001and his father fell and injured himself and albert's happy who was in the hospital community today and back so he also apologizes for not being able to make money but he'll probably call in so we'll just know it now but he'll call himself please enter the conference pin numbers you are currently the only person in this conference [Music] yes let's adjourn all right we'll do the pledge [Music] [Laughter] [Music] and miss kate so um um notifies that she will be she apologizes that she couldn't make it to the meeting today just for your information to the hospital has been for several days um concerning hopefully had some complications from culver that he had that's the situation okay thank no there's nobody on the line back we're going to do an acrostic with your name so
002you need to come up with a word for every letter of your name that describes you okay so for example in our i will say rowdy hang on now is rich doing rich or richard he's doing richard okay a word and this is supposed to describe ourselves yes something that will help us get to know you one word not like two uh this is an acrostic so when kids do acrostic poems they write a word and then they write words or phrases that we're supposed to write just write them on here so it's going to look like this okay all right it's probably easier if you do two words like you have to you call it's an acrostic across it and across the acrostic pole we should have these fancy things [Music] anxious amazing always
003always up at the crack of dawn um ambitious ambitious [Music] um to go after that too it enlighten you too okay are we ready who would like to start mindy since you are our newsfeed director why don't you introduce yourself and you can go first and tell us a little bit about yourself sure my name is mindy swaz i'm the new special education director i'm super excited to be a part of the continental family i've been working in education since 0.5 and i've worked in special education that entire time um various roles and so i'm excited to take on this new role um my i go by mindy so you'll see melinda on things here and there i do go by mindy so i put down a meticulous because you have to be pretty ridiculous
004in my chosen field innovative nice detail oriented and where were you before here i was in tusd okay i was at saguaro high school i've worked with a couple different districts stephen lee so i'm stephen i'm the director of transportation for my name i used selfless talkative empathetic personable hardworking encouraging and nocturnal nocturnal is my thing because i'm currently finishing my bachelor's i'm in my home stretch and the midnight one o'clock hour usually is where i'm done with homework and read that song thank you you could come watch some california you're saying um [Music] i've got art resilient i've got irritating i can h is humorous so i think i added a sense of humor i've got achieving i couldn't think of another r and i have d is dedicated good thank you that was
005the same as steven um team everywhere like you kids say you're everywhere um personable helpful excitable i can't watch scary movies jump out of my i have um nice ambitious lifesaver likable anxious and life would love working so and then i incredible all right thank you so i have rowdy outstanding extra energy for the x i don't know what else to do amazing with horses never negative and adventurous it's indiana and i put dimples empathetic analyzer nimble winning do you know what that means knobby do you know it means stylishly fashionable and adventurous all right my name is also steve but i think have some different ones out there but steady trustworthy earnest value and i put evaluation since we're evaluators that's a big part of our our job as administration r requires feeding e
006for energetic till about noon and w for y's but for something else thank you well i put keen okay i collected last a days rigid experienced and grown it's like but we are we're here to help you become gregarious and there was something in there about not wanting your help i'm fine okay good well just wanted to do a little activity so that you could get to know each other a little bit more and learn what an acrostic poem is i don't know the pressure that kids feel when teachers have them just write something think of a word think of anything next i have this values identification that i received at the asa conference that i thought would be fitting for our retreat and for our teachers as we kind of talk about what is
007it that we value as we work on our vision and our mission as we've developed our continental way our roadmap to success so if you could look at this and write down what really matters to you in your life what brings you a sense of joy and then below there's a list of common values and just circle 10 that are the ones that stick out to you as most important in what you value so we'll take five minutes on the front part and then for those of you super overachievers who work faster when you turn it over there's physical mental and emotional health and it's looking at these areas and where you are now on a scale of one to five and where you want to be in terms of a scale of wounded white
008and i'll set the title for eight minutes so thank you is sometimes i so mix so hmm foreign okay so [Music] there's water and snacks get two launches i showed you not again you never saw me the first time so okay third time who has a birthday closest to today and share their values and what really matters to them what really matters to you what brings you happiness and your top 10 values my faith family and patriotism what brings me a sense of joy and happiness is time with my family my kids my grandchildren relaxing with the rest of mind worship listening to music spirituality love industry humor honesty gratitude generosity fun friendliness and freedom okay good thank you we'll just go to your left unless you want to pick somebody i want to hear
009from our new board secretary so what really matters to me in my life is my family um and my goals and what great sense of joy it will be um spending time with my family and my pets and then would be for me top 10 would be gratitude forgiveness respect responsibility patience more courage authenticity freedom um and justice love kindness um independence which is more than ten yes oh yeah [Music] yes mrs kelly what really matters to me is family integrity being mindful my health what brings me a sense of joy and happiness is my family organization adventure art my top 10 values are adventure creativity curiosity fun humor mindfulness open-mindedness respect self-awareness and self-development all right well this is an easy one for the first couple okay entrance to our our operation at the
010mountain it says faith man and agriculture the three were taught that mean a lot to us myself and my family what brings you a sense of joy and happiness those three things as well as integrity let's see i'm going to start with the top ten freedom gratitude honesty humor kindness love trust authenticity courage thank you all right so my what really matters to me is faith family not agriculture community and recreation and what brings me a sense of joy are those exact same things they're interchangeable to me you can't try to focus on what matters is what makes me happy as well as far as my 10 acceptance adventure challenge contribution courage encouragement fairness honesty safety and trust top 10. thank you what really matters to me is my faith my husband or some daughters
011parents my family friends and colleagues and what brings a sense of joy and happiness is of course my husband and my daughters spending extreme quality time with my parents laughing with my teachers with my colleagues with all of you and disneyland i think i found out this year that that's when i had one of my happy spots to just forget about stuff yes i love it and then my 10 values that i eat contribution honesty humor kindness love persistence respect self-development spirituality and trust so what really matters is family and health happiness is um my achievement as well as helping others too much authenticity contribution encouragement excitement fitness friendliness fun patience humility and support just cruise over time so it matters um i said independence love honesty and forgiveness what brings the sense of joy
012is freedom family security true friendship and self-respect my values cooperation creativity freedom forgiveness honesty independence love open-mindedness respect and trust great so what really matters to me is family what brings a sense of joy and happiness my grandkids they really make me happy um but also seeing the lives that my own kids have carved out and seeing that they're doing better at the same age that me and my wife did so just seeing that they're able to do better than what we were able to do and hopefully that just goes along and grows my common values in order trust humor justice order honesty courage challenge assertiveness authenticity and equality thank you and since i get to pick twice i'll catch roxanna okay so what really matters to me is my family relationships faith respectfulness learning
013and optimism what brings me a sense of happiness is peaceful respectful interactions spending time with family and friends watching babies kids and people grow and learn and that excitement that comes with a new experience or profound knowledge values i have caring and kindnesses together contribution cooperation excitement honesty love persistence respect self-control spirituality and trust all right what really matters to me my family my work my education and my faith what brings me joy my kids my family green when i get a chance to and my pets um and then in no particular order my values cooperation curiosity friendliness humor independence kindness respect responsibility self-awareness and supportiveness good so we talk a lot about quality world picture and we share that with our staff and with our kids and we all with what we value and
014what really matters to us and what makes us happy is what we have in our quality world picture right we want to see happy kids or people practicing their faith or valuing cooperation and trust and building that so in quality world picture we know that what we value and what we need is not always what other people value and what they need so if i'm thinking about our team and where we're coming from our experiences obviously affect what we value affects how we act how we interact with each other what we say and do on a regular basis and sometimes when you're when you have people who are different than you are or the quality world picture is not the same that's where conflict arises so when you think about even kids in the classroom
015who you know the teacher values self controls in her quality world future but you have kids who lack self-control hence that's where the stress and the conflict comes in for the teacher right and having to understand what other people value what other people want or need and we know that kids and people misbehave when you're not getting what you need or when you feel people should value what you value or if you're feeling like i mean a lot of us mentioned the respect right so a lot of the stress comes when we maybe feel that we're not being respected or we're not being accepted or contribution you know i just came from a family vacation with my kids and my son-in-laws and the grandkids and i really realized how much i value contribution because when
016everybody on the team is not working 100 to get all the bags and the strollers and the car seats and the kids out of the way at the airport it's really frustrating and and you know that energy or that excitement of this goal and not everybody shares that is when there's conflict it's like okay let's get moving somebody's not doing it right so um again i just think it's very important for us as a leadership team as a school board to know where we're all coming from to know what we value and to respect each other's values and needs and that importance of what makes you happy is super important because we all need to go to our happy place and balance you know hence the other side when you look at what is it
017that you need and when we talk about you know being balanced the love the achievement the fun and the freedom and you can put all these things in categories and if you're not feeling that love and belonging that sense of achievement or having fun or having that sense of freedom to choose how you're going to do things how you want to do things how you're going to operate or manage then your scales are tipped and we talk about like the four days of a chair if you're off balance and if you're not getting one of your needs met we say your scales are tipped and you're not the best that you can be so just a reminder that we all need to work hard to stay balanced and to depend on each other when we're
018not when we know we're off you know to be able to sing and build that trust and that um that relationship with each other to say you know i'm you know i'm not my best right now because i do have things that i value that are stressing me out that are not going so well with family with friends i think that's one of the things with teachers you know that when we can really reassure them that we understand that their families are important their kids are important and that they need to take care of themselves and we can pick up the slack and do what needs to be done to help each other be successful it's very important does anybody else have any other thoughts as we did this exercise what you just said about
019knowing our values to respect each other's core values and get to know each other and which i think you can do there's always room to grow and when we have new people coming on board you know we talk about new board members on boarding and what we can do to make that build that sense of belonging and having people feel welcomed because it is you know hard just like it is for kids to come to a new school in the middle of their you know education because parents have moved their situations have changed and hasn't been able to understand that and have that empathy and do what we can in order to have everybody feel welcomed and respected anything else we have been working um as you know with generation schools network who came to
020work with us to kind of help us just put all of our work that's in our hands together in developing we've been working for measurable objectives so we wanted to share what we developed with generation schools network and larry martinez will be here on monday for our board meeting for any questions and we probably will share a little bit on the process of the work on what he observed in working with our um the teachers who came together on the last day of school and then you know we met as an admin team and then our team went to avid so um we really feel like we have a good road map to success what we'd like to do is review it um with everyone here and monday hoping we can make changes right now
021and hoping one day that we can get it um approved and also with the understanding that it is a living document and as we grow and as our goals change or percentages need to change with our achievement goals we can adjust it along the way okay so for starters we have our mission and our vision so we review this again and we review it every year with our kids with our teachers newbies coming in the continental school community strives to achieve excellence in academics life skills and character our vision statement building for the future learning cooperating and caring and it was yeah we had added and caring for all okay so um as you know we developed our governing board goals and they're there academic greater and excellent state minority learning environment and financial strength
022so as i was thinking about the fundamental way this is us and that's going to be our theme for this year this is us this is who we are this is who we serve this is how we operate and um and we are unique and special and different because we are rural and we are small and so we really wanted to emphasize this is us the district road back to excellence and um so as i was thinking i was thinking of the four a's so we know our goal is for an a letter grade we want an a plus state recognition we want awesome characters and our kids and our staff and amazing attitudes so i was just thinking of and albert put this little visual together for us on our district's roadmap to excellence
023and i think roadmap to excellence diana on the first page it says roadmap to success i think i like excellence better what do you think going down to excellence versus success okay so we can change that later okay so as we and what we did together as a leadership team when we took our board goals and then we added our um our our mentors so in goal one academic rigor and excellence establish expectations for increased student performance as measured by the state assessment but also ten percent of continental students grades three through eight as measured by aasa who were below proficiency in june 2022 due to proficiency and above in ela and mathematics by june 2023 um continental school as measured by double asa will earn an a better grade by june 2025 so when
024we analyzed the data and looked at progress we believe that at the very latest 2025 we will have an a better grade a monthly review of vacant and concentrate data 100 percent of continental teachers will monitor weekly bi-weekly student academic progress using standards-based formatives as measured by indicating that from august to may okay goal two safe and orderly learning environment can we talk about that yep can we go back to the first one yes um i'm on the ten percent is that impressive enough the reason the reason i say that is if we took our june results this year and if we moved ten percent of our of our kids in each grade level in from a low proficiency to proficiency we would increase our overall to just under 50 in ela and slightly over
02550.5 in math um so we would still have half of our kids not meeting grade level standards in in math and english even if we meet that 10 objective well this is in one year though this is 23. yeah so this is by next june right next to the the 10 so when we did this and i would say that the thing is most is it aggressive enough probably not is this attainable and doable yes right so i think that we're not saying we're not willing to go like our goal is obviously going to be always if we can move them further we definitely will but when you talk about strategic planning and goals 10 percent is a realistic goal when you think about the students and where they are meeting them where they are
026and making progress and and what this is saying is um we'll move to proficiency and above when we looked at the data we looked at the kids who were approaching and and the kids who were falling far below and how we can move them to the next step so it doesn't mean that the kids who are falling apart below you know they will have to make more than 10 progress but this is looking at our kids who are at um what is it at approaching to move into proficiency right so that's different than the falling part below is moving into approaching and the approaching moving into proficiency is there a specific standard um on aasa to earn an a letter they have it's it's that whole entire formula that takes they give you points for
027specialized kids the information there's just no specifics as far as what exactly you would need to do aasa wise to meet that criteria within the other ones well that's where when they give us what the what the breakdown is on when they do the formula and put in all the numbers and the charts then we will know okay like our letter grade of a b we drop from an a to a b because our approaching kids we did not maximize the points of the approaching kids moving to proficiency so then we know that that's the group of kids we really need to focus on because we did get all our points in the past for special ed students for ell kids for attendance for our kids who were already proficient being maintained but we dropped
