001Mr. Mr. President, Mr. Guthrie, Mr. Kerserich, >> Mrs. Olsen >> here, >> Dr. Sult here, >> Mrs. Aron here, >> Mrs. Cot here, and Miss Venezuela >> here. >> Okay, make the motion to adopt the agenda. Second. >> All those in favor say I. I. Any opposed? 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. >> Don't have any public comments at this. First, okay, firstformational item, this certified appointment teacher, Mary Helis. >> Yes, Mr. President, members of the board, um Mary Helianis, a new teacher at a teacher, I'm sorry, at schools for 35 years and a substitute for an additional six from 2014 to 2020, has applied to be a substitute again for a schools
002for the 2526 school year. teacher certificate and field card. There's no board action necessary. This is a study session item. >> Okay. Comment or question. I'll go on to the next item. Classified employment of instructional assistant Robertson. >> Mr. Members of the board, the administration is posted interview for instructional assistant position for Yahoo Elementary School. The elementary instructional assistant will work six hours a day with students from grades K to two. Wendy Robertson is being recommended for hire as an instructional assistant. Um she worked with her quite a bit of experience. She was the ad smart tutors for elementary. Um this will be coming from the title one budget and current focus is going to be K3 students and English learners guided reading groups. Uh this is a best practices model that we're following from
003the flowing walls unifi school district specifically uh Walter Douglas Elementary. They have a a plan as a title one school where they have an instructional assistant working with three to five students and and the instructional assistant their guided reading plans are in alignment with classroom teachers. So we're excited about this. uh students are going to be getting some extra uh tier two and tier three, you know, small group instruction. Um I wanted to stress Miss uh Robertson has quite a bit of background as far as as it pertains uh especially specifically to reading technical competencies, knowledge and practice examination for effective reading instruction. uh Dibble's uh eth edition inclass assessment also um foundations K2 curriculum University of Florida literacy institute some working also on on students with with the writing but um evidence b evidence-based
004literacy instruction reading 101 certificate 60 plus hours of structured literacy so we're pretty excited about this to help other our students so keep reading ours What do you think? I mean, I think she's a bad seed. >> I think it'll work. >> A great choice for her. >> Yeah. Like I said, I already know she's running an adult literacy program. >> She was on our board. You know that, right? >> Yes. >> Yeah. She was part of the interview. >> I know. That's right. >> Okay. Is there any more on that? If not, we'll go to item C, approval of additional hours for pair pro workshop. >> Mr. President, members of the board, um the exceptional student services department would like to schedule a deescalation basics training for our ESS staff on Tuesday, September 17th
005from 1:30 to 3:30 p.m. This training will include 15 prior professionals and two teachers. Compensation is requested for 15 private professionals for two hours of training as they will focus on strategies to manage challenging behaviors, promote student safety, and better prepare staff to support our students effectively. Funds will come from I believe I'm going to make sure I believe it's uh is it is it title one >> IDA? Sorry about that. Those will come from IDA basic. >> Okay. Any question or comment on that? Next up, we have certified and classified employment for the fall inter session. >> Yes, sir. Mr. President, members of the board on eight teachers and four pair professionals from K12 who work with students who need additional support in math and during the fall break from October 6th to the
0069th for five hours per day for teachers and four hours for pair professionals. the teachers and aids below have expressed an interest in teaching working fall interession. We will have the names for you for um for Wednesday. Uh um we'll have them for you for Wednesday. We don't have them right now, but we do have the names set up. We could put them today. >> They're posted on the Wednesday meeting. So, if you want to take a sneak peek, they're there. We just couldn't put it on this. >> Any question on that? We'll go on to the next one. Extra pay position. Mr. President, members of the board, um the following individuals have expressed an interest in the corresponding extra pay positions. We have Francisco Lopez and Espa coaches your class sponsors. Ali Nunes, volunteer
007volleyball coach Lopez and China will be working with P school. So we can get more people experience with power school and no board action necessary at this time. This is a study session item. >> Okay. Any question or comment? >> Next is business 2526 proposal for 3M plan for um Mr. President committee met with teachers are representing a variety of grades and subjects taught review and revised the attached prop 2011 plan. So u 100% of the teachers voting to approve the attached plan. We will have the results for you for for Wednesday. So um what I wanted to share with you though is just some highlights of the plan. Um as you know just the history of of our our classroom site fund. Uh dependent upon annual sales tax revenue um average daily membership. Teachers
008must be certified with the standard of provisional Arizona department certificate. Um also they will receive the 301 funds based on on their certification uh eligibility classroom teachers, librarians, instructional coaches, interventionists and other support service providers. Um we have in talking with Miss uh Miss Aron and and and the team and she uh came and shared with me some some some of the details. positive parent contacts uh is is somewhere that there's been a we wanted to have more involvement, more outreach. So, we're the traditional two positive parent contacts. Um there's three positive parent contacts every year for elementary teachers and high school teachers. Positive parent contacts first quarter, second quarter, second semester. At least 80% of the parents are guardians of students and teachers home class. Um also uh for secondary teachers same uh format
