma'am. And so there's still plenty of time to be able to participate. Yes, ma'am. Awesome. Thank you. Yes, ma'am. Um the other um consideration that we've heard this year and I'm sorry I thought that was all the consideration. I see you have some additional Yes, ma'am. um so um is around the appeal process, making sure that that is spelled out um clearly in the code um for families who who may um not have understood that process um thoroughly. Yes, ma'am. uh that has not been brought up in as far as for our feedback, but um I know that we've been talking internally about what's a

047better way in which we can appeal or uh communicate the appeal process to our families uh ahead of time, not just in the moment of when little Doug has something, but then that way it's a continued conversation, not a right now thing or even after the fact. Um a lot of times parents say, "Well, I I'm new to the county. I didn't even know that." And um we've also Mr. Finanelli and I have spoken about right now the time frame is two school days for an appeal response and and for a parent to reply in writing and all the things. Um we are looking at kind of extending what that time frame may look like and also giving my position a little bit more time to uh review the appeal process. So, when it's a

048two-day turnaround and you're at Future Problem Solvers in Orlando and you're trying to get things out, like it it was it was a rough time. But thankfully, the families that I was working with, I explained it to them and, you know, they're very flexible on it. But at the same time, we can add some more flexibility to how we do business and allow that opportunity for them. And just that clarity so that all of the families know as you say said ahead of time what the process is. They are notified at the time of but there's a lot of emotions that go around your my kids getting the disciplinary action by the time you sit down to process that you may have already gone past that that that time frame. Yes ma'am. Uh two these

049two kind of came up in just summarizing some of the feedback that's came in. um taking a look at adding language to clarifying a student's participation in either a mutual or pre-arranged physical altercation um cannot be excused under claims of self-defense. And really what it's talking about is just a continuum of response. If if you're yelling at me, that doesn't give me any right to one touch you. And if I do touch you, to what extent is it requiring medical attention? Is it requiring numerous individuals to be involved? So just taking a look at our our code and how our language supports that and to see what we can add in to support the fact of it. It's the participating in it cannot be excused under self-defense and it goes under our see something say

050something technically if they receive a threat. Yeah. The proper response is to notify people. Yeah. And a lot of it is going to be addressed in our um investigation processes and determining intent behind it and you know student statements, staff statements, not just the video, not just you know family provided video but all the information as a whole and what was the intent behind it and some of that will also support some of the other areas of of investigation and appeal process. But we're looking at it holistically for sure. Uh the other piece is um including language supporting school discipline action when student behavior including communication or events occurring outside of school hours or off-campus result in a substantial disruption to the school environment or creates a reasonable perception of fear, intimidation or safety concerns

051among students or staff. And and our code already says that it's just a little gray in there. And we want to be very pronounced in the fact of if you're engaging in behavior that's absolutely occurring off of our campus and it's affecting our daily operations to educate students then we do have the ability to issue school uh discipline through the code of conduct. Absolutely. Yeah. N you can go to the next slide sir clarifying the difference between uh being a witness of a crime and witness of a violation of student code of conduct regarding parent involvement in uh in each of the processes. So, we did receive some community feedback to it and it is it's in two different sections, but I do agree with the community member that we could be more clear of

052um what a witness means and at what stage is it. So, it's different if it's a student code of conduct violation versus if law enforcement's involved. So, we we'll become more clear on when a parent should be included and contacted and and all the parts that support that. Uh, I think it's the last consideration. Add language supporting a reasonable timeline for due process and administered consequences. So, to Miss Morris's point again, um, not only the appeal process, but the, uh, the due process, and I always talk about good, better, and best in in the classroom. So, I'm applying it to my role um that I'm in now in the information that we collect. Is it good, better, or best? So, it, you know, it doesn't matter if it's a um a family appeal or a

053uh civil rights complaint or a legal proceeding. We are going to have all the documentation that we need to help support our students, I think. And then that's that's it. Um I just keep on adding to the same presentation that I have. So, anyone have any questions or concerns? when it says 42 responses, how big of a group was this um offered to or was that just who responded or So it what it was is it was shared out to principles first and then to well in a group meeting and then it was shared out to them via email to all the administrators at the school. Um they were asked to share it out with their schools however they saw fit and specifically to reach out to the PTO and SAG meetings. Some schools did

054take advantage and just send it out on their you know community blast to all their families. other schools just did selected as or uh sack MP but it will eventually it's all going to be here here within the next seven to 10 days as soon as I can work with Mr. fully to get and uh Miss Mary Magno to get everything updated and rolling. Um I see a student um participated. Absolutely. I think that's great though. So to get there and we're currently trying to coordinate um we have the teen town hall uh that we currently run and I'm actually trying to do a special session with our uh schoolboard representatives and work with them and it not be necessarily the same format as teen town hall but maybe a a panel of students and

055we'd have to kind of target students that aren't just always selected have so Okay, great. Any other questions? All right, we're all set. Thank you so much. Appreciate that. Absolutely. All right. So, we'll move on to 6.03. Emry Riddle Aeronautical University and Flagger School's dual enrollment articulation agreement three. Good afternoon. Furry board members, superintendent Moore. Uh this will also be an action item for you tonight. Uh back on August the 6th at a board workshop, I brought before you a contract. Uh it's our annual one. We work with Emry Riddle. And in the notes of the uh of the board notes, I put in their information about we were trying to stand up. Emir was a course at Matanis High School and I said if they do not, we'll have to come back and adjust

056the contract. Well, they were not able to stand one up this this school year. I can tell you that we have one for next year. Because of that, there is an adjustment in the contract down uh a reduction of $440 less than what we approved in August. And so what I'm bringing before you is a change in that that's reflected in this total price here of 21 $24,162. Okay. Any comments or so it's just the reduction. So it's just amending the just amending the price to reflect what actually happened. Yes. Okay. All right. Looks like we're good. Mr. Reeves, thank you for that. Very good. I also have uh field trips. Field trips. Yes, sir. I have two. So, um, BTMS, you heard Miss Ready share that they are excited. They're going to Sea Perch,

057which is an exceptional opportunity for our students, uh, and excited for them to see this taking place. And yes, fundraising is taking place and they would love your support. So, I share that for the community. But you can see their team is going. There's three students going and this trip is from the end of May, May 30th to June 1st. And they'll be going traveling to Maryland. That's awesome. Miss Jones does a wonderful job with that. She's had several years of success with that. So, it is one of my favorites. Uh the the second item for you for travel is an annual one for Coach Halliday at Flagger Pomos High School. They takes his cross country crew up to Boone, North Carolina to run. And uh they'll be paying through this through their internal accounts.