028and lost points on our approaching kids so that's where you've got to kind of once the formula comes out which we're expecting the letter grades are to come out in september then we'll be able to further analyze the data and break down where the true need is but teachers get really nervous when we put goals like 15 or 20 percent when we looked at the data and you look at okay so ms webbos when we looked at the data we looked at third grade and we look at ten percent of the kids that need to move you can find those seven or eight kids and know okay we know that these are the kids that we have to watch it doesn't mean we ignore everybody but these are the kids are gonna truly affect our
029goal in our data i believe realistically it can be not just every teacher who could move at least minimal minimum 8 to 10. if you look at the climate survey every teacher says that every student has the ability to learn every student has to ability to learn almost 100 percent on climate surveys and if we changed our vision [Music] the success um i i i would think that our teachers would not be uh concerned about raising those and having them higher and more challenging just my feeling we spent a lot of time discussing the percentage um it's a difficult thing because we're not talking about just some staff we're talking about human beings children children come from broken homes children they come from you know they don't have parents at all moving them is not
030as easy as it sounds sometimes and so when we look at that ten percent i'll be honest we started down around four percent we also look at what's realistic whether what do we put out there that doesn't intimidate or make our teachers feel like we have unrealistic expectations you're a thousand percent right when you say our teachers want to move all of them there's a difference between moving them our goal is to move every single child and to make a year's growth in a year's time all of our teachers go into it with that goal but if i'm a fifth grade teacher and i have a kid that's coming to me at a first grade level and i moved him a year's growth where is he second grade finishing second grade when you talk about
031the state testing although i've done my job maybe i moved him 120 maybe i've gotten third grade when you look at the state testing he's falling far below i did my job as a teacher i'm dealing with a real human being who comes from doesn't know where his next meal is coming from we need to make our teachers know that our goals and objectives are obtainable for them but also challenging i believe that this 10 percent is going to be a challenge if it wasn't we'd be way ahead of it realistically we would be here 70 80 90 already if it wasn't challenging it is challenging therefore 10 is a pretty significant increase of progress in my opinion when you look at business or even even students we we do believe that we can break
032this down for our teachers i'm going to be honest when we roll this out to them completely that the uh staff training at the beginning here there's going to be a lot of people that are going to see that 10 percent automatically wonder if it's obtainable we've already got a plan for that to help lead and guide them and help them understand i want to be clear when we look at it um it talks ten percent of content on grades 338 measured by that who were below proficiency so it's not the entire student population it's the ones that fell below so we're talking about not moving all of them there but we're focusing on them you've also got to make sure the others don't drop right and so that's in there as well when they
033have to make where you're trying to pull those up we talked about we look at each grade level to make sure you know in each cohort what does that look like and it's i think it's a realistic we can sell it to our teachers that it's a realistic obtainable it also gives them we hope that it gives them the encouragement that they can do it do i believe that we're going to obtain more than the 10 i do but we also need to make sure we're not overwhelming and setting a bar that our teachers give up on day one in teacher orientation because they don't feel they can achieve 30 do i believe we can do it we have awesome teachers here i do believe that we're going to see some amazing growth with the
034strategies that mrs cuevas and mrs rico and i are are presenting to our staff this year and aligning our curriculum for the first time since i've worked here i can confidently say we're going to have two good curriculums for our core subjects and the first time in 15 years there's a lot of great things that are going to happen but we need to make sure that our teachers feel supported and that we're setting realistic expectations for that and i think steve you you hit it when you said we're only talking about the 10 who were below level so we're not talking about the ones that are already meeting the world so that will definitely increase our shall we also in tandem have an expectation on math growth so this is our connectivity movement yes sir
035even more than the absolute ada essay so so this is district goals when we talk more we have site goals right so this is based off of your district board goals that's where these goals are generated then we will have more goals that will be rolled out for our staff that will help lead them to meet this goal so there's underlying goals and a definite part of that you'll see later in the presentation we have stuff in there about and and map is hard and we'll talk about that in a little bit too on how we saw how the reports come in because it's diagnostic so it doesn't ever tell you how many kids reach proficiency it tells you how many were expected to grow its expected growth not based on proficiency versus the state
036assessment is on proficiency levels right so we do have to have two separate ways of looking at the data and analyzing growth versus proficiency but part of their calculation is growth from the student from one year's state test to the next which is going to be interesting this year to see if they even though they didn't use last year's state testing as a to come up with the letter grade if they're going to use last not this possible year but the year prior state testing as a baseline to find out to make to do their calculations for girls because i do believe they're going to release the letter to have these grades days that they're expected to come up in september okay and safe and organized learning environment we have 100 of continental staff will
037implement the positive behavior intervention support system to create a positive social emotional environment as measured by quarterly discipline reports student climate surveys and frontline domain for evidence through the 2022-23 school year a continental school will work with state local law enforcement agencies to conduct an annual free security audit i don't know if you need to put the word into the better um increase the safety and the use of technology student digital driver's license student cyber security will be earned annually for all students so at the beginning of school year there's a there's like nine lessons on cyber security and technology that kids teachers have to go through with their kids and then they earn their digital driver's license to be able to take their chromebooks home and um so that will be something that we
038do annually and then teacher technology usage form will be signed annually by staff also in policy there is a technology forum that teachers should sign that they're going to use district um technology there's a lot of people who have been fired and who have lost jobs for misuse of school property in terms of chatting and google chat and emails and that kind of etiquette okay oh any questions on that one so if you recall our district goals this is what we want to put on our website okay so this is what the public will see in terms of overall general how what our goals are and how we're going to operate what's our timetable for the security of it so i put annual there so that we would know and obviously it would be done
039summer and fall each year we've already completed one agency has completed theirs um one branch within that agency if you will um and at the end of the meeting this week is going to carve out some time for me to kind of talk a little bit about their suggestions already moving forward as you know there's lots of different things so we're looking at the bomb techs coming in we're looking at swap coming in but every single pima county sheriff deputy who is on day shift has had a complete tour of the school so far this summer and we're looking at having sarita's pd do that as well before school starts and their sergeants have come through and given us suggestions along with them do you want to put prior to the beginning of the school
040year each year or by you know if possible i think that's smart to me to me it's one of those things that it's ongoing they've all evolved is ongoing um and we'll always continue to look like mr greg talked about one that i wasn't aware of so we're going to add that one i don't know if we'll get it before school starts but the trust our insurance company comes and does audits as well so to me it's we'll schedule them as often as frequent is available it's not always realistic to get them done before obviously there's that's a priority right and and their preference and that's why we have many of those already scheduled and i've already done one since our last meeting um and so we continue to schedule those and have those so
041we're kind of at the mercy of the agencies as well you are at the mercy of the agencies the other thing that i like is to have them come through when we actually have students here because that really drills down on our policies being followed and not that's where some of the you know the agencies when they come in they get to see an action versus an empty hall of show i can say anything i want about our campus when no one's here um you know because they don't see it but when they see it in action they can see those weaknesses with our staff and our students on campus and have a better recollection so to me i like both having some come from now but then having that when our campus is operational
042currently using all strategies that we have incorporated right the visual of just seeing kids running around the whole parking lot you know how they interact at the end of school beginning of school recession um every year so the kids can practice the true lockdown i don't remember doing the cold war girls and i can make in transportation we're working on the evacuation drill so if something does happen uh and myself and your ladies are working on taking all the buses and get the kids off campus now that's also what works so do you want to add it says annually but do we want to add maybe the initial one by first quarter well i i thought that we at least we're gonna make it a big effort to have one completed before we started just
043to see if we've got any significant things that need to be addressed before our kids come back yeah and that's what mr baker has been working on and he'll share that our primary law enforcement agency has already come in and done an evaluation with with their with the local force so and that's our primary talk a little bit more about this yes sir okay and there there's just to be brief but there's some things i probably won't mention in the meeting because since we talked about it it exposes potential weaknesses that may not be fixed yet so that's something that we can set up executive session or things like that but i think we can all understand that when we're talking about safety there's some things that we can talk about for you then there's
044some that we need to protect in our financial strength they fundamentally maintain some fiscal stewardship of financial resources financial district leadership team will monitor expenditures of federal and state grants to locate using a google monitoring spreadsheet during the 2022-23 school year so we will have that and when we meet it's obviously a google doc that we can share with the board governing board also in terms of helping the board see what we what we've allocated and what we've actually spent and where we are with the resources and spending regularly monitor audit findings continental district leadership team will meet monthly to monitor procedures enlisted to address material weaknesses so i don't know we talked a lot about that on saying you know we're we're never going to have a perfect audit you know that so i
045mean we're still kind of struggling with how the board feels like this should be written the critical element here is is the material weaknesses that's the critical element because that's the thing that can lead to misrepresentation on the financial statements for the public you know if a certain expense voucher wasn't processed properly that's going to be pointed out in an audit but it's not a material weakness and and you know my my major problem with with bullet points one and two is those are activities they're not goals to to me a goal is adherence to a budget that we we follow the budget a goal is no material weaknesses these are just activities so our goal is to maintain sound fiscal stewardship what does that mean though what does found fiscal stewardship of financial resources
046mean what does that mean to you it means adherence to a budget okay that we follow the budget that we establish at the beginning of the year and do we do that is that something that we need i mean that's what we do but that's what our expectation is but yeah i mean we follow our budget um does our budget get adjusted throughout the year absolutely but are we over extending our budget absolutely not are we overexpended in any area and we shouldn't do that that should be the goal those things that you just you just mentioned all this talks about monitoring expenditures i i think that's the main change though is it's it's more of a instead of it's a me and roxanna conversation this is an entire administrative team conversation so expanding that
047knowledge base from just roxanna and myself so mr lane okay now i'm just explaining what what that what that goal actually is on the audit findings we can monitor this stuff all through the year procedures and addressing material witnesses but if they show up again on the next slide have we met our goal he said it may be a nuance roxanna but you know i think our goal needs to be no material weaknesses because that's the integrity of the financial statements themselves and that should be our goal there's no no material weaknesses this is an activity to make sure we meet that but the goal is zero so will the goalies be specific measurable attainable so that's where i where we're talking about even going back to the ten percent goal for the student progress
048right that's a great goal it's a great goal specific is measure right so but is it i mean we can put 100 percent um continental will be we'll have 100 will have zero material weaknesses i think that would be great i think that's a great okay is it how are we going to measure it the next product comes out we don't have any material weeks and we're going to meet monthly to monitor everything and to address anything that was on there before and make sure that we're not gonna have any uh on the next uh but even then it's not that the next dog is the next two on it's because if you were doing something incorrectly i i i i'm just arguing with some answers okay so we we can put here continental by
049i mean we can say by the end of the 2022-23 school year continental elementary school will have zero you could do you could do it just in your in your in your bullet point right that's right you just put regular monitor audit findings to achieve zero or material witnesses leadership team will regularly or meet no monthly or overcomplete to monitor procedures invested to avoid material weaknesses do you want that richard enlisted to avoid material weaknesses or you wanted to say i would put it in the the bullet point itself yeah regularly monitor audit findings to achieve zero material weaknesses or something the board goal in black what we're doing because this is the we can change them it's just because the board goal initially when we wrote it was regular to want it audit finders
050to address material weaknesses that's the goal that we came up with now here [Music] and just to raise that continental district leadership team will meet monthly to monitor procedures and visited to 11 8 material weakness okay instead of a void eliminate the big thing there's not really a timeline so if we're talking two years out like you're saying i would just put it in december and then they'll come back in january february to finish it up and it's usually done by march okay um what do we want i know you mentioned the first one what are you thinking for um during churches to school here to ensure i'm okay i i um i just think uh you know maintaining found uh sound fiscal stewardship of financial resources that's fine um you know we we just
051need to make sure we're following the budget and adhering to questions so that's fine and because we can put a financial distribution team we'll monitor expenditures how about we save will adhere to approve budgets right and we'll monitor expenditures does that sound better if we put that there though that that limits me from being able to move funds from one spot to another because the budgets they approved are not going to be what we'll adhere to establish annual established budgets i mean because that that's not saying it's not gonna allow you to move because what you move comes to the board for approval no the only thing that comes to the board for approvals are the proposed budget at the beginning of the year and then the adopted and then you know we have you
052know contingency funds within there so that's going to adjust that budget throughout the course of the year right so i i see it as tying the hands of the finance office by saying adhering to the budget if we adhere to budget expenditures budgeted a state allotted budget that allows for that movement throughout the course of the year why did we submit a budget to the state in all the subcategories all salaries benefits capital outlay everything else and we submit those numbers to the state if we change those if we move from one category to another are we not changing the budget yes we are changing the question that we have submitted and it is allowable by the state to do that they want to know okay you've got eight million dollars budgeted where do you
053think you're spending it the only thing that they're really concerned about is one that your budget's correct that you haven't over budgeted they don't care if you've under budgeted because that saves them money they care if you've over budgeted and if you haven't gone over that allotted amount by the end of the year well one example is the grant that we received for summer school because we had budgeted and submitted to ade for summer school payment for teachers out of esser and title one what we put it out of title one and out of esser and then we get this grant so now we're gonna do journal entries and we could use the title money that we had allotted for summer school because summer school was paid for we can re adjust the budget through
054revising the title grant to say now we're going to use the funds to pay for an additional parapro if that's what we choose to do and that's an allowable thing to do so it's just kind of just leave that but i want to make sure that you know we're that everybody's okay and that they understand why we're doing why we're giving it or why we're adding or changing i just have a basic underlying concern maybe i'm completely off base that we can move money from this account to this account to this account with freedom without any board approval i i am concerned we could move money from uh from from supplies into salaries [Music] according to one we could move money from salaries into supplies we can't mess around with restricted funds but within mno