009first second quarter second semester contact 80% of the parents or or guardians of students in their designated class. Uh we have the from the exceptional student services department say the same expectation that every parent is contacted at least three times for positive parent contact. Now, as far as how it's done, we have a variety of acceptable forms of contact. Phone calls, face to face written communication, emails. Also, you have the parent teacher conferences that are coming up in next week. There must be um at least three attempts. So, as far as that documentation, also miss track of that. So, it's not just one time and then we know it has to be three attempts and it has to be documented system. Um in addition smart goals very critical as well. Uh the smart goal has
010to be based on data. We have performance matters according to benchmark data the digital data teacher created test but also we have project based learning. So it has to be rigorous goal a rigorous teacher created assessment and there you see that the payout performance um following four payout categories are proposed for approval in the 2526 school year. first quarter positive, second quarter positive, parent content, second semester, and this mark submission and achievement. So that just kind of breaks it down. But we are her and I both talked about increasing the positive parent contact to get more outreach to the families. Do you do any research before, but do you look to see if it's the same parents year after year after year that you're not being able to contact and then are you looking at
011that and seeing if they're like high percentage of Native American parents, high percentage of lowincome parents and and if so, if there's certain categories that you're having trouble contacting with parents, have you thought of any alternative ways to maybe talk to a parent that doesn't have email, doesn't doesn't come to schoolboard meetings. I'm not school board meeting parent teacher. I don't and maybe I'm way off. Maybe there's not that same set of parents every year, but there is right Mr. M. I'll have Miss on our our principal talk to that, but I know what they really want to focus on is is trying to get a variety of parents. I know this statement specifically that you know trying to get more more parents involved, but I'll have her talk a little bit more to that.
012I know she's been in close planning with the PLC team leaders and things like that. And I am into data. So I really like that. But have we looked into it? Not yet. So I like that. I want to look into it. you know the past um data and who has not reached out who we had a hard time reaching out and see if it is like tren or >> you might be able to use other resources like um those those groups they might be able to help you contact some of those families right >> and I always call a lady that I went to buy a soda and she was telling me that my kids my kids don't have anything to do this summer and I was like well let me tell you all
013the things that are going on at the school and everywhere else and she whether she was just giving me a big act or she was oblivious or whatever she her kids were missing out on everything from free breakfastes free lunches to to park and wreck to school activities you and and and I got the feeling that it was all because she she just wasn't aware that those that those opportunities were there for them and you know the bus pick them up, right? And um so um I just hope that we don't have certain families that we're that we're just >> we can follow up you know like Benus Williams is is our jail coordinator. I know her, Miss Cotay on top of the the opportunities through the grant funding opportunities. So, that's a big positive
014this year that Miss Cotay now being up here full time can help her resources with Miss Williams versus just doing it when it's at the end of the day teaching. She's up here full time. But, of course, we'll figure how we get better. Obviously, you're not missing, right? Yes, she is. >> Um, with regards to J and PC plan, um, we have established failing group and in the next meeting, um, I can certainly bring up. >> Anything more on that? We'll move on to approval and disposal of the school cotton machine 754. >> Mr. President, members of the board, the copy machine and school office, the bizub 754E was purchased in July 2016. Due to age the manufacturer Kanuker Kanuka Monulta decided to phase the e- models out replacement parts available and maintenance fees going
015up for these machines as part of a tradein for a replacement machine. Anyota will recycle, dispose of the updated copy machine for free per statute 15341G and 15342 AAC 72131 and 2 CFR 2313. School district must complete request for authorization to dispose of district property form and submit to the board to approve it prior to disposal trade in trans. No board action necessary this study session item. >> Any comment on that? >> And we'll go on to the next item review and first reading of board policies 9:15 and 16. >> Yes sir, Mr. President, members of the board. Um policy G uh DFA was revised to specify individuals required to obtain identified verified ident identity verified prints. IBP fingerprint clearance cards along with applicable acceptance. Policy IKF was updated to incorporate requirements for accommodation schools
016providing high school equivalency preparation instruction outlined in SP 1744. Policy advisory number 915 GDFA support staff qualifications and requirements. policy advisory number 916 IPF grad graduation car additional language for accommodation schools. I just highlighted a few uh few parts here. So there's only two policy advisories on on um GDFA support staff qualifications and requirements. If you go to page five, >> yeah, page five, paragraph two, they have that second paragraph. That's the part that's being uh taken out. If you go to page seven, page seven, two sections, IP identity verified prints, IDP fingerprint, clearance card requirements, all that is being added and exceptions. and then to advisory 916 as stated here. Um the language is accommodation school districts high school equivalency preparation specifically citing um on page 14 high school equivalency preparation county school superintendent.