058And uh you can see their travel timeline information there is July the 13th through July the 19th mountain of the summer. They're going to run run in the mountains. They're going to run in the mountains. Better better them than me. Some people do that for fun. They do that for fun. Any any questions about these two trips? Wonderful. They'll be before you tonight as well under consent. Okay. And congratulations new grandfather. Oh, thank you so much. Congratulations. Okay. Just for glory. Right. So we move on to human resource services and we're going to 7.01 insurance rates all Mr. Furry board members more. We have a few items for you today at the workshop. Uh if possible I'd like to start uh with 74 which would be the slate of benefits. I I think uh um

059is probably the more apppropo place to start than um in insurance rates. Um and I know that I have uh Miss Bole here from Brown and Brown to um our our broker who uh assists the insurance committee to get to the point where we're here today to speak to you about um our benefits. My name was too short. I can get Uh as you recall um each year um we come before you after conversations uh throughout the year with our uh insurance committee which is made up of both management and the uh both unions. Um and at this point we're in a position um after discussions with um Miss Bole and review of the available data and discussions that she has with uh various vendors um to look at what our insurance uh slate of

060benefits will look like for the next school year um after open enrollment beginning in September. So um I'm gonna go ahead and Good afternoon. Nice to see you all. Well, I'll take you through the executive summary and then there's some some supporting pages as well. Um, as a follow-up to some prior conversations, the uh recommendation this year from the insurance committee is to add a new base plan to your existing three plan. So, employees can choose to stay where they're at or they can choose a lowerc cost plan that might make more sense for their families. So, we'll show you that uh page in just a moment. The dental uh with Guardian was coming out of a two-year rate guarantee and that resulted in a 9% increase after negotiations. The loss ratio, which to remind

061you is you take the claims, divide it by the premium paid in. And that number, the closer it is to 100%. 100% means the carrier is breaking even. So they prefer that to be closer to like 80 percentile, 85th for dental. 96% um called for a 25% increase, but we were able to get that down to a 9% for them to hold on to the business. When we look at the dollar amount, it really was not um substantial. So the committee was in agreement there. The vision Tamoka I is one of the uh providers in the area. They have several offices and they've gone out of network with everyone except for VSP. So we went and were able to find an option where you could keep your same network and BSP and employees can have

062the choice between staying with your current IMED network or the BSP network. The carrier that does this dual offering is the standard insurance company. They specialize in public sector. We have a lot of business with them in the state. Um but we were able to put together a table that will be used during open enrollment. So when employees are going through that enrollment, they can say, "This is my vision provider, I want to take this network, or this is my vision provider, I want to take this network." Uh there was a slight decrease in the rates for that, a two-year rate guarantee, and then the rates are the same regardless of which network they choose. So, it's really just the choice um adding choice to the the menu of benefits. We also went uh out

063to seek a gap plan. So, a gap plan is something that can help fill in those gaps that traditional insurance may not cover. So, things like inpatient and outpatient hospital stays. I won't cover prescriptions or doctor's office visits, but it might really make sense for someone that um doesn't know that they have an upcoming hospital stay or maybe they do and they're wanting to take a not the most expensive medical plan, not your premium plan for example, but perhaps maybe take the basic plan and use this as supplemental to cover that uh expense. So, the way that it works is they have to be enrolled in major medical. They can't just take the GAP plan. It's 100% paid by the employee, so it's optional. And it has a $1,000 deductible per person, so it doesn't

064start right away. Uh, but it does have a $3500 up or up to 3500 for outpatient per person in the family. It maxes out at three people in the family. So, if you have a five person family, the plan will only pay out uh 3500 for the first three and then an additional 3500 per person for inpatient stay. So, a pretty substantial benefit. There is more detail in the supporting pages and that's supposed to essentially help those transition into let's say an HSA plan where there's a high deductible until they could perhaps save enough for the deductible. Are they uh is this gap insurance something that they have to carry for the whole year or let's say that hey I'm able to save enough now I can drop my gap insurance or is that you

065have to decide every year? Yeah, this would be um this would be something they are locked into for the plan year that they could drop next year. Um and it can be offered with any of your plans. So the new base plan, your premium or the standard, all all of them they can take this plan. Great. [Applause] And just to look at the plan designs on page four, the new base plan is shown on the left. We've made everything green. That is a change from um when we compare it to the standard plan. And the HSA, I do want to point out there's IRS rules on the HSA minimum deductible. So that did increase slightly from 3200 to 3,300, which is shaded in gray in that HSA plan. Uh we caught that just recently. So

066that will be a change that goes into place for open enrollment. Um, the new base plan is an option for someone that perhaps is looking for a lower cost premium plan, but maybe they're on uh prescriptions and uh have specialist visits are good examples there where the HSA might be a little bit may make a lot of sense for employees that are on that HSA plan now, for example, that are not putting money into a health savings account. They're just taking it because it's the lowest cost option. Um, and it also could make sense for someone that's on the standard plan that was really just on it because they wanted to have co-pays and some predictable costs for prescriptions and office visits. Um, so we have some migration assumptions when we've looked at the pricing

067on these plans based on kind of that that thought. And then on page five, this is what the uh the rates and contributions would look like under this scenario. Um the assumptions that the actuary has made here is that 15% of the current premium enrolles, so you have 107 people that are on the premium plan. This model shows that about 15% of them will migrate to the standard plan because of the the premium increase. they may just be weighing their options. Uh 50% of those enrolled in the standard plan will move over to the base plan for the reason that I was just explaining to you all. And then 50% of the HSA enrolles with employee spouse or child coverage up to the base plan. That one's a little bit of an unknown. Uh the

068reason the thought process there from the actuary is that the rate for someone that is on the HSA plan for employee only is currently $71.90. it's only increasing by $5. If they wanted to stay where they're at on the HSA, they may do that. Um, similar story with a family, but I think the migration to the base plan is um a little bit of an unknown, but this was the best educated guess that he had. Under this scenario, the contributions have shifted from the normal fixed dollar contribution for the board, which is shown under the ER column. Currently, the board contributes $590.22 for every plan and tier. Employees just pay the difference between the total premium and that amount. What we've done on the right is um a lot of the feedback from employees and

069I know some goals um within the organization is to offer more of a split percentage and be able to cover more of that employee plus dependent cost. And so what we've done with the base plan is a 90% board contribution for employee only and a 50% for the dependent which is an incredible um step. I think that it's you can see the savings on the far right. We've compared it to your current HSA premiums for the employee, the standard plan and the premium plan. So for example, for someone that is on the premium plan family coverage, if they were to move up to the new base plan family coverage, they would see a 9 $940 savings per month for that family coverage. Um, for someone that is on the standard plan for employee spouse coverage,