055we can move any money any way we want to based on what you're saying without board approval even though the board has to approve the initial question that bothers me so and i think that's where i mean when we talk about trust and we talk about knowing i mean you have hired us to do our job and ensure that we're policy following policy protocol ade state requirements there's so much that has to go into that where i'm thinking if let's just say we're we know that we're getting like just in terms of i mean we we have to it's like your own budget at home it's like you could budget so much on your home budget in this category but if something goes wrong you have to readjust adjust your budget right to say this
056is where we're gonna stand i just so i think that's and i'm glad that you said that because that's you know when we talked we're like we're not sure what the concern is is that we're misusing funds that we're understanding over spending not using it where we've allocated and when we talked to esser because we had an answer monitoring meeting that greg and i had to meet with ade and they wanted to know you know what were the major expenditures under um that you determined because of colby what are some of the um it's much easier for federal uh grants and things of that nature because those all come with strings attached that are monitored right uh and again if we get you know you know this board never approved the nester grant yeah i
057mean if they came to the school from the feds we didn't approve that right because you trust that we know districts who still have not had their best or funds approved because they can't get it right and they can't satisfy adhd we still have to sign the vouchers so we're still approving the expenditures of those funds even though it's different than what is original kelly i agreed with you on that but when the district financial report comes out and all of a sudden the numbers are significantly different than what the original budget was approved at then there should be a paper trail well there would be a there would be a paper trail but you know i look at the vouchers each month i'm not adding all the vouchers up to see if they're in
058compliance with a certain expenditure okay so and with that in mind we've talked about how can we help you know the board understand or you know we talked about doing a monthly budget meeting where any if you want to come in and meet with greg and i to review the budget prior to the board meeting so that you have the information that you need um so that we can avoid these conversations in public with you know at our meetings so right and i would like to think if you've got to move something from a to b d e that's significant or something it's not going to happen in the silo that you know there's always great will to say hey we had to i don't know get a new heating and air conditioning unit that
059we didn't budget for so i had to take some money from over here and move to over here you know things like that because i i mean you're so transparent it's you know at least in my perspective that i really appreciate that and like kelly said the purple part is to make sure that it's not going into account stiva and i think we've gotten better on our agendas on saying this is coming out of mno or this expenditure and you know we can add you know if we needed to put money into capital for whatever reason or we need to move money into salary in the explanation if that would help and then at the end of the year we have the proposed the actual expenditures to in each category so we know what was
060under budget what was over budget it should all shake itself out wouldn't it yeah there's a happy meeting here somewhere because we cannot as a board breathing down everyone's back here and say did you press that not that high i get it on the financials yes we have to make sure they're correct but the day-to-day operations there's no one on the sport that has the time to come in here and you certainly wouldn't want it either it would ride you guys crazy uh it's not our job to micromanage it is our job to make sure that we're headed down the right path and that expenditures are appropriate and frankly we should hear about things like that if he has to move 10 grand from a to b because of this reason we should go about
061it but i don't think i don't think we're here to to be a safe stop unless you're if you're moving anything over a 20 bill we want to hear about it i think that's first-class ticket to a stagnant environment where you need nothing to accomplish but on the other hand we have to make sure things are correct too so there's a happy medium there somewhere well there's there's so many layers like the approved budget as signing all the vouchers and then the final report what was budget versus what was actually spent they should all balance i think generally it's been fine i don't have any major objections as long as there's an open line of communication why something happened and then we're not looking back six months and saying why did that happen and why
062do none of us know about it right that to me would be a red flag and that would be inappropriate but you know i think we either trust them or we don't we trust everyone in this room to do the best job that they can and i don't know i just think that we and when i was at asa also i talked to a lot of different superintendents and talking about our conversation about contingency funds and where do they put them and it's technically up to every uh business manager to put it where they know it's at very well everybody had something different and they talked about that church that switch of a new business manager coming in and you have the business manager who has added contingency funds in every single category and the
063superintendent never knows where the extra carryover funds in case of an emergency are work to we put it in benefits or we put it in um you know transportation or we put it in so everybody does it different which is frustrating also because when i try to get direction from the other superintendents to say help me out these questions are coming up everybody has a different way of doing it are they all adhering to the budget yes are they all moving money within their budgets yes which which could easily be solved if we had a reserve fund we wouldn't need to hide money from here and here and here it could be in a reserve fund for contingencies and we would know what is there we would know the amount as opposed to say well
064we've got a little in benefits we've got a little bit in food we've got a little bit here to the state department and tell them hey this is a problem because they're the ones who determine where what the categories are and where we put money they just need to add to their total i mean we're getting off the subject here about this and that's a subject that's a subject for the budget yeah and so for that okay so we're gonna agree to leave it this way but we understand what it means and what our expectations are okay so then when we talk about this is us the districts world map tech so it's talking about the things that we need to work on is instruction leadership our systems and our culture in our school and
065when we talk about you know not it just not being about academics when we met with our teachers and we talked about why is it that our kids are not achieving at the level we want them to why is it that their behaviors are the way they are why is it that the parental involvement is where it is we had them just brainstormed on what they thought the problem was just brainstorm and then we put it in is this something we can experiment we don't have the answers to we need to figure out some possible solutions or changing the systems we have in place is this just noise in the system that we need to be aware of that we need to protect so when we this is coming from our teachers from our staff
066right so noise is the system that needs protection they said parents are busy and don't have the time to even read emails or texts staff are disrespectful during assemblies such as this one continuing to have sight conversations when speakers in the front are speaking morning announcements are way too loud with a lot of static etc very unpleasant to the ears parent view how many parents even log into synergy mail miscommunication interruptions during the school day meetings run on time parents don't take responsibility at home homework meeting etc education isn't respected how do we create a mutual respect environment um site conversations during staff meetings different perspective who's right who's wrong we are raising a bunch of um too tender parents taking side of the child instead of the teachers students student and family input students
067and families too much social media for students and families and then coping so these are things that teachers feel is a problem and it's noise in the system is things that we really can't control right we have to we can try to protect it and try to fix it sorry could you say that again sorry siri experimental like things that we don't know that need trial and error so we talk about cumbersome communication process when reaching out to parents too many avenues for info weekly news emails robocalls google calendar teacher word of mouth hallway meetups student word of mouth expectations are unclear and inconsistent throughout the school too many avenues of communication too many options for communications too many options and yet i mean these are probably teachers who want freedom but then when we
068give them freedom it doesn't get done or too much communication i've never heard that being a problem um oh yeah great areas um there aren't clear defined rules or um but we don't i don't can't read that electronics in the hands of students at home and at school are distractions no curriculum available in all subjects lack of team projects assumptions disrespect among people why because we don't know each other very well lacking collaboration everyone's too busy to get to know each other people teachers parents students isolated during covet forgot how to interact nicely parents don't show up reasons they're tired they work too many fundraisers family input teachers don't mingle staff is excluded in many ways people think it's not their job parents need help no time for the kids at home we are separated
069as a staff and is trial and error worth looking into we work too hard and don't play enough as a staff community building between staff and admin is missing wanting to keep parents at arms made lack of trust lack of better communication directions on what is expected confusing directions welcome parents that keep them from your classroom during drop-off cell phones to call parents staff is exhausted emotionally exhausted year due to combat teachers are constantly creating from scratch programs no time for extras so this is our teachers our staff in what they're thinking and how they're feeling granted it's at the end of the school year and when i mentioned that our climate surveys that we have happy kids and happy parents for the most part and you can see the toll it's taken on our
070teachers on where they're feeling the stressors so as a leadership team we take all that feedback right and we know that we need to work on these four areas the systems and the culture as we can't lose sight of the instruction and it goes back to that balance and their values so we have to balance this as well so that teachers do feel a sense of cohesiveness do feel supportive you know you have the teachers who want the collaboration and the fun time but yet you have the teachers who don't want the collaboration on time and they just want to be left alone so that they can find their lesson so we have to balance it for all right to make sure that we're getting a good result okay so as we talk about instruction
071and this is what we're going to go over with our teachers we talk about college and career readiness positive peer influences goal setting and monitoring and rigor for all and just so you know for each of those points we already have what the action steps are going to be as well as the why what's the rationale behind them on another presentation so that way we're going to be going spending time probably just a day for each of these four domains on instruction and what does that look like what's our roadmap for us to be successful towards excellence systems site and district teams equity and access professional learning and collective agreements and collective agreements is a nice way of saying the non-negotiables leadership distributed leadership transparency mutual respect and communication and i think that distributed leadership
072is really one that you know i work hard to build that sense of trust with my team so that they can do their jobs and we distribute leadership when we talk about you know diana steve they went to avid conference came back super excited the three teachers that went are super excited about it but we have to build capacity and it's not just diana and steve that are going to make avid be successful those three teachers that are excited have to share that enthusiasm and that excitement and their learning with their colleagues in order for everybody to get excited and for it to become part of the system and the culture of how we operate so that distributed leadership and when you look at the values on the contribution you know when you look at
073the post-its that say tell us what to do no i want you to contribute an idea and your boots on the ground you tell me how you're going to do it you tell me what idea you have and as a leadership team we're going to be right behind you and we're going to help you see it through and make it happen we're not going to be an obstacle in a roadblock but i think teachers you know prior to me being here this is my sixth year coming in and i hear it less but i heard all the time just tell us what you want us to do and i'll do it i'm like no because you need to have an idea and you need to know how to reach your kids you know where they
074are i don't know where they are and what they need on a daily basis so you tell me what's going to be effective okay culture high expectations for all positive state learning environment and family community involvement okay here's our smart goals that we talked about so these are these are our goals we need to have how we're gonna we know what we want to do for where we're starting our starting point is but what what are we working towards and this is what our focus is going to be it's very clear and this is something that we discussed with all the teachers before they went on summer break they they helped guide us in this in a direction so and they're excited about it they're excited to see the work that they've also been a
075part of and contributed towards what our goals are going to be so there's clarity so it's not like all over the place okay teaching practices this is what we expect teachers to do the collective agreements learning standards and objectives accurate content and real-life application classroom environment rituals and routines blended and rotational learning student engagement student grouping progress monitoring and assessment differentiation observed student parent feedback loop and professional learning communities the plcs to have those conversations on wednesday about teaching and learning what a professional learning community well i'm glad that you asked because i've been thanks a lot is based off of our smart goals it's everything we're going to do throughout the year sometimes people will say you'll hear school or districts say we're doing plcs and we're doing a book study that's not a
076p it could be a part of a plc but a plc isn't something that you can just buy it's a philosophy it's the work and the time that's going to go into it but it's intentional it's it's cooperative we have cooperative learning communities where the teachers might get together and say okay what are we going to be teaching in this unit what are the copies we need then you have the collaborative learning communities which is what the plc is is where we're like okay let's go back to our smartphone where are we on with what we're with the end game where we want to be in may what are we doing where are we at bi-weekly check-ins checking in a plc isn't just oh we do our plc's on wednesdays it's all the time it's
077ongoing it's that collaborative talk to see where their students are and that's what we're so excited about heading into this year because we feel like everything is starting to go into placement uh superintendent rico was going over what the board goals are and then they tracked down we worked on what the district goals are now it gave us what are our cycles going to be and i know when we were at the avid conference we had a lot of time to speak with the teachers that were there with us and talking to them about us they're so excited because it's narrowed down what we need to get done for the school year and they know now that when they meet and they talk and they discuss it there's a purpose for it what's the purpose
078here it is this is what we're trying to do how are we going to do it and then the rationale behind why so all of that's going to be very clear plc's when i was a teacher they just said everyone's doing what we need it's a plc that's not what a professional learning community is and they just we don't even need to tell teachers if you all see it we're meeting and this is what we're doing because we're working towards our end goal sometimes when you say we're doing the plc it's like oh it's something else they're tacking on to us but it's not it's but that is what plcs are yeah i love it the great things about plc's is they don't cost to operate like a lot of things that we bring in
079um it's just kind of the how we conduct business um it's a roadmap but it is it's free nothing's free anymore they can be really amazing i've worked at various schools where plc's changed the culture and we started like kind of said we started with a book and not really knowing why we're reading this book but like okay we're gonna do it because that's what you know we need to know and by the end of the year for my experiences specifically like it changed the culture of my team and so it's a really great strategy when it is effectively used and i love hearing the ideas that are out there because i think it's going to be great just one more point as a teacher when we plan and i tell you like okay unit
080here oh we did that last year okay what pages do you need we're going to make these copies we'll do these worksheets oh we're going to have them do this activity that we did last year no what if he comes is it's up in the ringer and it's saying okay we did this but based on the students we have based on our bi-weekly formatives what should we do to make this lesson better than we did here before it's that it takes it deeper yeah so there yeah and it's also people have buying in and having those courageous conversations and everybody understanding the light we're doing it why it's important and happy that that mutual respect and to contribute you know a lot of times you get people who just sit back and are just like
081i don't think this pertains to me well yes it does because we have the data right here in front and how are we going to do things differently and also because their contribution is valuable to the excellence and success of the students and the light bulbs will start turning on and they're going to start getting even more excited about what we're doing it brings in that team building velocity through the okay this is what we did last year oh but i did this a little differently oh that's a really great idea let's do that and change it and modify it and there's just there's so many possibilities to it and it's that trust factor too that you i mean we have teams who don't really know how to team and this is structuring their team