017So that is more specific to county school superintendent offices statewide. Interesting public schools a number of times in community colleges. >> I know P County has an accommodation accommodation school. >> Okay. Yeah, working alternatives towards equivalency for agreement. Any other comment on that? And the next item is for report on rehiring of terminated employees. >> Yes, Mr. President. We have um governing board members has requested a discussion reporting a policies pertaining to the hiring of employees. There's no board action necessary. This is a discussion item only. You have uh you have uh the attachment there supposed to to uh show the different policies. Um we looked these up and shared them with uh our legal counsel, Mr. Huffford. Uh, GDP, support staff contracts and compensation. GDQB resignation of support staff members. GDQD discipline suspension and
018dismissive of support staff members. And um, GDF support staff hiring. You als we also included in there uh, this was something that Angelina found from July 2024 from Mr. offered and there it has some some details there as far as um as it pertains to this topic. So um that's what we have at this time. >> There's an incomplete sentence in the stuff from Mr. which is so the administration and ultimately governing board whether to rehy I'm assuming it's so the the >> decision resides with the board >> yes it says there on the second it so the administration so the administration ultimately the governing board decide on whether we rehire your former employee the employees history with the district will be relevant to making that decision for example where there's problems with performance or
019other problems when the employee was employed previously. So that's what he wanted to to highlight for us as it pertains to uh to this item on the >> agenda. Mr. >> He's a great legal mind. Oh, >> any question or comment on that? >> Well, the policy is >> the policy is there is no policy. Well, the policy is that, you know, we we have these these four policies that that help with the day-to-day, with the management, with the procedures, but he was very clear in stating that we go through the process as far as as a committee to select the appropriate person to go through the interview. For example, we had when we had the the in the spring, we had a lot of these internal positions that were posted. We had committees and
020we had people apply for each position and just making sure that we're selecting the the appropriate personnel, the appropriate staff, forwarding forwarding the recommendation to you guys as the final decision making body based on who's uh who's the most qualified. But but he makes a very good point here and I'm glad we looked this up and eventually credit for finding this. The employees history with the district will be relevant to making that decision. Were there problems with performance or other problems when the employee was employed previously? So that was his legal advice to us. I hate the haty. You know what I'm saying? >> So, so the policy is basically somebody applies for the job and they go through whoever that committee is and decides and we don't know who applied. >> We don't know
021the the qualifications of anybody that applied. We don't know anything about all we know is the superintendent says Jo has been approved to be the soccer coach, right? And and that's all we know. We don't know that came down and tried to get the child of the soccer coach and we didn't hire him, right? We don't know that. And so we're leaving it 100% up to that's where the bug falls, right? The guys that work under him make those decisions, but the bug falls on him. So, so basically what we're saying is that it's up to the superintendent to decide who who gets hired. >> You know, if I can, Mr. Hopkins, members of the board, >> I don't have a problem with that, but there they're all today. I'll just refer back to policy
022915 support staff qualification requirements. Angelina and I were talking about this earlier. There's actually this is the these the fingerprinting requirements and it's very specifically where it's talking about background information. It's talking about you know but it also talks about here on um about is yes you have the interview committee but you also have when you do background information and Mr. privilege. I said this in the password the candidate and it's also right here um verify this is from GDS of course that hiring so so in a sense yes there is policy maybe not as specific as to what you're thinking about or just trying to to phrase this more appropriately but there is policy my recommendation for the district shall confirm employment authorization and employment eligibility verification by participating through the verify program. So
023there's multiple protocols in place here to not just go through what the interview committee is saying also when you do the your background information check you get references the application form also lets out anything that appropriate inappropriate you need to be informed about. So there is multiple protocols in place. >> And so if a guy applies for assistant volleyball coach, do you do a background check on them before you hire an assistant volleyball coach? >> When we look at the application and and I'll I'll refer here to I'll defer to our HR specialist as far as with the application, right? The application has different questions that they have to answer appropriately. How would you talk about that? So on every application there's always references that we call because every per policy any person that has