070for example, they would see a $210 savings per month by taking that new base plan. And we've outlined this and I think it'll help during open enrollment for employees to see that as well, so they can make the best determination for their family. Um, of course the the deductible is higher on that new base plan, but if perhaps you do the gap plan to fill that in or you're not planning an inpatient outpatient stay and that that makes sense to you and you still see the savings. And I think what's important is that as people look at this, they have to pay attention not only to the deductible, but also the maximum out of pocket, which uh I know the deductible scares people, but when you look at that maximum out of pocket, there is

071a protection there. And um and and so it isn't that big of a leap of faith. Well, I could end up being millions of dollars in debt. this there's a clear protection here from that. Um, absolutely. Yeah. And and with all these changes that we're discussing, we understand that it could be a lot for an employee to really understand. So something our team is really taking in stride is with all these proposed changes making sure we have the education materials whether it's through our benefit guide or any other supplemental materials ready to go come open enrollment so that we can have those conversations with folks that are trying to understand potential options on how it can best impact themselves and their family. So, and and we're to get to the point now where we're actually

072showing you this uh this um one uh planned alternative uh was a long journey for uh the union and management um through the monthly uh insurance sessions and then through collective bargaining. We are at the point where um both uh union leadership and management leadership have signed off on this slate going into next year and none of us thinks it's a perfect solution but we are uh confident that it's the best with what the current uh slate and rate plans that we have. There's but there's there's still some cost savings in here that is I mean the work that's been done and been brought up that you've brought up here and stuff. This is this is a lot better than where we were. Yeah. and the options like we talked earlier and I said it

073before and I'll say it again just having more options I think for individuals and then the support it sounds like you guys are really looking ready like you're ready to support all the questions of all staff to come to you so I mean it's it's looking good yeah this is to me a really great collaborative effort and one that is outside of the box right we're dealing with some extreme situations and I think that across the board management team, the uh the union, uh the work with our leaison and the school board. Um I think just kind of like breaking the tradition and seeing what else we could do. Um and uh I'm I'm excited to see how else we continue to tackle the these issues. And I like what you're talking about, sir, in

074regards to making sure that we have communication piece. We've talked about that a lot in some other meetings that we have. sort of the proactiveness of making sure that we're communicating with staff uh in regards to what they can do, what's out here, you know, going to them, you know, going to the clinic areas and and being accessible to really um drive home, you know, any questions that they may have. So, thank you for that. I really appreciate that. I'm glad to see the gap plan. I think that will also that that's a huge help if if somebody ends up in the hospital. It's towards the end. Okay. I've been have got that rate. The dental we included just so you can see if you can read the tiny print at the bottom just the

075dollar value change. We're looking at a current for the high plan for example of 2955 to a renewal of 3221. So all of that is there for you. No plan changes. Um the vision you can see they're slightly um different as far as the out of network. we've shaded in gray between the VSSP and the IMED networks. The IMED network with standard is the same network as you have today with Etna and then the VSSP of course would have uh the TOMO I on the following page page nine we have done the comparison this was in a 40 mile radius of the zip code uh that I'm failing to remember now but it was the main one right right here 2164 yeah um and so we have anything from Orman Daytona St. John's St. Augustine

076even all the way up to Jacksonville must be on the the outskirts of Jacksonville. But these are all the the participation. So you can see there's some overlap but they have two different models. The IMAD model is more of the the bigger um stores like the Target optical etc. And then the VSSP is more of the private practice providers. So good good choice. Yeah. Exactly. Excellent. the GAP plan. Uh this is just a highle overview of it, but as we said, the the plan has a $1,000 deductible. It will reimburse or pay at the point of sale. The provider will file the claim with the GAP plan. The employee doesn't have to file for reimbursement because they ask you to pay right now, right? Like as you're walking in, right? Yeah, that's great. Um and

077then the following page has the rates on it and some of the things that it covers. So things like um radiation, chemotherapy, um some expenses with those as far as like uh prescriptions are not covered. So there's there is some fine print like with any insurance policy, but I think it's it's a great plan. Um can the gap go with the HSA or Yes. So this this one is that's why it has a deductible is so that it can be HSA. Uh they didn't use the word qualified. It's a compliment is what Transame calls it. I I'm really excited about this gap. I know what it was originally spoken about, but just thinking, okay, I'm looking right here. I see ultrasound. I see EKG, um, CAT scan. These are just random things. So, if someone

078does have a family, children, yeah, these are these are things that are going to help stat ultrasound. So, I think this would be helpful for those that do have a large family, right? I I'm really pleased to see this added. I uh you know, I think the request came in at the wire. So, I I'm this exceeds my expectation to include this here. Like I said earlier, like I really today like our meeting earlier like thank you everything we have said even just mentioning it not even like thinking but you guys really listened and put it together. This is awesome. It's exciting that you're able to to offer more for the employees even on a voluntary basis, right? So, just give them the options to meet their needs. Uh, page 12 does give an example

079of how the plan could work. And so, Jane delivers a baby, owes the hospital for whatever the med major medical didn't cover. She gives them her gap insurance ID card at the time of service and the hospital files the claim. So, as long as the hospital will do that leg work, then uh the employee is not having to front that money, which is great. That's great. Yeah. this and what complemented by the wellness center. Uh that just adds another option when making a selection because you can add that into it as well where we know some of our insured um have had issues with the current clinic that we have those with our wellness those issues should be alleviated because that's only going to be for our insured. Um, so access, you know, more predictable

080cost, you know, for if you're going to a doctor outside, uh, going directly to our wellness center. And this is that's a perfect segue into our And this example for delivering a baby, a lot of doctors actually require you to pay for the delivery before you deliver. I don't know if anyone went through that. I like this example, too. We might have. So that's what's happening now. So, if you're having a baby, this would be a great Yeah. to have and um if if more of our staff bring on their their children into the into this, which we're encouraging by some of the way that the rate plans were structured. Uh does does that in the future also help the actuaries uh for us? So by bringing those families on, this could help us to

081mitigate future increases um or make them less if if they That's absolutely true. So just um spreading that risk out amongst amongst more people and then a healthier risk. So if you can get those that are not high utilizers to take the plan, which children would definitely fall into that category in most cases. All all of these steps are just a long range plan for, you know, we're looking ahead about what we're going to do is going to put us in better financial shape moving forward into the future. So all of these things that you're doing and your team has really set the district up for that success and then hoping to be able to continue to bring in the greatest talent that wants to come to Flagger County to teach our students. And so