082time so that they're so it is productive right so it's not just a pitch session or it's not just so it's unfiltered where do we want to go right we're going to have professional conversations about teaching and learning in my business it's called adaptive management as you go you adjust the knees as you see that drive down yes just because it worked last year on group a doesn't mean it's going to work this year on group b or hey this was really cool maybe we could implement that over here blah blah blah blah when you're tracking down to the granule level using all these results how does that affect like the social studies and the science teachers where do they get therapy so for social studies and stuff well that's the thing that we have
083talked about for nwe math we need to get the science component for that because they do have the component for science on the end of baby and then for social studies and science as well they wrap in for elementary school into the new curriculum we have benchmark events so it intertwines within the writing for eastenders but our our goal as a site would be hopeful that in the future we could get a full-on science curriculum and social studies take up especially for our middle school that would be the next step too because yeah they're going in between the state standards and creating as they go i think that's great that it's integrated yes you know there's so many different things you can learn about while you're doing this and math you could be doing something
084complimentary in social studies or science instead before well that's where the project-based learning comes in and happy to do that cross-content collaboration because social studies teachers need to know the reading standards and the science teachers need to know the math standards and vice versa um and like i was sharing we talked about i didn't begin this disruptive thinking in our classrooms and talking about things that we have to stop doing the drill and kill you know kids don't learn that way they don't learn when they're in rows they don't learn when they don't get to collaborate they don't get they don't learn as much when they're not creating when they're not sharing when they're not talking when they're not presenting and this is huge i'm talking about the importance of plcs and teaching teachers they
085have to they have to start shifting how they think and how we're educating kids because we're gonna not not intentionally cause a bigger academic gap for kids if we don't meet them where they are and change the way we're doing things so i have one last question on the second okay is this also going to help the grades interact more so the second grade knows what they're expecting in third grade and all that that's one of the big things we've been talking about is looking at both um horizontal and vertical yeah and so a lot of the avid concepts as well as plc's both of those really just scream and preach that it's not just like if i if the three of us are third grade teachers that we need to collaborate here but we
086also need to collaborate with second grade and fourth grade um and then fourth grade needs to boundary with fifth grade fifth grade needs to collaborate and so it's that looking to horizontal but also the vertically up and down so the continuity of the education is consistent like within our grade level but also from greater grades so we're not missing pockets you've heard me say this many times but a lot of that is we've had a long ways to go because we needed a consistent curriculum that allows for that to happen now we have that and so this is the perfect timing for us to go into the next step because we have the curriculum that is built designed to go from grade k to one to two to three and make sure that we're getting
087through that curriculum and not leaving gaps but also make sure that we're not just teaching through it and leaving kids behind which is why we're really pushing this here um the teaching enrich program so that we're not leaving gaps but then the kids that are get bored that we're also pushing them right that's that enriched component of that so that's it's all this is the perfect and we're really excited about this coming school year yeah i don't know if you could tell by mrs so it's just and then to kind of go back two questions ago in your three questions series um the state does do evaluations for science but any interest in eighth grade those results we haven't end in high school as well but as far as we're working through here um those
088results have not come out yet for the past four years um which is they take it before the asset so and the kids usually do really well on the science assessment so they should factor it into our letter grade and as far as as far as social studies goes there isn't anything at the state level we did have the opportunity this year to participate in the nate the national assessment deal which those results haven't been given to us either because they're doing the entire united states they take and to see and we got selected our eighth graders we had some lower grades that were selected for like reading writing math similarly but our 8th graders got picked to do social studies it wasn't even social studies it was civics so the concept is civic so
089we're excited to get those results as well when they come out but that takes longer because that's a national um publication that comes up so let's just explain what professional community is this wasn't as entertaining and there's expectations but it's there's a lot more expectations in our staff handbook but these are just more having to do with our pbis and helping the students with behavior management goals and expectations greeting procedures we want to make sure we'll talk with our staff about this that it's more unified all across our campus that they'll stand at their classroom doors and greet the students and some of them are you know getting last minute things prepared putting stuff on desks the students walk in they're getting them but we want to make it part of our environment here where
090you know the students are created as they walk in them so and then they know that they have their updated daily objectives on the board procedures in place for smooth attendance taking in the morning we need to make sure that that's done and then setting the tone for the day that no moment is wasted as it must be used for learning instructional shifts teachers seeking to engage all students link learning to life relevancy prepare students for success in state saturday's assessments instructional state standards should be consistently considered when planning and delivering instruction and then classroom setup just things that we need this is going to continue to be added on to on a different site because we're going to be presenting this at our kickoff and through our pre-service needs but these are the main
091highlights and that's where we're at are you going to do any more used to just felt pre-coded more like having the colt out there of course outfit and music and balloons and bubbles or whatever that might be you know when they come in especially on i know kelly and i've talked about it i mean testing days let's make those days fun you know have a horrible name when they're done there's a movie i don't know a movie or real pizza or you know just something yes fun funny celebration and you might get more participation from parents here's your project can you sponsor the music next tuesday is that sound my way she doesn't necessarily want to be ptc when we talked about doing going back to the friday flagpole you know that's building that sense
092of community with our kids that we stopped this past year basically no assemblies until fourth quarter and those were pretty limited um the students missed those greatly you'll even notice that on splash day we actually drop back a student versus student basketball game on the last day of school that was purely a student request that they felt chaptered that you better remember basis kids don't have any assemblies for any parental involvement or anything like that social skills is a great thing as well and so that's our students have requested those types of activities um so definitely those are things you know one of the things that that we've been super proud of in the past is doing as roxanna said the flag day where on the friday to close out our week um the start
093of that morning on friday the entire student body goes out and does the pledge of allegiance to start the day instead of just the intercom legible but we actually meet around the flagpole and it really embodies that sense of community that continental has come to stand for um and also the the patriotism that we as staff and administration and students show um coming to talk about flags we had a guy one year that we met at the bar who came when i say the bar it's our stop to remember and uh [Music] he's a local here in green valley and uh and you know yes we we hope to go back a lot more to those types of activities we also heard our teachers request have asked to balance those so in past you had
094so many assemblies awards assemblies and so many of these things that it actually starts to be a draw on the academic time so it is definitely a balancing act if you will what is the right amount of that social interaction versus what is too much in there for taking away from academic uh time and that's when we'll always continue to try and find out that right to that sweet point the only word to break down the awards assembly so it's amazing and then we're eight so they're not sitting there for the whole school assembly and something we did during philbid that we may actually stick with we want to talk to our teachers more about it instead of doing it k3 is we actually took them into their pot area they came inside on the
095floor so you're just spending time to recognize within that grade level and not bringing a whole school-wide assembly so you're not sitting there for eons but there are times where it's good for their peers that aren't integrated to see their accomplishments too so really focusing on some of those and but as far as cult of the month recognitions those can take an hour to two hours to go through the entire school for everybody but it only takes like 10 to 15 minutes but it's just in the cohort so by doing that it's a lot more manageable once a month that 15 minutes versus two hours so some of the time to get 600 kids into in and settle 10 to 15 minutes yeah so good good okay that can take a five minute break is
096that okay five minute break get some water get some more snacks [Music] what happened i last finally thought there was too many too many russian bonds yeah too many bucks i mean your post on court this morning the dance moves are amazing amazing [Music] that backflip though that was the best part of nightmares and how most of his buddies said said all this is this is the dumbest idea i ever heard a couple dudes all right oh [Music] oh do you want one [Music] i think you forgot how to get there [Music] your high school kid boss welcome to teacher okay right out of college yeah oh you know but he's excited like he's like and help me do my homework both of my kids [Music] yeah really excited to be a part of the
097team with them and i [Music] did you guys if you can you and mindy share these i'm not really a big fan of mindy but i will if you want to okay thank you he likes me or you could pull them up on your computer too but there's uh okay is two weeks ago [Music] yeah 18 is approach it was like some of the sprinklers were broken it was all flooded yeah for sure yes that's what we love so we can we can get started she brings it right back here um hopefully you've had time to look at the climate surveys and the comments we did they were on june meetings so you can see the comments we i did mention that we would have time to discuss and ponder some of the questions or
098um i think as we as you read the comments you'll notice widely made some of the changes that we've already made i think one of the things in the teacher comments was the fact of you know mentioning albert's name actually in terms of his lack of ability to be the technology instructional technology coach which is why we have and we already have known that for a couple of years that as we're growing one-to-one we need somebody who can put includes on the ground helping teachers and kids navigate the curriculum so you know he was very obviously very hurt by the comments but i'm like albert this was to be expected because we've had these conversations all year and we've been trying to explain to our teachers that you can't possibly be there helping them every
099minute of the day i saw the comments more as a help to him like he's being spread too thin and in order to succeed he needs to have a focus right and so this is going to help him succeed in his instruction event right and and that's why i told him don't take it so personal because you have stepped in to help us in an instructional realm way that isn't necessarily your strength and your will house but he's embraced it and he i mean him taking on habit you know normally it's principal bed but but albert took the initiative to say this is going to help our school and this is what we need and let's get the ball rolling with this and bringing deanna and steve alongside so that's just one of the initial
100thoughts that i had and i just want to hear from you on what you think i think when we talk about surveys and climate surveys and i review the climate surveys with our parents our parent advisory we'll review them with our ptc we review them with our students and our student advisory and we share information about the climate but i'd like us to think about you know questions to ponder how do we become a cohesive and a cohesive team in terms of the board team the leadership team the teacher team right the staff team how do we provide a unified front because i picked that up in the surveys in terms of you know the the stress or the conflict that people feel is happening um and how do we eliminate the noise in our
101system that parents and teachers feel was happening i've had i had a couple thoughts first of all a lot of that feedback was like communicating with parents and not getting enough of parents this marinade used class dojo last year and david and i have already said like oh my god what if her next teacher doesn't use class dojo like she could get a response from both of us like at the same time um we really liked it very good things that they did that's really all she used it for there were like little awards that she would give okay but i think that's kind of meaningless so i told my first friend ms miranda said you had good listening ears today i mean i guess it's good for me to like reaffirm that positive behavior
102or whatever but uh the communicating with her it's really really really nice it's very cool it's it's a really nice way to get that immediate response from parents my daughter uses it she's uh going to be a second grader uh her school uses it and it's a nice way to get a response from the parents and as a certified staff member like i don't like giving my cell phone number out to parents right but it also helps eliminate you know just an extra thing because this is like you can do like a email blast out to all parents at once and it goes to their phone they can go to their email but it goes to their uh like one example is she was looking for uh more chaperones on a field trip my husband
103and i both texted her back at the exact same time and said my wife will say i will do so that's something like the systems that we have because synergy platform has the ability for that to happen too yeah because we have we have our website gap has a way for teachers to send messages to just the classroom um and to certain you know bus routes or to certain grade levels but that's one of the things like there's a lot of different ways so we do have to sit together with our teachers and come up with okay are we all going to use class dojo or are we all going to use synergy or are we all going to use like the robocalls that go out the problem with that is that everybody with telemonica
104can you send that robocall out can you send that mobile call can you sit out and teachers should be able to send out their own calls coaches should be able to send out their own it shouldn't fall all on one person it's just confusing off the website it's like three or four steps to get to something yes that's why i stopped doing it and texting i just go primarily off my cell phone in text because it's too confusing with the steps right so so that's where we have to decide what is going to be our communication system so that as kids go through our system ka it's universal and parents are having to learn a new way every year i i like parent view but i've never not had like buggy issues with it i
105still had trouble getting addie registered through school through it this time and it seems stated our parent and then some of the teachers use google more than others like google classroom like it's not all put their assignments all in the same place sometimes you got to dig for it in the notes or there's a google email to the kid or something so those covers these conversations are exactly what we're going to talk about when we talk about our systems and we talk about communication not with us but that's where we meet with the teachers let's say okay let's talk about parent-teacher communication we know there's a lot what are we gonna do and collectively let's come up with you know what we're gonna agree upon but i'd like to hear the teacher's feedback on programs
106like class studios because from our end it is very very confusing it goes back to the comfort teachers who have used class dojo because how many teachers do we have would you say we use class dojo probably eight in elementary all the second grade does miss mills is going down a second so i'm sure she'll use it but fifth grade uses class dojo or used it and then so part of that will be you'll have 40 other people say i don't want to learn something new yeah this is working perfectly fine for me i love my google classroom i love peer review and don't make money with what i feel so that's kind of where we are with that text thing is so much stronger than emails and robo calls i mean just for 20
107seconds i was trying to get people to come to my emails last emails said okay we're gonna call you take the top of the list i'll take the bottom and you're not getting anywhere i was in the doctor's office waiting and i just looked and started texting people and out of the first ten i got eight responses like i didn't care what the response was you know you just want to know you got it you know that they said yes or no but at least you don't seem to be communicating more via text quicker yes and it goes back to that um disruptive thinking because even the mobile calls come in as a 866 number and you have so many people who are you know the scammers that are calling but yeah it might be
108spam so i had to save that number under continental call but we have to teach our parents to do that so that they don't ignore the call you know my dad had the heart monitor on and they're starting to call me at two three in the morning because my mom is getting called at two three in the morning and she thinks it's a telemarketer so she turns the phone off and then my dad's phone's going off and she says turn down the volume and they're calling me and i think it's central alarm and that the wind tripped the door which happens often and it's four in the morning and i finally answer and the lady says thank god you answered your dad needs to go to the emergency room because we're getting a bad read
109on his heart monitor and i'm like oh my god but i'm like mom you have to answer the phone well they're telemarketers obviously they're not but that's what our parents think when that number comes through and they don't answer and they don't get the information so we have to like mass send out this is the number that will show up save it in your phone as continental and please make sure you listen because it's important thank you my other thoughts from the climate surveys was there were a lot of recurring names teacher turnover was a lot ethan you know your miss fanning and his flowers have been here forever seeing that teacher turn over it's hard on them too it's hard on everyone it's expensive for us and i think that's something that we need