024to be or will be supervising students by themselves without a certified employee has to have a payment card. So in in 2018 I think it 2018 we said okay all staff regardless of who they are what they are what they're doing has to have a sign card um because you never know if the teacher is going to say I need to go to the restroom and then the aid's there and then the a doesn't have a card. So the IVP fingerprint cards are for education only. So then we said okay now we took it a step further. The coaches are by themselves without a certified individual. 90% of our of our coaches aren't even employees. I mean, they're employees when we hire them, but I think Jose and I are the only staff and Reesei
025are the only staff members that are coaches. Everybody else is is works somewhere else. Yeah. On their 9 to5 and then we hire them to be coaches. So all of our athletic coaches, they all have to do their back break backup checks. The problem with that is they last six years. So um we have to go back and it lasts for 6 years which is the only problem but also such a small town that we know I mean we're going to know thing happens to you know in October where the coach that we're going to hire in April or if something happened in April of a coach that we're going to hire in October. So we're a small and it this probably isn't available in the valley. We know it's not, but we're a small
026enough community to know that if something happens after the person gets their card or before it expires at 6 years, there's there's not a lot of groupings, especially in our home. Sometimes we all know about stuff that happens in Hilo before, you know, it comes down to to it's just a small community. So, we still do reference checks and we still do interviews even year by year. We started doing that. Um um every year we started reintering um uh athletic coaches just for the simple fact that we can say oh hey this came up last year. I don't know if you heard about it. So now this is our coaches handbook which all of them have to sign now we have to sign has to sign all coaches have to sign for every year and
027say these are rules A through Z. these their rules, you know, 2 3 4 5 and I don't know if you remember Mr. English, Mr. English came up with a handbook and then we just slowly have been revising it um as it goes along. So all of this stuff happens before we even bring a name to the board. It has to have people. We have to do a background check. They have to sign all of the coaches handbooks. They have to do all the coaches classes. The CA wouldn't even let them on a field or court unless they do all of that stuff. So they have to complete all of the stuff every season, every year before we even bring them to you. As Jopkins and members of the board, there's also in place there's
028procedural safeguards built in place like for example GDQ discipline suspension and dismissals of course staff members have no employees terminated for any reason or for no reason with or without advanc. So there's there's safeguards built into each policy that that makes sure we have what we call being followed before the process and during during the season as well. So last year I got kind of the feeling towards the end of the year that we were hiring coaches out desperation out of inspiration and it's a long but um and so um I because there wasn't a lot of candidates right I mean we didn't have a lot of candidates available and so we were hiring people because we had to have people and uh and I'm correct have a problem because my wife's me every day
029but and so I just just have have concerns we have we have we have in the room you know what constitutes the basis of the hiring committee we have the athletic director and the principal and the campus security monitor so I think by you stressing your your concerns they're they're they're here to observe and to witness and to prepare them and and it can be a good guide for them as far as just uh as we as we go throughout the year with the different positions in the interview. I I'm referring to Mr. Huff. He's got 40 years experience and background and so he makes some very good points here just like you. So, uh, the interview committee, the hiring committee are here right now. They're they're part of they're listening to these concerns. What
030we feel is very you guys. [Music] >> Thank you. >> Next item is possible next to report. Yes sir, Mr. Hopkins and members of board you will have the latest data for Wednesday for the board. Yes, >> the question about October. >> It will be October. Um yes, I have already started that research talking to a few colleague superintendent. Um we should have our Puma County superintendent meeting coming up pretty soon. So I have a chance to have more information for everyone here so you can look at that and figure out how you guys want to move forward. So I don't know if it's poker time to a future board issue or not, but I had um several people expressed to me concerns about the journey from the parking lot to the football field. everything
031from poor lighting to uh uneven uneven area. And I I don't know if that's something with a board agenda item or not, but but it was just one of the things that was was expressed to me. And you know, I can I can follow up with our with our team and our AB team and just look at it some more and give you guys report update. Do that. Anybody else? Just meals for board members. >> I know. I'm sorry. I'm sorry. >> So, if there's no more business before the board, I will make the motion to all those in favor say I. I. Any opposed? Motion carries 5.