082this is just one step of that. So, thank you for for the work. Yeah. Amazing. This is the first of a three-year journey that I think is going to be revolutionary for our staff and faculty. Um, and they're going to see direct benefits pretty quickly. How do we get to yes with a well- definfined process? That's right. So, we can continue to say yes. Well, I'm glad we did a lot of brainstorming because I know it was Yeah, it was a lot. It was a lot, but it worked. So So, great. Then we'll move on to 7.02. 02. Okay, I'm here. This is a Oh, wait. There's more. Oh, wait. There's more. Um, we've got um next um Okay, Josh wants to make sure we get the contract out of the way. And now you

083I love it. That's why I keep him around. He's always Thank you, Josh. um remind the board that uh we went through uh with the board uh the contract that had already previously been signed and at the end of uh uh quite late discussions on some different topics, we did decide on going back to Marathon and asking them for um a contract amendment and that was uh basically in the area of uh uh the recital and specifically uh the client's expenses in the section for approvals for the marketing plan. And what we uh had original language, they didn't just insert since it was a contract amendment, they did a a small rewrite of section um II under um one just above 4.7. And basically what they did there was add that the uh the client

084shall implement coop implement cooperate with marathon's marketing campaign process um which delivers a timebased series of digital and other communications shown to maximize engagement eligible members. client will approve all aspects of the marketing plan. And uh we we have had that kind of choice throughout that as far as uh having discussions with them and we're currently in the process of working through something as um sounds simple as signage. Uh and we've gone back and forth probably six or seven times to make some kind of corrective pieces to that. We've had full um engagement with them on that. Great. No, this makes me feel a whole lot better. Thank you. No problem. Okay. Next 703. This is the um engagement plan for Marathon Health. And um board as we've gone through this whole process uh from

085its first inception of trying to stand up a wellness to we're getting close. Uh we did tell you that we would be back with an engagement/marketing plan in what our first year plan uh would look like. Um we are at that point um uh where there you know the the boots are on the ground um building and um putting up drywall as we speak and so uh we anticipate you know it will be done uh by July uh maybe a little sooner and as such we are bringing forward uh right now our our kind of marketing plan for this engagement. Yes ma'am. Excellent. So, good afternoon, board superintendent. In alignment with the Flaggler County School District's commitment to supporting the health and well-being of its employees, the district is introducing the Flaggler Schools Wellness Center

086by Marathon Health as part of its employee benefit package. The launch of the Flaggler Schools Wellness Center in July of 2025 will offer personalized care supported by a team of medical professionals through Marathon Health. And we'll go ahead to the next slide. The wellness center will be open 40 hours a week, Monday through Friday. Initially, the hours will be as follows. We'll be open Monday 7:00 a.m. to 4:00 p.m. Tuesday 10:00 a.m. to 7:00 p.m. Wednesday 8:00 a.m. to 5:00 p.m. Thursday 10:00 a.m. to 7:00 p.m. and Friday 8:00 a.m. to 5:00 p.m. Um, daily that center will be closed for lunch from 1:00 p.m. to 2:00 p.m. And we will be tracking the utilization monthly and we'll adjust our hours accordingly based on trends with our employee population. This way we can ensure that

087our employees are able to take full advantage of the 40 hours that we have to work with starting off at launch. Question. Yes, sir. So when we do that, that would be whenever a staff member calls and say, well, you know, you constantly are getting I can't come until 8:00. I'm just going to use that for example at night. So we're when I want an appointment, you can't get an appointment because they're closed. So we're going to be tracking that type thing as well. Absolutely. So, what we'll be able to look at through Marathon is they'll be able to provide reports and show per hour where our appointments are lining up. So, we're seeing on Tuesdays and Thursdays, which will be our later hours, that we are constantly seeing folks book from 6:00 p.m. to

0887:00 p.m. And we're not seeing folks really book in that 9:00 a.m. to 10:00 a.m. window. We'll know that we'll go ahead exactly that will affect the needs. And then our folks downstairs and our our benefits team that are working directly with our employees will also be soliciting feedback for, hey, how's this system going? what experiences are you seeing and it we'll adjust accordingly. That that was going to be my next question would be so even if they get an appointment would we be able to ask them and get that feedback say I could come here but it would been a lot better if I could have done 8:00. Yes. Absolutely. Okay. Additional benefit to this is I don't know where you can go and get a doctor's appointment after 3 p.m. So the fact

089that this is going to help save uh teachers from having substitutes and eating into their uh time off. This is amazing. This is very reasonable. Is there any opportunity for weekends or right now is just this is great. I mean the 7 p.m. I mean I feel like right now it fits pretty much you know elementary, middle and high school. The weekend question is a phenomenal question. We went through the RFP process. It was one that was brought up as well and Marathon collaborated with us kind of stating we don't usually see a lot of weekend utilization. Um, so for starters, we're starting off with just Monday through Friday and then also talking with our partners at the Prompt Care Clinic and getting an idea of the utilization that's being used now. They're not seeing

090a ton of utilization on Saturday. Now, other districts that utilize a Marathon Wellness Center have gotten to the point where they offer um a small range of hours on the weekends just for acute care. That way, those folks that, hey, I'm kind of feeling like I'm coming down with something, but I can make it through the week, schedule appointments Saturday morning and go and and get there. So that might be somewhere where we can get to. It's definitely something we'll keep an eye on. And on this next slide, we have the various services that will be offered at $0 cost to Flaggler Schools employees and eligible spouses independents on a Flaggler School's medical plan. As mentioned in previous discussions with the board, all new employees will interact with the wellness center at the start of

091their employment life cycle um where they will be engaged through non DOT pre-employment drug screening. And then as well for our bus drivers, this is where they will also be getting their DOT physical. So no matter what new employee we have joining our district, they will come through the wellness center before they start on the job. So they will be able to be exposed to what we believe is going to be a phenomenal product and benefit to our employees. Will this include I'm assuming yes, but um like a wellwoman exam for females. It says annual physical exam. So for we'll look at that and see what we will be able I'd like to know just because that that is huge for preventative care and then you know um yeah so if you could let me

092know. Perfect. All right. So, as we look to drive engagement and utilization of the wellness center, our objectives are as follows. Achieve high awareness, encourage immediate participation, promote the app and digital access, build trust and engagement, and successfully launch a wellness center incentive program or a wellness incentive program. And we'll talk more about that here in a moment. up here on the next slide. Um, regarding our promotional channels, in order to successfully bring awareness and drive engagement to this new benefit, we will be utilizing various channels to communicate this wonderful benefit that is going to be available to our employees to get the word out and to educate our employees. Utilizing internal communications, we will be able to email employees directly, send them our bimonthly HR and benefits newsletter and meet with them face toface