110to keep an eye on and just when we get the opportunities to avoid it we should um a pro that came up a lot was that for a small school they like worked for a small school it's in the family field um which is wonderful and we'll probably always stay relatively small but that's not something that we can control it's something that it's just situational it was a gift to us and we can't take that for granted and lean on that too much um and again my theme is is looking at ourselves more as an employer it's been brought up that there's not as many people getting into education less graduates there are nice seasoned teachers who still have a lot of years left in their career who are choosing to leave the industry so
111we need to keep in mind that we need to be a competitive employer not just a school um i really love that our 301 committee gave themselves so many hoops to jump through to earn them those 301 funds because they definitely had their priority was how can we get these funds that benefit the school as much as possible too and it definitely benefits the school um and i brought up with how much pushback you get when you're interviewing and you said as long as you know you can explain it to them then they get it but i worry about how many teachers have you not had the opportunity to have that conversation yet because they're turned off by just a base salary um so i don't think it's anything to change right away but i
112think it's something that's going to have to change in the next couple years we're going to have to make our base hours more competitive who left us this year that they [Music] and that is really hard when we have a limited budget and 80 of our budget post discoveries already and then we operate everything else with the other so it's it's difficult and then i know it um this to me though is something that the board needs to address um we see there's all the mistakes as far as teacher pay teaching our teachers enough you're saying that we're losing our teachers to other districts and it would be an interesting challenge mr schubert say we want the board wants to give every teacher in this school and maybe differentiate a little bit between highly efficient
113and proficient or whatever but we want to increase everyone's payment ten percent how can you make that happen and i'm not asking you to answer that question right now but i'm just saying that if that was our challenge that that we we want to pay our teachers 10 percent more what would have to be done from a finance standpoint to make that happen i think it would be a worthwhile um thing to get into rich if i can being in the majority of the interviews for the entire district from bus drivers to teachers to special ed directors mr gray the biggest challenge that we have as administrators is we have to justify every single interview with our teachers here's our base pay but we got 301 money because it's not tied in and a lot
114of other districts tie it in and i get our logic and our logic makes perfect sense for me and my family my wife also works here and i prefer it this way we end up getting whatever is available not through me but she receives it where if you write it into their contracts at the beginning of the year it kind of pigeonholes that and limits them but what it does to us is we have to try to explain to somebody who's never worked in a district who operates that way that hey our teachers last year got 14 dollars additional to their contract which is phenomenal and takes them above anybody that i know at the same level as my wife sally takes them above because we have that flexibility but now it's gonna go down
115but it looks that way but it goes back to what the teachers like you talked about the weak fittings the flowers it's going to go back to average which is that five to seven thousand which if you still have that 507 000 on top of their contract takes them competitive if not a little bit above the other districts the problem is is it comes down to trust the person in my interview how can they trust me they just because we had a 30-minute conversation how can they trust me my families and flowers they trust because we've proven greg's proven our business manager's priority break proven that this is a system that works for us and it will benefit them sometimes greater than others some years it's been up to eight nine this past year has
116been the record in my 15 years in the district of 14 which makes me want to go back to the classroom a little bit but that's significant when we're trying to recruit it's a very hard concept for us to get across to those people sitting across from us that hey they're they're coming and they're telling us i'm here because i've heard amazing things about your school they tell us we've heard that this is a very community community-oriented family-oriented school um hear amazing things my friends kids go here i have teacher friends that don't work here this is the place i want to be and we say here's your salary and they say we're taking a job with bail well and that's the response and it's and we've talked with greg about this and greg has
117kind of talked back and forth of can we do some of it in there can we do all of it but to me we've got to figure that portion out so that we do have competitive and it's not just saying jumping to 10 and saying here it is but we've got to present us as administration a way for to sell them a little better because we don't have that trust the trust is not there we can't build it in 30 minutes they have no reason we're talking about supporting their families for an entire year that's a lot to just throw out there and trust two strangers that they just walked in and we need to rectify that and because we are having good candidates come in and we get a lot of them because we
118can sell our school we walk them around we show them our school we introduce them to our other staff people love to work here but what we do i understand what you're saying fruitful are is there a one money vegetable yes so it does go into pension calculations okay um i still don't think your favorite teachers are not funny i i i don't uh yeah you know i've seen i'm i'll go back 20 years ago my company was hiring kids right out of college with bachelor's degrees and paying them forty four thousand dollars a year as trainees okay now and i'm not talking the tech industry we're talking 20 years later and we've got starting salaries that are less than that significantly there yeah so my point is is that we're just not an attractive
119place to work for a lot of people i mean now i understand also the teachers don't go into this industry for money i understand that that's not the primary motivating factor [Music] you know 301 money aside yeah it's there but don't got it i think we need to find a way at continental and yeah there's issues at the state level there's no question about it but are there things that we can do at continental to improve the base pay for our teachers questions i don't know how this works uh but we've seen graphs of our pay uh our pay plus 301 funds and then like state averages and whatever do teachers have access to that like is there a place where they can go online i mean besides like glass doors companies like that before
120they even apply here before that you even have the opportunity to have a conversation with them yeah it's online do they see our basement and they never even apply so we've talked over and over and over i couldn't look anyways but like when beyonce told me where are you going to go out there look at the baseball how many wonderful teachers do you not even have the opportunity to make that argument for double i know the minimum so i researched it i researched and it's it's our reality we were gonna have someone that was gonna apply um from tusd and i thought oh they're you know it's hard for us to even get people to apply and i thought in case the question comes up so i looked online at tusd's um paid what is
121it called like their salary schedule and we are about 2 500 less than what their very base pay is but they do tax in their 301 money there and then if a person has a master's they give i think it's a thousand five hundred so i put it where this person i was gonna come to apply was at they were gonna be getting pretty much the exact same amount that they were at tosd except the base pay and you're right so i don't know if if we can't fix that problem this year where we give them what they're worth and a big raise is there something we can do to know that probably all these other districts basically know that from year to year they're guaranteed that they're at least gonna get five to seven
122thousand dollars in three or one monies so what they do is they tack on the 2000 right i don't know you would know because you just came from gst so right so what i was looking at so changing positions i was in the complete opposite of the spectrum i went up because of a changing position but if i would have continued as a teacher into usc with all of my years experience with my master's i would have only gotten a 500 raise that was it there's this beautiful graphic out there and it shows 500 rates but it also shows you get x amount you know in the fall for a retention bonus and you get this as a retention bonus and then there's at the bottom you know 301 money available you can get depending
123on your you know proficiency and whatnot based on your evaluation up to it's not guaranteed it's up to so you have to get you know proficient in order to get the max amount you just have to stay in your job to get the two retention bonuses like tosd was offering the 5 on which is taking teachers from other districts to there but that's not going to be but it's not here so if you look at this graphic you really analyze it the only thing that stays is the 500 okay but we're also looking at a district of aviation schools with thousands and thousands of employees like their budgets are going to look very different than ours but if we really can really look at what they're giving their employees it's no different than what we've
124been talking about the money that's different but i understand where you're coming from also because we want to be that competitive because we want them that is the key i mean there's no question that's the key i mean there's other mitigating factors i mean yeah we're generally talking about 10-month contracts instead of working a full uh 12 months a year and and we also have what i deem to be an extremely rich benefits package especially relative to private there are considerations from that standpoint um i mean defined benefit pension programs are gone in private industry they're gone things out is i have 15 drivers not 270 drivers so i have to be competitive with the districts that are making 20 i'm on the state average making almost 20 000 less than i could go into
125a bigger district but it's what we get staying here that we have um we talk about the pay and a great insurance package for me but we don't have a great insurance package for families so that's the struggles that i have to look at personally taking care of the family i can't take one full paycheck a month away just to pay for health insurance so the little guys who don't have all this great education we're on the bottom end of things trying to make it and that's and that's the hard part because i sit here and i listen i want to fight for everybody but the little guys in the districts kind of sometimes get forgotten about things my struggle is i'm getting ready probably in the next three years probably lose half of my
126staff just because of age and they don't want to do it anymore how can i compete when a district is making 20 an hour as a starting bus driver and i'm still at 14 or 1460 or whatever it is and every time i find drivers that are qualified that want to come work here i've got people that say if you can bump the pipe to what i'm making at zarita i'll come no questions asked there's another struggle on top of things as well and to tack on you know and i think i can say this with support it's the same for programmatic assistance as well now i will say it's really nice having a conversation uh with admin thinking you know oh if we have an open position there's more of an applicant pool out
127in the community because their kids go here their grandkids go here their nieces you know whoever so they want to work here regardless of the money but that's not the case always but then you still have those families those parents that oh i want to work there i'm going to get into education i want to get a sense of education whatever but it's the same idea that's the hard part you have a single school school district but you've got you can't you can't compare it to sarita you can't compare to tucson camp bail they have more money that's pulling in i mean i look at phoenix phoenix just bought five electric school buses at almost 500 000 a piece and they paid they wrote a check right then and therefore it'll take me 50 years
128probably to pay off one of those legislators you know what i mean it's just it's the luxuries of bigger districts being able to i think that's what's grabbing the teachers as they go i mean how do we compare i mean it sounds like the teachers is great but how do we compare it everywhere else too you know every every company school district or otherwise sees this i see it all the time in my industry i have guys that leave because they get paid more doing a lot of other things to be a cowboy but they failed they failed to remember that when they worked on our place they had a house and all utilities in their truck same thing the fight had no expenses zero expenses um and 60 days later they're calling and saying
129hey you know maybe you know because they forget about it and it kind of ties into the benefits yeah you know oh thanks for the benefits package but you don't realize it's valuable until you go somewhere else that doesn't happen uh you know i i think the school has done a remarkable job of giving me the resources we have i think it does warrant maybe a special meeting at some time in the next few months to figure out what can be done within within reason because i i don't think it's smart to take this budget all the way to the last development we've always been very nice i mean that's not fair to anybody um there's always going to be a hiccup that we need to be able to pay for but i think it
130warrants some further discussion i absolutely do yeah and we and we talked today to um we looked at the budget and what it would take to get all of our classified staff to 14 an hour because we still have you know class classified staff not even making um you know when when a person needs a position and we adjust the entry level page it's what it's supposed to be that's just they rate our maintenance person we need to empty that for three dollars more to go to bail and cut to take a birdie and coming back he would still even if he topped out at where our placement guide is he would not make nineteen dollars an hour or twenty dollars an hour what he's making now in tango bernie but how do we pay
131our maintenance person twenty dollars an hour when we have our admin assistants and office people making less than seventeen dollars an hour and this fed teacher says we need to spend teachers the maintenance guy says you need two maintenance people the office maybe two admin assistants because deanna doesn't have a secretary so do what i mean it's just like a constant how do we transportation when we look at where where they are compared to rural schools and that's why people don't look at also what is when you've got a 16 year old kid that can go work safeway mcdonald's or whatever and they're going to make more than three quarters my son's working for amazon and if he was full-time in amazon he's not full-time at amazon just because he's running and coming back but
132if he was working full-time with the benefits he would top me out okay just starting brand new that's the scary part so that's why i went back to school and that's already really some money and this or the state bellies up is you've got to cut cost and extent and then where are we willing to do that do you really want the new position in i.t for joe or we take that eliminated now we freed up 60 grand you know you're gonna have you can have this discussion with anybody i mean i'll never make it i'll never make more than maybe a mid-level manager at walmart never i never will but i feed a million half people every year so you know it's all relative it's what you want to do what you enjoy doing
133there's a value and that doesn't mean we don't try to do everything we can for but there's also you know i'm sorry but if someone's going to leave here for a dollar or two an hour then they didn't really want to be here because in this day and age you're going to burn that dollar to an hour just driving your truck the extra five months i mean that's just the reality i don't guess can i add them to that real quick what's really important to remember this is as someone who's brand new to the school like literally just like my fourth day the community here that is a selling point you don't have that in a bigger district you don't even have that in a midsize district it's the fact that i can walk into
134the front office and say hi to the superintendent she knows my name she's getting to know me as a person you don't have that anywhere else except a more rule community maybe you know wherever and i think that's really important because that allows us to kind of grow our own we can put those seeds into the kids we have some staff members you know who are going back to school because they want to teach great we will help you and support you come back you have a place here so i think it's just getting really creative so how do you equate that to a dollar an hour and the reality is we can sit here until our faces turn blue and try and get as much we get beat up gray as much as possible
135get every dollar beat you up but we do the best we can with what we have right and that's the reality unless we're gonna have a vape set when you get another extra half million dollars in the account right it's you know we do the best yeah but how many years in a row have we had this exact same company this is my ninth year i agree that you know if someone's leaving for a couple dollars for an hour maybe yeah they never wanted to be here but also you if you got kids to feed kelly said earlier the survey came out here and said retention's a problem so yeah we do have a lot of things to sell here other than just income but we're still losing teachers right and and and somehow we
136got in fact one of the comments i picked up what's the board doing about teacher retention specifically in one of the comments what's the board doing and and and more than nightly like the teachers who have left and like we're telling our teachers we're not at liberty to share with everybody by teachers choose to leave but i had to believe because their spouses get jobs and they follow their husbands we have some teachers who have met are really who we're saying if it wasn't the fit and you're not happy here money or not you know yeah good luck and you're always going to enjoy no matter what you do your voice yeah so it's just there's a variety of reasons i think the ones who have been here who are invested who want the small
137community feel you know it's debate and the beauty right yeah um where we are but nevertheless i agree with mr oliver yeah coming back around half hour ago we definitely need to sit down and just see what's possible and what districts the reason why we have not put 301 monies into our base salary is because it locks the district in to that amount of money and so if we were because other districts will pay out in general and then they bank the balance and don't give it to the teachers where continental has given all the money to the teachers so if you have 40 teachers opting for 301 then it's split by 40 teachers if you have 40 teachers and two decide they don't want to do 301 then the pot gets bigger for the