093at their work location to promote the wellness center and drive engagement online and digitally. We will have a dedicated web page for our district on our district website which will showcase our wellness center and help increase awareness and also aid in our recruitment efforts to bring in new employees. We constantly see folks that are looking to join Flaggler schools potentially use our website as a means to become familiar with what our district has to offer. So, being able to showcase our wellness center is something that we believe is going to be able to help differentiate us from other uh school districts. And it's a question that we often get at hiring, do we have a wellness center? So, for us to be able to say yes, that's an and board, this has been a very

094not a long process. It feels long to me because it feels like we've been working through this step by step. last summer when we knew we had this going forward and we had new folks joining us say from St. John's County and our benefits team would let them know hey we currently had the prompt care clinic but we will be moving to the mayor as soon as we said marathon what they oh well I just love my my wellness center in St. John. So, they are excited. So, what we're hearing from other folks is very encouraging. So, we're hoping to be able to spread that good news uh as we get closer to launch. These next four slides will showcase examples of the marketing materials that we have collaborated with Marathon Health on creating to

095showcase the upcoming arrival of our wellness center. We will be sharing these materials with our employees to build excitement and awareness of the wellness center offerings. So these are items of marketing materials that we will be sharing throughout the district that you will see whether it's on the carousel on the TVs posted on employee bulletin boards and just shared throughout. And then here on this slide um as we mentioned in the beginning of this presentation I think they went to there we go. Okay we'll go to slide nine. There we escaping us. Okay, so board, as mentioned at the beginning of this presentation, the various services that will be offered by our wellness center will cover up to 90% of our employees health and wellness needs. This communication and messaging is important as we look

096to change the mindset for moving from our prompt care clinic to our wellness center, which will be able to offer a litany of services that will reduce the out-ofpocket costs associated with health and wellness to our employees directly. So, our team will be sure to educate our folks on knowing, hey, when you go to the wellness center, this will not be an additional cost to your premium or have an impact to your deductible. So, by having a good understanding of that information, it'll help them know which plans are right for them and which won't break the bank for them as well for them and their families. Can I ask a question? Do you know if um so if someone just needs a lab appointment, so they don't need to necessarily see the nurse practitioner, they're

097just there for their blood work that they have to get like every month. Is that something that they can just go and so the medical assistant they just go in check in they see them and then they leave. So basically it's like Yeah. So for instance if I went to a specialist or another doctor or my own primary care and I'm also on the Flagler school's medical plan they ordered labs instead of going to a Quest or somewhere else they can take that order to our wellness center. Um so we are making sure to communicate that out as well because I no offense no one likes waiting around for labs and get lab work done. So being able to do that at our employeeonly wellness center will be a huge benefit to those folks having

098differentiation in the appointment times as well. That's what I was thinking like you know if it's just a lab they don't even have to wait for the provider just in and out. Okay, nice. And and we do also it's uh aside from appointments, there are walk-in opportunities as well. And uh you see the QR code there. Um something that will be um there's an app that'll be I know I scanned it. There's an app. Yeah. And the app will go live uh just a week or so before. Yeah. Yeah. We we open. All right. our postcard in collaboration with Marathon Health. We have an example of a postcard that we can choose to either print and mail out or utilize in targeted digital reach out to our employees. So, this is an example of a

099a mode of marketing that we've collaborated with them on included with our current cost. If we choose to mail it out, of course, it would be at at a cost, but we can also just choose to utilize this digitally and send it directly to our groups of employees. And for this slide contains examples of materials that we will be providing directly to employees as we roll out our information on the wellness center districtwide. Beginning this month, the members of the benefits team will be vis will be visiting our school sites to speak with our staff and faculty directly. On the left, you can see an example of what our HR and benefits newsletter is going to look like. And that newsletter will be sent bimonthly to employees with the goal to feature practical wellness strategies,

100spotlight health and wellness programs, and offer expert advice to help our employees thrive. On the right is an additional piece of marketing materials that includes an anonymous testimonial from a previous Marathon Health patient. So, just to give you an idea of what um others have experienced with this model. All right. and board. We recognize that there is a clear need in year one to establish confidence and trust between the Flaggler Schools wellness center and our employees. We are confident that this wellness center will be a gamecher and for those that are a part of a Flaggler school's medical plan and we have identified two incentives that we will be offering to drive engagement to our wellness center. When an employee first uses the wellness center, whether it is for acute care, flu shot, or physical,

101they will receive $25 through payroll. When an employee completes their annual physical at our wellness center, they will receive $100. This means that there is an opportunity for our employees to earn up to $125 through the wellness center initiatives during the 2526 school year. This period of eligibility will be from the time the wellness center opens, whether that's in late June through early July and it will continue on through May 30th of 2026. We are currently also looking at creative ways to drive engagement to the wellness center long-term and that may come in the form of a minor reduction in premium or deductible with the completion of additional wellness activities. As we've talked with other school districts that have a similar model, we're gauging feedback to see what would be right to bring the Flagler

102schools for the long haul. So that's just an example of what we are looking at doing to target driving engagement in year one. So on this slide here, we have an example of our communication timeline that we are currently underway of presenting. So when we look ahead to the next three to four months, we have various key communication events highlighted, showing how the roll out of information will be handled as we get closer and closer to opening the wellness center. During the month of April, we have presented this plan to the district's senior staff, and we are now showcasing it all to you to show you what we plan on doing to our employees. Actually, starting this week, our team is meeting with two schools to begin rolling out this communication plan to showcase how

103this benefit will impact our employees. By the time the new plan year begins, we will have visited with over 90% of our eligible employee population. Next slide. Looking ahead to June and as we approach 30 days with our projected opening in July of this year, the appointment scheduling window will open and eligible employees will be able to schedule appointments. We will be pushing out this ability to schedule by featuring book your appointment now messaging. So ideas just like with the QR code that will be pushed out to our employees districtwide so they can begin scheduling their appointments. Some feedback we've already received from employees as they are finishing up their appointments with Promp Care is, "Hey, I'm already hitting this mark. Can I start scheduling with a potentially new provider? So, we are working with

104Marathon. Typically, they don't open that up until about a week before, but knowing our employee population, we wanted to make sure we had a 30-day window so that we could start driving engagement and getting those slots filled. All right. And as we look forward to July and August, we anticipate having a soft opening once construction is completed and we are moved into the facility. This soft opening will allow us to begin serving employees while ensuring a positive launch experience. During that time when we first open, we will also be having our leadership team through the facility because we truly believe that driving engagement starts from the top and works its way down. Our employees need to see just how much of an importance we as a district are putting into the center and want to