138other 38 but 301 that i've received over the last you know five years has drastically changed because that would help and then say hey we have here's your range you're guaranteed this is this amount if that happened when i was in my past district when one year our we got our contracts and they were like 2 000 less and everybody freaked out when we were getting our contracts and then the district release it's because we didn't put the 301 money but we'll give an intended thing that you will be getting but this year we didn't do the contract with the 301 money yeah i just i didn't want to go through page by page i wanted you guys to see [Music] i was honestly very surprised to see the non-bullying comments i know we addressed
139it but i don't know if it's getting worse the same it's better or it's more visible you know it's moving onto their phones yeah it could be just the environment of a perception too and then girls can they can be the worst bullies and looking at it from a third party perspective you and i have kind of talked about this a little bit before but from a behavior aspect let's obviously come to me quite a bit that's a part of that behavior aspect that i think in my job kova did us zero favors and it's because these kids even our kids for you know you're you're talking i don't know stephen how long were we kids out and we left four months in march until four or five months our society lived in fear these
140kids were in their bedrooms they were not practicing social interactions they were watching a lot of videos on youtube a lot when you have popular shows out there that are titled jackass and kids like that stuff and those are their favorites and i see people around time and laughing because your kids watching just like mine do and that's the example that these kids the only example these kids had for that four to six months we're lucky our kids at continental school we are lucky and we're lucky because we got our kids back in school fast and we have teachers back on their behalf telling them that's unacceptable behavior other schools that we've seen are having a harder time than us because they were out so you talked about usd who was one of them that
141was out one of the longest and they're having i've talked to their some of their administrators they're having harder times because the kids have lost respect for teachers respect for rules because that is what's cool you talk about um oh what's the name of them the uh the challenges challenges yeah the tick tock but devious licks that they're called deviously these kids are reading things on their social media telling them to go to school and distill the stall door to take the city off the wall to take a kool-aid and put it in bathrooms so it looks like a girl had a period all over the bathroom those are things that i deal with that social media is telling me that that it's okay so you want to talk about the reason why yes the
142bullying is worse this past year than any year that i've been involved we have still attacked all of it as we do and you can read that in the things that boeing's there their school does try to do things we've had assemblies with it we bring in guest speakers we go directly to classes where we know we're having issues and talk about these things the their world of being social is different than arms when we go out and play indians and cowboys that doesn't happen anymore where you're socializing it doesn't happen where we're going to the ballpark to play basketball drive by the parks our parks are empty during the summer our parks are empty where are the kids they're on their phones or they're on their other video games playing call of duty killing
143people so yes our behavior is worse our our bullying is worse we are attacking it we are changing our methods and how we're addressing it to try to relate to the kids um so instead of suspending kids which i i'll be honest how many times do you think this year kids just suspended probably 20 yeah because parents are working and they want to be suspended so we're like no you're going to stay here and spend time with me and socialize and learn how to communicate with an adult so we're changing our tactics we're changing our theories when i first started it was when kid crosses a certain line it's immediate suspension now we're talking about restorative practices how do we make a difference it is a challenge kids kids always have been just a little
144bit mean just transparent i have four it's ignorance they don't know with us we do more than just teach reading writing and arithmetic here um we teach them how to socially behave with with peers and that's why public school is so important and you can't get that at many other places in charter schools you start to lose that private schools online schools you lose it completely so that's why i choose to work at a public school and that's why it's in the position that i do so yes there is an issue we see those are there we're going to continue to work on that as we always do but bottom line students have to meet us somewhere they find it very interesting the comments of the students say i would love if we could attack
145some of the names i know because usually the kids that call out are the ones who start a lot of it and that's not always the case but a lot of the times when i do my investigation and the person that comes and says when i get down to the root of it they said it did something that was egregious to the other person and they responded in kind and so you know that's something that obviously we'll never know exactly what that is but just something to remember well and my son got stabbed a couple times here at school i only found out when uh i didn't meet the deputy see that stabbing he was like oh yeah it's no big deal we were joking around and it doesn't hurt as bad as the last
146time he stabbed that's a big part of it is you can't fix what you don't know well it says here the school's the student the school deals with bullies if you tell an adult if we don't know we can't and we tell the kids that you have to come to us and let us know because we can't fix something that we don't know but also like notice the kids perception of you know nothing happens because it's just kind of because they don't know what we do behind the scenes and when we're trying to modify them modify behavior but it takes time and when they see them go right back to class and be the clowns or do whatever they think well they do nothing happened to them and that's one of the reasons why i
147like restorative practices is there's some of the steps that we take in it that is visual that their peers see when you suspend them all they know is they're not there when you're in school suspended all they know is they're not there they don't know what we're having them do to restore things right to learn to educate them where the restorative practice is at the end of it they can give presentations back to their peers to their classmates to the person that they offended if they called them a racial slur the person that they called the racial slur they would give that presentation with the administrators involved and that's something we've done very successfully this year mr grange has even sat in on some of those mr lane where we've had those different interactions so
148we're we're trying to change that and and do that the other thing that's very challenging i'll just be honest um i have not suspended as much this year as before and why the kids their academics are horrible sending them home they're going to fall further behind it kills their achievement gap so i have to take that into my consideration with this one now at the same time there's still a line right so you you've got to toe the line to a certain degree but i'm trying to be creative in my consequences rather than just in school suspension in here if it's in school we do have to still do homework but they're missing their minutes their academic instructional minutes now they have to make them up how do they make them up is it easy
149to make them up 95 of them never catch up if you take them out of the classroom over a day and and so that's just things that the students i know it's hard for them to understand and comprehend that when they say as mrs kudos said well they're back in class yeah because they're here for for academics and we want them to get as much of that time as possible i gotta say when those kids do the presentations and at the end where there's a q a session that kid is really uncomfortable after that way more way more than even a parent conference with the parents sitting in the room because you have staff and students that they have hurt and i open up a q a and say thank you for your presentation are
150there any questions and my staff is usually well versed in sort of what they know what it what the powerpoint presentation they come with some questions and they ask questions why did you do that will you do it again how does that how does that affect reflect on your family any of the kids ever ask questions oh yeah yeah yes absolutely and those are the most powerful so the the students that that get hurt um we've done one that presented to the entire cafeteria because their actions were in front of the entire cafeteria and we're on purpose and on purpose to get attention yeah from the entire cafeteria we have one that did something physically to a teacher that presented to that teacher in front of the class because they did it as a reaction
151to the class and i'll say some of you may be thinking that goes along the lines of corporal punishment that was my concern when i first learned about it i do give the parents choices and the student i will say something like you will be out of school suspended for three days or you can be on a modified school day which means you go to all of your classes right but you don't go to recess you don't go to lunch with them you don't go to your specials during those times you come in you work with me i'm presenting creating a presentation that you'll present afterwards and we've only had one that said we'll take the long term we'll take the suspension over the restorative practice office well that takes a lot of time out
152of your day too it does but my job steve is to educate kids that our teachers educate on academics mine is to take the kids that have had such a hard whatever their life circumstances that led them to making these decisions to educate them on what's morally right morally wrong and it's not my morals but it's society what is what's acceptable in society and what's not and they've broken that that's my job so yes it takes time but that's the most important work i have to do is there's likely a bit of re-offending after having to do uh really we watched the kids here the one who did the cafeteria was in the office probably three to four times a week and we saw him once the entire rest of the school year and that
153was in third quarter wow so what about so food that's been every year even when we outsourced it and then now we cook it and almost because they were home for a year for coping yeah i think the stuff that's in there i think it's good i don't know i think if we could give them more choices then i think that would talk about what the things that they like was it somebody mentioned if they like hamburgers or hot dogs maybe have that be a hot daily hamburgers and the nachos it still fits under the nutritional guidelines for their meal but half the foods that they like under dr we have the food issues yeah which is the exact same one that serena still uses to this day we went and got them because of
154people like you're bringing up options we have the worst food continental has ever had under that food service and because because we're in elementary school they refuse to give options our school has given options they have had to take because of covey and the county health department have had to take away the salad bar and things like that so that's been a little bit of a slap in our face it's been mandated to us down by the county um but they have the option for a cold sandwich every day as long as as well as the hot outfit my period and lunch comments on every survivor yeah my first my first year as a bus driver of this arena in between routes i was in the cafeteria at the middle school in elementary school and
155you talk about walt and walden's got the oriental window the pizza window the salad window the whatever and then the hot dog chicken sandwich french fries in the elementary they had very similar to what we have here but it was always a hamburger or a regular chicken sandwich available plus the main meal so the main meal was enchiladas there was always enchiladas but you know you had a choice of one other hot and then a cold and a cold thing but i don't think what we're doing is any different than when i was working the window and serving the kids i don't think i think we're chasing our tail on that problem yeah anything else on the screen here anybody got any other comments on the student then we'll go to the parent staff kind
156of combine all three right you know the one there's a major difference between the involvement of the parents i mean the staff says 34 agree that teachers can count on parental support the parents say that 90 it's important for parents to volunteer when they can and support the school 90 say that our family is doing its part to support the school 80 say that but then you go to the students and the students say there's a significant portion that aren't doing anything i i think it comes down to definition yeah parents think that they're supporting them being supportive because if i get my kid to school yeah i have their supplies i have their backpack where we look at our stats we have an amazing pcc amazing they do so many great things there's less
157than 12 of them yeah how many parents do we have at our school and a lot of people call the high number it is a high number you realistically about six show up and also the parents that answered the survey are the ones that are usually the most involved right but i mean you're talking about the staff they're saying there's a real lack of parental support and and again it's their perception of what parental involvement is because teachers feel if the kids are not doing their homework every day if they're targeting the morning might be yeah next year to change those things a little bit to try to get at some of those nuances yes it might be worthwhile yeah um just a couple of other things there were some uh and i i had
158a kind of a question to myself how do we celebrate academic success i know we have the call to the month but that's not academics that well we do the academic assemblies where we do the honor roll okay where we do the honor roll higher role i excel okay we give out science awards okay but a lot of that stopped because we weren't doing the big assemblies anymore we caught up and did it at the end of the year once we opened up our assemblies but with covid last year the assemblies were in half of this year but we also have talked about when we're doing reteach and enrich you know celebrating the kids who moved out of the re-teach and make it to the enrich or celebrate the kids who showed the most growth
159from formative assessments to a popcorn party or impromptu everybody that you know made progress it's gonna get go outside and have a kickball game so those are the kind of things that but what it used to be like here even before i came and then we had to stop everything i had seen it for a few months but monthly there would be a monthly assembly where parents were so that's what parents are accustomed to having that was something that would always happen they would be invited it would be every month right wasn't it and then in addition to that they could come to the board meetings but it was and then that's where we got the feedback from the teachers that it was too much it's too long we're wasting class time because they feel
160the pressure of the need to be teaching so we you know we got to find that balance but celebrating achieving quarterly we have to have a plan for kids right and that's where i think of the month stuff will do monthly in their classrooms like we talked about where it's just that grade level so it's not a huge long assembly but then um quarterly doing the assemblies that recognize perfect attendance i excel users um on a rule and high on the goal and we almost need to quarterly add those kids to our end of the quarter board meeting because we do just celebrate the cults of the month but to really get that emphasis of high academic achievement to get the students who have demonstrated the most growth or the kids who are doing the
161most progress not only excel so we can make that credibility you bring up perfect attendance just for you when i first went into a new company and they celebrated perfect attendance for their employees and the reward was a day off this was one of my favorite awards to present at the end of the school year was that five years ago it was our first year so so we actually did not do perfect attendance um due to coving we just took that off the table so that's something that we as i've been discussing if we bring back but it does it is a challenge we have kids and families that push for that and think that that's important but i so when i was in third grade i was in my class with my friend aaron
162young who's now a teacher we sat in the same little table and her and her sister got perfect attendance every year and she came to school with pink eye once and everyone at the table got who god but she got her perfect attendance okay what else the only other thing that i picked out was the need for an upgrade in science and social studies which now we can do because we've always had you know we're working on la and you know math last year ela and science is up this time around good so for students i what i took from it was the shifting and we talked about it as a staff too the teachers discussed it and brought it up that they don't see that the way they communicate and talk to the students
163as being rude or disrespectful but they said but if the students are seeing that because we were kind of going over some of the climate survey comments before the school year ended they said if the students are seeing that then that's something we need to fix we need to work how we're communicating the way we talk to them and so fostering those relationships it's about a setback like in the 80s but it's got a special teacher to tell it and it's got a room full of adults from teachers to professionals and parents and they're the student and he's the teacher and it talks about he does live examples of how he talked like you might say something to johnny about what of course you couldn't tie your shoe this morning and then they move on
164right before johnny he's hurt all day so it goes through a lot of that and it really is super good that might outsource it is it like uh person first language yeah but it's it's 15 minutes long but it should almost be required well and that's where the greeting at the door that you're important i know your name welcome you look good today and when we talk about thank you for being here today it's good to see you i like your new shoes oh you guys heard that because sometimes there's especially when you talk about school shooters and kids who maybe were like not even noticed or nobody didn't speak to an adult the whole entire day you know i know my kids enjoyed that you say nobody yes you know yeah he said no
165he said did you have any visitors at work today and he said no yeah we were walking by i saw him in there we're like wait we're going back obviously i'm going to bring this up is the school safety stuff but if we look at the students one when we look at i feel safe at school agree with 63 and neutral was 22 so we only had 11.5 that disagrees with that i i think that's pretty good results when you compare that to the parents how they felt they were at agree with 90.2 which is in today's society with everything going on um for our parents to feel over 90 and that's just the degree right then you throw the neutral in on that and it's even higher but that i think that's a good