105make sure that that is communicated out. There will also be a ribbon cutting event at the at the wellness center where we plan on inviting various school district stakeholders as well as the school board. We understand that many of our employees will not be at their work sites when the wellness center potentially opens in July, which is why we are planning on creating a video walkthrough of the facility to showcase the new facility, which will be shared out during our welcome back messaging to staff and to teachers throughout the year. The communication/promotional channels discussed earlier in this presentation will continue to engage with our employee population to promote the wellness center. Just because we get to launch doesn't mean that's where the where everything stops. It's actually where things really kick into high gear. Really

106pushing forward. Positive word of mouth is probably going to be the biggest thing to help boost this wellness center and drive engagement. So, making sure that those experiences are are hugely positive is going to go a long way. We are now going to go ahead and transition to just a brief update regarding construction of the wellness center. And we actually have a couple of photos which is exciting. Progress is moving very well. It seems like every time I turn around, Mr. Bush is sending us more photos of, hey, look at where they are now. Look at where they are here. Every day is something new. So, we are very encouraged with the progress we're seeing at the wellness center, which as a reminder is located at the former gym building at the Belair Swim Facility.

107Um, just as an update, as you can see here, this is all new. So, all the demo has already been completed. Plumbing and slab work is in progress and also framing. So, it seems like every week I get a new update or we get a new update and it's just it's moving right along. We are very encouraged to see that progress towards a midsummer completion. So, as we look forward next to just next steps, a couple of items just to keep in the back of your mind is we are looking to potentially also add wellness advocates at our work sites to help keep employees engaged and informed of the district's various insurance opportunities and wellness offerings. So, that is something we are going to continue to work on uh with district leadership to see how

108we could potentially move forward with that to benefit our employees and to continue to drive that trust and education at the school level or department level. Additionally, we'll also be working with Marathon to go ahead and schedule a ribbon cutting as we get closer to an actual opening date. So then at this point, I'll open it up for questions. thing. Um, I'd like everybody to kind of consider maybe like a cash price option for immediate family members like spouses, like maybe they're not in your insurance plan, but um, for 50 or $100 or whatever, they could come to the clinic and that could also help us to make a little bit of revenue to because it is it's going to be our clinic. So we could use like a self-pay option for Yeah. A self-pay

109option because that Yeah, that would be cheaper than going to the you know just kids and spouses just um I think there's a lot of change this year between uh the health clinic and the different options. Uh I think uh a lot of your communication and educational materials are well thought out. I do think that we need to have something that is not optional or not something that they could um not have to be 100% focused in. For example, if we're when we uh distribute the the um insurance sign up or the benefit signups, if we could uh deliver that in a way using some of our technology resources, you know, I'm thinking like some of the LMS tools where we create some of the um educational materials that they have to take and complete

110before the enrollment materials open up like in a course or however we uh distribute that would be extremely beneficial because they there's a lot of new information here that they need to consume before making one of these their benefit decisions. No, I think that's a that's a great point. Um because of course those that know to ask questions will ask questions. Those that don't, we're finding we need to make sure we're taking that extra step. When we look at our benefit guide for this year, it contained a very high level overview of what the plans were, but then the actual plan design wasn't included in it. So when we talk with our folks downstairs, we are looking at for this year's benefit for each plan. So you can go in there and see, okay, what's

111my deductible, what's covered, and things of that nature. So I think being proactive and making it more of an active um sharing of information compared to voluntary is a really great note. I think also more of these profiles like you know, here is Sue who um has a major medical event, right? And just kind of like with the um the the information of the mom having a baby, but also well here's somebody who who uses uh the medical services at a minimum basis. Which one how would it compare with the basic standard HSA and premium plan? What is the actual cost at the end of the year for a couple of different profiles? ones that you all see um are typical with our usage so that people could kind of say, "Yeah, that's me." And

112okay, I can see the dollar cents. Now, something else that we can do is embed short videos within the benefits guide. That's a new capability that we have for our clients uh through the digital benefits guide where there's a welcome video hosted by our team, but then also learn more about which Medicare medical plan would be best for you and your family or link here to see a tour of the uh carrier websites. There's just different things that you can embed in and people have limited attention these days. So like two to five minute videos are better than the 45 minute. Yeah. And so some of the information we'll be pushing out as we go to our schools is letting them know that the benefit guide will be more robust this year. We will also

113continue to have representatives from Brown and Brown at our uh government services building during open enrollment to help those folks one-on-one. We also have the uh collaboration with Winston Benefits that has a actual benefits helpline that they can call and in conjunction with us they can enroll over the phone and those folks are trained on an annual and probably even uh a bannual uh cadence of what our culture is, what we really want to make sure we're pushing out, educating our folks so they know even though they might be in Tennessee or so and they're answering the phone, they know exactly what we are trying to do with driving our uh our folks to our plans. On slide nine, can you just clarify um are we going to have the option for virtual visits or

114no? I because it says it on here and I thought we talked about it but or is that for the future or is that going to happen? No, we will defin you with us having a Marathon Health Center even though we'll just have three three people of personnel that are there on site. It we also have the opportunity for them to access online care um even also mental health behavioral services through it as well. But that's that wouldn't be the medical staff in the clinic. That's like a TEDoc service basically. I believe it could be though. And that would be they might also be able to take virtual appointments. Do you know what kind of computer programming is it? Epic or um if it is something like that they it's a common EMR, but I

115can't remember if it's Epic or if it's the We can get that back to to the board. If you provide that to me, I can provide it um to the board. And would virtual be uh zero cost as well? So see these are things I think like once the marketing goes out it's just going to be so much better I think for everyone especially um it's only going to be Flaggler staff. So I think now I think that's a huge difference what they're getting now. So it will be good. Thank you. Any other questions? Okay. We will continue to bring an update. um for you um on on our progress as we get we get closer to launching this in just now a couple of months just this couple weeks. It's right there. Yeah. So,

116thank you for for that. Thank you. Thank you. Okay. Thank you all so much. So, I think 7.0. Yeah, we did all of those and now we're at 801. They they put the rates in with the slate of benefits. All right. Yeah. All right. So um 8.01 school safety quarterly compliance report. Mr. Bosad, welcome. Good afternoon uh chair furry, school board members and superintendent more. And I have not I don't know if many of you have had an opportunity to u work with Mr. Bosterette but Mr. Bosterette um is returning to us. Um he spent um several years in different positions within the district office including the safety specialist that helped us to navigate through um our COVID years. And now he is back at the um district office um um again in the the