166message to us that we are taking school safety is serious and that they do feel safe dropping their children off at school which for me having children is super important to know that when i drop my kids off that that they're going to be safely taken care of and i hope you guys feel like i did i mean i was super proud of our students in the comments and the feedback that they gave because like i mentioned at the board meeting we really you need to hear from the kids they're the ones who have to do the work and for them to feel that they have a voice and that they can provide feedback and we emphasize that even in student advisory like we need you to tell us what's going on so that we
167can make it better and help and so i was just super excited that we had the responses that we had from the students and that they actually took the time because people won't take the time to fill out a survey if you don't think anybody's going to listen right and i really feel that we've come a long way with our students with that student agency well i saw a lot in the parent and the student that could go to you guys for being approachable that you know they it seemed like for the most part that they thought that the admin staff i know it seems on the principal but i think that goes through all of you guys um that the kids think that you are approaching and like i said i know back in
168my day you would not approach the principal only if you were in trouble yeah got the avid conference we had a little text thread and how are your how's your you know session going how's this going and then one of our teachers said you're not going to believe this but the group asked me who we traveled here with and when i mentioned the principle they said that must be so awful i'm like yeah and then we didn't get certain stickers from our admin session and we asked why didn't we get stickers like the teachers and the offers free training for superintendents just praying that they get there yeah so my staff comments were just really too you talked about the turnover but i think that's overrated because there's natural turnover there's a turnover like you
169mentioned and then there's something just time for you to go and then i think the very minority but the people that because yeah from what i understand them read but that's i think one of them was which has been addressed as getting joe in the new position to help albert and you were right i didn't take that as picking on outward at all just saying hey do you need some help but he takes his job very yeah i plan on telling him that's why she was here yeah and then the other was i think us as a board to show that we are more supportive of the staff and teachers just whether it's we air our dirty laundry in gonna be out executive much or we have some separate meetings for whatever the discussion subject
170might be to get clarification is the board meeting always the place for clarification yes yeah to a point because you know you can only care so much or have so much time and there's also a time and place for stuff in life you do like once or twice a year um any one of the wednesday afternoon just have kind of like a town hall with the teachers just so we can get face-to-face time would that be worth it do you think they would that would help anything because i know i've asked for feedback from teachers before and i did very very little it's like i don't know what i'm doing i think before um 301 they used to have it was part of the 301 responsibility where they had to attend two board meetings a
171year right but then it became a compliance thing oh i got to go to the board meeting it's my turn just to get 301 money so then my thinking was let's highlight our teachers or our grade levels like what we brought mr davis in with his kids and make it a meaningful meeting like let's highlight the dual language strand let's highlight the science activities the science fair to try to get teachers to come showcase and also by doing the golden horseshoe award for our staff gets them to come to recognize them whether it's there for someone but but you see how only that teacher will come it's like that camaraderie and that sense of team like i'm going to go celebrate my team member and make a conscious effort to go to the board maybe
172to celebrate my calling it's not there and that's something that we um because i don't want them sitting here like rolling their eyes like i have to be here but i don't know how much they'll really because i've asked in a group setting hey there's anything you need raise your hand now or send me a private email or enough crickets some of them if you get them alone you can ask a specific question about like i asked one you know how do you guys like get paid just 10 months out of the year you get paid over 12 months be better for you and your family you know they're never going to bring that up on their own so then i actually got all this feedback well we are changing it right where they can
173get paid also the feedback of the climate surveys um saying that we should do the surveys more in like october may october or november with where we can make changes that are needed before the school year ends versus you get everybody that's exhausted you know the teacher feedback and then the survey like there so a lot of superintendents when i talked to them they said they give their timing surveys out in october or november because it's a better reflection of what's going on real time with being teachers or whatever so do you say okay here are the four or five key things that we pulled out of the climate survey this year and here's the here's the plan so we talk about it like i said with parents with the paranoia through the student advisory
174and then with our teacher our admin advisory for teachers and that's where we look at and say okay is there something truly here that we need to address that we haven't already included in our um you know in our plan in our roadmap to excellence so we'll have that conversation and rich an example of that would be for example in our fish phone and our side of the lab and all those sorts of things as we worked on getting district goals but now we're studying site rules um for example you know we look at how do we relate that and bring that down and one of the one of the goals that we kind of have um prospectual thought is to um look at the specific problems that are brought up so when we look
175at the staff and we talk about parent involvement one of the things that we're putting in there that's not a goal that you saw today but it is student-led conferences which when you have parent-teacher conferences having the student lead builds mbe and it gets them involved in their own data but then it's also a lot harder to ignore your student when they're talking to you that is your teacher and so it gets the involvement and so that's one of the ways that we're working on of our staff you can clearly see that they think there may be a disconnect between parents and staff and teachers where if we get the students to do those um and leave those and the students do preparation for that so they really want mom and dad to be there
176because they work you know they're proud of what they have accomplished and that's what our goal is is for all of our kids to be proud and watching mom and dad and they're going to drag mom and dad to those conferences because they know that they get rewarded for being there the student and then b that they're going to show off their work i've done that for our iep needs and it's really uncomfortable at times because students are like i can't i can't tell my mom and dad that that's hard i want them to be proud of me and we're like no but what inadvertently what happens is it's that next level of training the student and it's self-advocacy and it's self-awareness and it's the things that you listed on these values you know um
177so it's and that's all about having dlcs is that all coming together and so you know we talked about those little goals that we obviously don't have time to share with all of you that are our goals as administration for our staff to do this year um that activity up there that superintendent rico went over was based off of parent and student rapport and communication parent teachers parent teachers staff it was that's well that's why those comments were more geared towards a lot of parents feedback our teachers but when i when you ask that it's about coding and looking through this and seeing that a lot of the comments do fall under a lot of the things that we our initiatives in our school improvement action plan and messiah so as we were sitting here
178i was thinking we should probably make a release a video or something as site admin thinking the parents for taking the time and the students and that it is looked at and that we have seen it and acknowledge that we've gone through it and we can upload it on the website without the comments right just the graphs we can upload a section on the website so that and that's where you could do the video and say thank you here's what um you know what we're doing differently and what we learned so we appreciate the feedback it'll be interesting also because when you look at the teachers it you know there was only 41 responses for staff so we need to get and we have over 100 staff members so i'm hoping that by doing it
179in october november because typically the disgruntled people will fill out the survey in may because they want to have a voice before they leave us so it would be interesting to see and the exit surveys we do have and christina's collecting them so that'll be another conversation that we can have on the exit surveys that were given to the people that have left so we can discuss that as well anything else drew did you anything stick up to you no they would cover the ones that i had to mark down okay okay good and we'll continue to keep these as we have our meetings and our discussions to review okay good so capital needs strategic plan great do you want to just talk about what our plan is about so what we plan on doing
180is once we get the entire staff back um i normally sent out an invitation in january to put together a capital budget committee for the upcoming year to go over what we're looking at for the for the upcoming budget year um but we're going to do a little bit differently we're going to put it out right after staff comes back this year we're going to invite anybody who wants to be on it um if the board member would like to be honored as well i'd be more than happy to have you there as well um but it's something that we'll meet we'll discuss where we're at with our capital budget currently what we're looking at in the next five years with our budget and then what we're looking at again for the next 10 years
181that way we can start to pre-plan um items moving forward um one of the other things on here is the fy23 budget um one of the things that we did this year with this budget is we've moved i think it's 174 thousand dollars from mno in the give us a 600 000 budget um what we're looking at is one of those items that is on the capital budget as a science curriculum so this allows us to start putting money away for this because if we're looking at a science curriculum it would be something again that we would probably start again in january that we could purchase the following year and that money would still continue to flow over that money would already be there without having an impact to our capital promotion but that's one
182of the items that's on the the capital budget committee's list to the when i say teachers i really began staff do they understand our budget than the money we get that we really are giving back all we got you know that we're not hoarding money or wasting you know we it's i've talked to a lot of teachers and it's it's hard it's a hard concept yeah i'll tell you why for example and i'm going to pick on steven for a second is we can't afford to give raises but we just bought five new buses right right and so they say well that's bull crud when they when that man thinks or the board thinks that they have a priority they seem to find the money it's hard to understand and rich you know you've done
183a good job of coming in and like we don't just have this big one budget we have lots of little pockets and so what where we get money for steven comes from for the transportation department comes from different areas that we can't just pay teachers up necessarily and so that's it's a hard concept for a lot of our staff and maybe we can do a better job of sharing or that's one of those things you know when you talk about if we meet with that staff of the board explaining those pockets of the pocket that we can pay them with is pretty well absorbed and when you talk about 80 plus percent of our budget goes to salaries i don't think they understand that that part of it 100 percent when i say they it's
184not all of them understand better than i do but they're a large majority of each have a hard time understanding that and they look at things like that the move of buses i've already had some say oh well there's money for buses and i have to explain so i can see that i mean that's where with that in that same notion we had a very i think the the meetings that we've had with planning has been very well conversing very well and understanding what's going on you know we go from wherever we want you could buy one bus a year and then we were gonna change it to a hundred thousand dollars set aside each year but take advantage of what we have we're still doing i mean essentially i'm hoping it works hoping it
185works cause problems for the future but i am but being able to see that we were we are still buying one bus a year especially when we're doing the next five and getting more people to come to this routine for the strategic capital meaning what that means would be i think would be fantastic because they get to see what we're talking about we're being transparent in the meetings yeah but it wasn't like they didn't get everybody there right right or does it soak in or whatever yeah i mean before i got the opportunity to present it you guys saw the rationale but i presented you guys on the board it wasn't you know what i mean so there's there's that and they get that i mean they see that we have buses out there that
186were built in 1996. i mean just to say now we can fulfill the commitment that mrs rico made to the community that every single student would write a school bus will be in charge for the first time ever all of our buses that will be transporting kids and routes i never had a vacation all right look how you turned it you came out you came on horse uh you know i've got two grand daughters in in middle school and high school in california there's no buses there's no transportation whatsoever for the schools no my gosh it just depends on whether that was i met i mean a lot of them don't live in within walking distance i was talking with someone from the very hills area in the same thing there's so many there's so
187many houses to the way they're built into this specific area there's so many houses to where the school is there's so many schools that it's all walking distance our parents is free well my youngest granddaughter that's in middle school was probably at least three miles from the school and per arizona state law you do not have to provide transportation for students but then you lose that budget that comes with it so it's the whole transportation budget would just go away and it's not like it would go to our summaries it just it just doesn't work and so you know you get rid of a department of department ahead you get rid of some employees but the money that we pay them with the money that we pay for fuel all of that just goes away
188so it's a lot easier on our parents and family as a service and super important many many many of our our families and you know one of the strategies we've been looking at this year and i know and support we've talked about before and it really wasn't on the survey as much but the tardies that deals with tardies and absolutism there wasn't a lot of comments there that i've been doing some research this summer that says having a solid transportation program is one of the ways that we can afford that and fight back with that where if parents are having a hard time getting them there we basically say look you need to utilize school transportation if we and that's where i would communicate with mr lane and say they don't feel comfortable sending their
189kid this far down the block where we say okay well this kid has you know 40 absences maybe we make a bus stop right on this corner so that it's easier for them and that stuff that we can we can work together and do those sorts of things um where if we didn't provide transportation it would be interesting to see how better absenteeism targets would it could be much much worse well especially since you've been doing it yeah right yeah but i'm saying if we went to yeah okay so we have 30 minutes i want to make sure we get through the next two items and then i want to give steve a chance to talk about the safety procedures that we talked about the next thing is the policy advisories i just didn't know
190if anybody had any questions i'd gone through the policy advisories and we're pretty much i mean we adhere to we're already doing what most of these policies are saying there's just a few changes in terms of um like where the board president can recess the meeting at any time without a vote and that came from all the hostile board meetings that were occurring where um where they needed to recess and that was on policy for dd one other thing that um the total compensation statement under the gcb was the fact that we need to list like we're talking about to our teachers what we pay for benefits what what they're getting more through one so they can see their total salary and we did that in january right after june 30 right after she finished
191the last payroll okay everybody got that okay so that's something that was there also the dyslexia mandate that every school must have a trained teacher um under the dyslexia mandate find it by this upcoming school year so we have miss romanelli and we're getting one of our other teachers the state's been offering what is that it's so just the dyslexia mandate is again another one of the unfunded mandates from the state that you have to have a trained uh teacher to identify and be prepared to help schools identify kids who are dyslexic and we were nwa math originally was going to be an approved dyslexia indicator that from the feedback from nwa that was supposed to indicate to us that there was dyslexic kids which is not the case so we are purchasing what's the
192dyslexia curriculum that we we're purchasing amplify it's an assessment to identify dyslexic kids so now we have to do its amplify so we're purchasing that to get to k12 students to determine whether they're just next week or not it's a screener and part of that is the 80d on those mirrors dislikes so there's so were that the family life education policy they've added that parent permission is required which we've always had the permission steps and kids can opt out to for that training the other theme was reading i'm looking to see everything else was pretty general the open enrollment policy so there's one thing that um they added that staff members can have priority in open enrollment we're supposed to be not looking at students disabilities or asking for ieps which we do ask for