117safety role and just a great asset to our our organization as a whole. Um has a great relationship with our sheriff's office as well as with our um schools. And so he's going to do some great things. um in um in this role. So this is Mr. David Buster. Well, thank you and I'm glad to be here. Um in accordance with Florida Administrative Code and Florida statutes, the Office of Safe Schools through Florida Department of Education um has to complete um un unannounced school inspections. They have to complete they have to visit each school once at least once every three years. They can visit each school um more. So this past quarter they visited one of our schools um and in that school um they found two deficiencies listed. I don't want to minimize what

118the um the the deficiencies um because obviously we don't want any defic deficiencies in our report. Um but I do consider them administrative oversightes that were immediately corrected. Um what they what they noted in their report is um that our staff members weren't trained in threat management that were sitting on our current teams. And the reason they noted that is they asked for the certifications of those staff members um during the time of their visit. We didn't have hard copies of the certificates to provide them. Um they were provided immediately after the visit. Um since then we have corrected corrected that action. I'll explain that here in a minute. Uh the other deficiency that was listed um was uh they did not have the threat management meeting notes um from the prior month. So they

119came and visited our school March 4th. Um the threat management team did meet in February. It had it didn't make it into the record. Um so when she asked for the the meeting minutes from that from that particular meeting um it hasn't been transitioned over um to to the binder. So again, we weren't able to provide those minutes upon request. Um the school did track them down and we provided them immediately following the visit. Yeah, the physical minutes were not they had the digital minutes. They had the digital um certification but the physical minutes um was is is the notation. And so we as Mr. Barard stated, you know, we did make that uh that correction immediately and ensure that all of our other schools have physical copies of all of the certification and notes

120in their binders. So we just I had a call you and I met and in related to this and you know all the information the main information we had I mean we had everything however we as we as you mentioned is administrative so correct me if I'm wrong so it does not have to be in a hard binder which it can be but it also could be digital just want to make sure that we're clear on that. So every school could be potentially different in how they house the information unless you've come up with something, you know, internally that says that you want to do it one way or the other. Yes. So, so to answer your question, yes, it does not have to be a hard copy. They could keep it electronically. Um, however,

121I think consistency is important. Um, so what we did is the following uh meeting, which in April at our leadership meeting, we met with every principal um and we are requesting that they keep they keep physical hard copies of all their documentation. um in a binder. So, moving forward, all of our schools have their safety binders um that everything goes into that binder. As a backup though, um I will house electronic copies of everything. So, um again, we didn't have staff members who were not trained. It's not that we were not conducting our meetings. Um the deficiency noted was that we were unable to provide it upon request. Um we did upload it into the Florida Safe School assessment tool. Um, like I said, immediately following they did acknowledge it and there's no further act

122follow-up requested from them at this time. So, when deficiencies are noted, is it just like a binary yes or no? Are they all equally weighted? For example, like this is um a documentation issue versus, oh, you're not securing your doors. So, how do they weight the deficiency? So, uh, for the most part, it it's a yes or no. Um however uh the the big one where they will request immediate action is related to a safe school officer on campus. So if there's no safe school officer on campus um that school has um they will call in the sheriff to provide one until the school district provides a safe school officer. Obviously we don't have that issue because we have deputies on campus. Um but to follow up with that is they will as part of

123their report when they send us their deficiencies we have to provide feedback and list corrective actions. In these instances there was no corrective action needed uh because we submitted we submitted the requested documentation. Thank you. I just wanted some clarification on the the digital versus physical documentation because I was a little confused in the conversation there. So we were we were cited because we we only had it in a digital form um and not in a in a printed form available to them when they asked for it. We were able to provide it in in a digital form. It wasn't provided at the time of the visit. So when they asked for the certifications, the school was unaware that they had to keep hard copies of their certifications. Um what I did is I reached

124out to our district threat management coordinator. she was able to log into our system and provide those certificates and and she actually sent them to me electronically um which is how I provided them to the school. So it's again it's it's not whether it has to be a hard copy or electronic version. It just has to be available upon request and we didn't provide it when when she requested proof of the certifications we weren't able to provide. Okay. Had they have had a digital version at that moment okay then that would have satisfied. Okay. Got it. So, like I said, we're requesting they have hard copies, but I'll also have electronic copies of everybody who's been certified. Um, and I I could provide it electronically at that point as as Thanks for the clarification. Yeah.

125All right. Um, so each quarter, um, Mr. Bosard will have to come before you and provide these updates. And to Miss Ruddy's um point, you know, the there are, you know, the waitings other than the safe school officers, they're pretty much the same, but the corrective action really comes from the power of the board um to identify when deficiencies are are are not happening. Um and then of course that correction comes um to the super um to the superintendent. Um and so we have corrected um these and I am um confident going forward these will not be areas of of concern. Yeah, I like the piece when when we talked and you reiterated it again to you know immediately meeting with your principles, with your staff, your supervisors to ensure that that didn't happen. So

126I appreciate the proactiveness and making sure that's being done. And I I will tell you um so far in quarter four we've they've come back and visited two schools um and there's been no deficiencies found in fantastic schools. Great job. And we have taken um a very direct approach and again we we don't want to minimize the administrative pieces because they they serve a purpose um as well. But we have been very direct um with our administrators as with our our staff around the expectation for safety on on our campus and um I I am very pleased at their response and the seriousness that they take to it. Very good. All right. Thank you. Appreciate it. Okay. Well, that was our last uh agenda item for today. That moves us now to public comment. Do

127we have anybody for public comment? No public comment. Okay, we'll close public comment and move on to board member requests. Are there any board member requests at this time? Um, I wanted to see since, you know, we've been getting into the wellness center, you know, lots of great initiatives. If we could somehow table when the time is right to see what funding we have to do health initiatives like per campus. And I know I talked to Miss Moore about this, but a lot of businesses um educational institutes, they do this. So, for example, I don't know, walking, you know, like or yoga in the in the gym, but like people that work at the campuses. So, this will help with like health and wellness and just overall health for Flagler County. So, I wanted to

128see if you know, and we um you know, start the year fresh next year. Start fresh. um uh years ago we did offer um several different courses for you know like as you're stating yoga and different programs that we have off um offered and so I can definitely follow up with um Mr. Oule and um Mr. Walker around how we go about bringing those those items um back. they've been through the um in the past um have come through FTC historically were how they were done then and so um looking at how we can bring those initiatives back. Yeah, it was like you would get um the ability to take one of the courses at adult ed right where they would have aerobics or whatever. Some schools um have their own initiatives like Indian Trails

129actually got used gym equipment and then they would work out. I know Miss Sturman at Rimfire. She puts together a cardio drums right now. Cardio drums. It's fun. I've been at it. It's entertaining. She's invited me in. One of these days I will make it to cardio drum. It's fun. It's not bad. Yeah. But yeah, just just something to think about for the future like Flagler Forward, you know, let's get healthy. Let's, you know, we're we're putting a lot of work into this. We want to see the numbers go down. We want everyone healthy. And um yeah, so I'd love to see that. Happy to help, too. Okay. All right. I think um I I would just wonder if uh we might entertain uh when we have special meetings or ex executive meetings if we

130could hold those on the days on the Tuesdays that we don't have a workshop or uh an or information session. Um uh just because I'm thinking you know uh the last time today you're going on seven eight nine hours of um of a meeting where you want to make sure you give your 100% the whole time it um I know we're getting close to opening the clinic but I just wanted to share some feedback from from a staff member um just the difficulty with scheduling with Advent. Um, if it saying it could take a couple months, if that's really happening and we're getting closer, maybe we need to choose a date on when we quit paying for that and just save a little bit of money there. Um, if they can't make an appointment, then

131that's when they're going to go to an urgent care or an ER. Um, so and and you know, we can bring some we can bring some information back um around that. I was thinking I we should even just call and say, "Hey, when can I get scheduled just to try, you know, do a check." Yeah, it's pretty expensive that Yeah. Um and then just sharing some other feedback. Um you know, I I've passed a lot of it on to to Miss Moore and I'll leave it there, but the the biggest issue is, you know, code of conduct, discipline, and how do we create consequences that that children care about? um you know that's not my uh specialty except for my own children. More preventative is what you're saying. Yeah. Like I don't know what lengths

132we can go to. You know some people talked about can we adjust recesses. I don't that's not my you know that's up to you but um just yeah if they want to see some consequences that children will care about. That's the the biggest concern. Okay. Any others? We'll go to closing comments. Oh, thank you. Before we go to closing comments, can I um just add a couple things that we need to one um um the YMCA has requested a meeting um before the board. We will get that schedule um as appropriate for for um your meeting schedules. Um I do recommend that you watch the city council meeting um that happened today. That may provide some insight into what the conversation is that they would like to have with the board. Um, I want to

133revisit a conversation we had last um, uh, meeting for the May 27th um, as to uh, that was a conflict that Miss Ramirez had for that 100 p.m. meeting. Um, are we keeping that meeting the same? Are we making adjustment to that May 27th? That is one of your that's a night meeting. Um, um, as well as your um,formational meeting. And so either we, you know, we can keep it, we can make an adjustment, we can fold it into your May 13 um agenda meeting. Um we can do whatever is needed for that. So I'll be there for the night meeting, just not uh the Yeah, the the 1 p.m. is packed with I would think that you would need to be at a lot of these events as well. So we can um and

134it's up to the board. we can fold that informational meeting into the May 13th agenda meeting. Um, if that works best other than I think that makes sense with the number of activities that we have going on that we would like to make sure we're part of those celebrations as much as possible. Yeah. Um, okay. I also have a request that I'll bring um before you um tonight as well and Mr. Delaney, you can let let me know if we need to have them to take action on this um or not, but May 13th, that is our ribbon cutting. I recommend to the board that we move that meeting from 3:00 p.m. to 4:00 p.m. to allow for us to be able to open it up to the public. If we go for 3 PM,

135we still will have um students on campus and therefore we would have to scan individuals in. So, we just make the adjustment. We've already said that the meeting will be at Matanis, but if we make an adjustment from 3 p.m. to 4 pm, that will just allow for us to um be able to really truly open it up for the public. Okay with me? Yeah, I think that's non voting. We just notice it. Okay, perfect. We will u move forward with that. Um I want to bring your attention that we will be bringing bo and John Sarah before you in the next couple week um weeks for an update on um session and they will cover um all the different things that have um that has happened during um session. So that will be coming

136up and then on June 10th that is a workshop. I am at the safety conference with Mr. Boster dead. I can have someone else sit in my place on that June 10th um meeting um or we can make an adjustment. I know several of our our staff members are um away at a conference um that date of of June 10th. So you don't have to make a decision about it um right now, but just something that we may need to look at. We will need to look at at the next meeting to identify do we keep that meeting on that day? do make an adjustment to it. Again, I can have someone um to sit and and make sure we have um notes and stuff for for my part. That's anformational. That's anformational meeting. On

137the 17th, what else is happening on the 10th? I'm sorry. I'm sorry. June. So, that's right with this with the uh workshop. The uh school board. June 10th is a workshop. Yes, it's a um the 11th is the workshop. I'm sorry. Workshop Tampa. So June 11th is Tampa if anyone's going for training and then yes. So I'm just I I will not be here because I have to be at the um the safety conference. Seems like the 17th is fairly clear. It seems like that would make sense. But anyways, others have to look at their schedule. So if we can just come prepared to discuss that at our next meeting on May 13th um for that June 10th day. Okay. And that is all that I have for you going to close the top. Thank

138you. So I just want to say thank you to the hard work for HR and Brown and Brown and the board like all the collaboration and I'll save everything else for tonight. So great meeting. Oh, and um prayers to FSU. So um I know everyone's been thinking of them a lot. So um but Yep. Thank you. Yeah. Um, yeah, I think uh it's been an interesting goaround with the insurance uh and you know, some very spirited conversations, but I think I'm very excited uh on where we're headed and um o overall uh I'm just thrilled so far. So um yes um thoughts and uh as well to to the FSU family and we have a lot of uh uh Flaggler Palm Coast uh students um Matanza students who go on to FSU and it was

139good to see you know and hear hey my child's okay um you know a lot of the former students that were all aware of and care about. I also want to thank Miss Moore for attending Miss Fashion's uh celebration of life. It was very touching as well as numerous other members of our uh leadership teams across the community. It was uh a great time to remember her impact um and help move her spirit along. So, that was um appreciated. Uh and I know the family appreciated that as well. and um yeah, just looking forward to a great um school board meeting tonight. Thank you. I'll just hold till this evening. Yeah, no comments right now. Okay, superintendent Mark. Well, Mr. Bush and I and Miss um Carrie are not just for in our t-shirts um

140just because we're being casual and Bob over here with our hat, his hat. You know, it we are celebrating our transportation department um today. If I take my coat off, you'll have a nice bus on the um back of this here shirt. Um so, lots of celebrations coming up. We'll talk a lot about it tonight. Transportation, administrative um um professionals, pair professionals, teacher and employees. Um we'll be celebrating all of them together as we move into the first week of May. Looking forward to tonight. Who designed them? Transportation. It's a different color blue, a little different shade. I like it. Yes. Wonderful. Thank you for that. All right. This meeting is adjourned. Thank