193them um because a lot of times we don't have we can't provide that level of service that the kids need but technically when people apply for open enrollment we shouldn't be asking for that information but it also states that we were we will not be liable for a lawsuit if we are in good faith effort doing everything that we can to look at the open enrollment students there's also one thing that the open enrollment policy says that once they start for you have to keep them for the whole year that you're not supposed to be able to say you're going to be released at the quarter which is what we do we have those meetings with the parents and we say it's a privilege and an honor for you to be here we've put kids
194on contracts um we've never had a student not meet the contract um we did have and i've had conversations with some parents about open enrollment and behaviors and targets and academic performance where we've they've understood that they're not going to be a priority on the list to return if things don't get better and then parents ought to take them because they didn't fulfill a good contract during the conversation so that's just one that you know we just need to i need to be careful in how we look at open enrollment and the kids that are on the wait list because we do have kids on the wait list and what this policy also states is that on our website we need to have the number of vacancies or slots available per grade level for open
195enrollment we're pretty much over our student ratio right on what we want for kids in terms of there's 24 25 28 kids per classroom so we kept it but if they're siblings or if they're employing kids then we make those exceptions but once a student withdraws we're supposed to let call the parent that's on the weight list to say we have an availability and that's something that we haven't really done that we'll make sure to do um other than that did any did anybody else have any other questions all right i gotta go through this again because i don't even remember some of that stuff that was in what the second reading that we're gonna have one tonight yes i mean there was reference that i saw a lot of those attachments to like teaching
196about controversial sensitive subjects and that had to do with with the language in the bill that was originally passed at the legislative level that then was deemed unconstitutional by the by the court but i never saw us adopt that originally in our policy so there was nothing for us to really do with that right and i and another one it was number 711 which was the cloth face coverings that were required for visitors i don't think we ever adopted that formally by the board anyway i mean it may have been a practice that we instituted um but it wasn't a policy change that we that we voted on right so some of those things i don't i didn't even see in the second reading that or that you were just talking about like open enrollment
197and some of those others that's in this material yes okay well the the open enrollment keeping up for the year is in uh it's not in here as a change so when you read it it's something that when you talk to the attorneys you know it's they you have to keep the kids you can't use like their disability or um the other one that was in here was my immunizations and you know and covet was the covenant immunization was in there but it's not in our policy on our website right so these are things that this is what when we vote on them then ayani needs to contact asba to say we reviewed them and they're good to go and then they'll upload them into our policy as a whole yes but there's i mean
198like removing that language that's in the controversial subject matter we never adopt we never adopted pa 700 to begin with right that's why a lot of these don't you know we never formally adopted them so hence now that they're deleting them yeah they're it's not a big deal to us because we so we never regarded them what do we need to vote and why would we want to adopt them now we don't now they're stating that they were adopted in policy but but again the face covering was left up to boards right and the direction that we went to we never adopted that policy some some school districts and superintendents used that politic asp8 policy as support in why they were deciding what does a yes would mean monday night so can i throw this
199out there i i think the best course of action is to take those policies that we did not approve originally and at that meeting make a motion to remove those and make them a separate agenda and then just have so a yes vote says yes we are approving this policy a novo well we didn't have it in the first place so we're not approving it now either so if we pulled out each individual policy that you don't want to approve and make those separate agenda items and get rid of those without but they're already taking them out yeah they're already deleted right right but so they're deleted out of a policy that we never approved in the first one right but there are some changes like the open enrollment thing yes those are like the
200additions too but as far as the only deletions that are completely deleted are the face coverage requirement for students are requiring for visitors on campus everything else that's on here there's just when you look at the you know going back to the strikeouts there's very little strikeouts and what i noticed in most of them is that they're adding language and policy for charter schools that have been exempt from a lot of the policies so if you notice they're saying charter schools okay so um next thing just real quick on the district website i just wanted to show in case you haven't seen it yet if you scroll down to our district information deanna up on quote district information and then scroll down okay teaching and learning curriculum and assessment the well anyway i just wanted
201to show you the teaching and learning curriculum and assessment tab is where we have all our curriculum that we're using so remember when we had called in the audience and they wanted to see what curriculum we're using so that has all our curriculum on on what we are using we have the the parents that we're gonna come and help us catalog all the books in the counselor's office they're coming on wednesday monday monday and they're gonna catalog all the books by topic by being are in the counselor's room to use so that's being done and then we'll have it listed we're also linking sora which is our library catalog to the website that will have all of the books that are in the library that are available to kids will be posted as well okay
202so i just wanted to show you this so that you can look at it oh it's not working that's weird so maybe something's happening at the on the gower end is there revamping the website well this is the new website so can you go to the top go to the top maybe it's me but i cannot find anything our school continental elementary school gender information is all the same thing in my world well when you go to our school here you have the after school activities yeah this is the school calendar there's one whole tab so district information okay our school and then go to clinton elementary school like i was looking for a calendar this morning okay look i always put this on hold on when i did uh condensate here on the calendar
203the colored one that we have that calendar has never been right well this is the one where we have to input information so one thing that we're going to do is we don't make sense on the tabs that they're under yeah so so one thing goes back to albert right when we initiated this we were all trained and we are all supposed to be able to upload our information and divide who's going to do what has not happened this year so we are going to have another training with gabard so that we can because i came in and i changed my message for the summer myself before what was happening is again everybody was giving it to monika and monika was in pudding and that needs to stop because that's not you know her primary
204role we're going to need to do other things that she's learning so we're setting that up so that we can update the counselor's information we can update this vet information we can update school by you know district-wide school-wide stuff so um so that grant can input the financial reports that need to be updated without having to go to albert and then i remember one time from the foundation meeting they had said it was difficult because they wanted to just get an email address for one of us but it doesn't give up the email address and i discussed that with rit director and he said that's how because if we get our email addresses put on there it opens the door for us for fraudulent activity to start to happen which did has happened here which
205is why it just click it there and it'll also get added to a lot of lists yeah so we're working on it but i just wanted to show you that teaching and learning piece of where the curriculum will be and where the book is gonna be okay it says that you know we're all when when the public comes in here all of us will be practicing social discipline again okay on the agenda the main board agenda uh on i mean still on there for even our uh for this meeting okay okay all right so um we have so we have 15 more minutes steve so do you want to talk about the safety information um so we did have the pima county sheriff's department come that represents green valley it was the day sergeant who
206was the one who conducted the walkthroughs we had a total of eight officers that are constantly on the day shift to our school the sergeant had them carrying their swap ship which is like 45 pounds as well as reaching materials just so they could get a feel of what it would be like it was interesting to see they started off really enthusiastic but by the end of the two-hour tour they're pretty much dragging down the down the hallway realizing um a couple of things a they were super impressed with our campus and our procedures and our policies that we have here they felt that we've done more than any school that any of them have been in as far as having procedures to mitigate threats but also to buy time for them to respond so
207they were very happy with that it was eye-opening to them as a whole and interesting for me to watch them as they said this would be a nightmare to try to clear a building that literally has loops and follow-throughs everywhere throughout campus almost all buildings have in and out doors and so you know they because of that tour they were starting to talk about strategies that they would have to execute in each of our buildings to be able to do a good job in responding to to a school threat a few of the things that they they really wanted was communication we have in the lieutenant's office in green valley um our emergency operations plan is there complete with all of our access availability stuff for them but they felt it would be beneficial to
208them to have a laminated map of our school and campus in each of their patrol cars so that when they're coming on site they can take that with them and they know where building f is and what building f is and so they have that with them so that's easy easy rich to just make those copies as soon as they're done our desert secretary has been working on those and updating those this week so when we get that then we'll let me get those and get a copy for every single patrol car to have with them which is this very very simple one um one of the one of the things that with the tragedy with the evolving shooting that took place is that it took so long lots of people ask why did it
209take so long why did law enforcement well there's a couple things that that play down there um one the officers that were inside the buildings made assumptions and received false information which is why they didn't breach the room they didn't know that there was life still in the classrooms they believed that everyone in the rooms was deceased and they were now dealing with a barricaded subject not hostage or a school shooting event it turns out facts came out later that that was wrong so because of that they were waiting for the equipment so one of the things that the sheriff's department has talked to us about is simple things like breaching tools sledge hammers bolt cutters if we had some of that stuff on campus ironically they do not carry that stuff in their vehicles
210which is something i'll be talking with some of their higher-ups the lieutenants of i personally believe that every law enforcement officer should be able to have comparable cutters and sledgehammer in their own car rather than requiring schools to purchase them so we have that conversation but the availability needs to be um if they can't then that's something that we need to figure out how we make that happen for to increase their response time if indeed a school threat has barricaded them sales on campus so that's some of those things like i said there's a couple items that i'm just not going to address in a public meeting that's being recorded so if you'd like to come and ask me personally with those after that would be fine um [Music] and then one of one of
211the things that was requested by them but we also many of our staff members have attended the active shooter course that you may have seen there was a presentation on the news about the pima county um conducting an active shooter training not for law enforcement but for staff to go through many of our staff members have done that misguided us and i attended with many of our staff this year um and many have returned have gone we actually are still going the course is still going some of our staff is still attending um some of the things that were brought up there was in talking to the sro sergeant one of the big concerns that they have is for the safety of their officer as well as making his availability to respond to an emergency
212more effective is to have a gun locker on campus the reason for that is in the event that there's a shooter and you're seeing this on the news some of the things is they have video footage on our school security cameras of law enforcement officers running away from the shooting once the shooting starts and their perspective is they're running to their patrol cars to get their assault rifle because it's really hard to fight us an assault rifle with a handgun and so their vehicles are out the parking lot so they're going to retrieve that and then returning with that so if there was a gun locker on campus he could have that locked up here in campus in close proximity to where he's at so that's something that i've talked with administration we feel that
213that would be something that we could easily do and even have up and going at the beginning of the school year um there's some of these things that we talked about that were there are complicated because we're not sure if that means court approval or if that's just something that this administration has ability to make that decision that's just something to put out there so we can discuss some of this do you want to discuss it as i hit these discussion thoughts on that i'm right not right now i i mean obviously i'm interested in what we're changing if anything uh as a result of the advice and counsel that we're getting from law enforcement it's crazy don't have them in their cars i i can't imagine because i think about this too like right
214i'm here at school all the time but if i'm not going to go to the movie theater and someone's locked me in the movie theater i would hope law enforcement can get through that and it's like they don't have that stuff their original reaction is in one location where they all know that it is and that's in my notes they've told me where and how they would prefer it to be stored yes and there's that risk but in the plans they have ideas that mitigate that from happening so they have two different suggestions and it would be the psych leadership to decide which one of those two built with secrets through our campus and to bolster that information to their sergeant who would pass that out to them so you guys are going to talk
215about this locker as to whether this is something that we want to have available here i i personally think it's a great idea um i've talked to miss rico she's on board with it as well miss queen boss is also on board with it um it's one of those things where when our sro supervisor is suggesting that to us they don't make a lot of suggestions to us when this is a suggestion that's something that we may want to consider um so that's just so you're trying to see if you need more approval for that or just we this is we need we're being transparent yeah we're just sharing we're marine transparent to the board this is not something that we feel like we should just do on our own court we don't according to
216the laws and things that i've been researching the board does not have to make these the approvals for this however if you felt that that's something you wanted to do then i can definitely write that up and put it out there as something that we can you could could approve or if it's just something that would it be easier for the sheriff's department and cereal pd to change their protocols when they get out of their car they have specific x y and z instead of having a guns in a locker somewhere here on campus yeah i don't i don't like that idea at all so this isn't for those that are responding this is for the one that's already here otherwise the alternative to that answer is he will say sure east lost will carry
217as they are everywhere within when he goes out and plays football with the kids he'll happen with him that's going to be the response all right i didn't his suggestion was for our sro to be able to play okay i think you mix the two but you said when the cops get on scene they have to run back to their cars it wasn't specific that's that's what they have to do because right now that's the policy and it's it's not when they get unseen because when they come on scene to an active shooter they're bringing everything with them it's the one we have on campus that's running that makes better sense and so they've asked that we put it in close proximity that has anonymity to it where it's not you know just a big
218unlocker right out in front of the wall per se but it is a tool of his to be able to stop and protect um and he is separated from that by a parking lot so that's just that's clarification yeah we do have a board agenda to talk about again follow up to our conversation in june's meeting about safety i'm just of the opinion that any recommendation we have to improve the security of this school we ought to do uh period and and if it costs more than the purchase limitations that the administration has and it has to be come to the board fine and bring it to the board but otherwise if we don't do some of those things i think we got some major liability problems to face in addition to not doing everything
219in our power to protect our kids now that we know so that's we're just gonna we can move forward with that then don't need to bring it to the board as far as i'm concerned okay all right so then i throw this out there yeah go ahead wouldn't you want it to come before you that way you can actually have this discussion in a public forum i mean yes we're recording it today but this way the community also knows that we're trying to do everything in our power to help protect i mean i'm just throwing this out there you know i thought about that it's double sword yeah so because i mean right now we're discussing it right now and it's being recorded yeah what's the difference in doing it in a public another regularly
220scheduled meeting i mean not but at the same time we have to think about the safety of our staff and our sro and letting people know that hey try to find this item and that's that's not the goal so when we talk about anonymity we're talking about a getting his tools closer to his proximity right so we wouldn't take our new ela curriculum and tell our teachers they have to come down here in the community room to use it we let them use it in their work space with their students he's been trained to use that for the safety of the public it is a tool that our society has deemed he can use so do we want to there has to be some public forum and i felt this was the best i asked
221miss rico she asked me if i want to bring it up i'd rather do this one we know that there's not as many people watching but it is it is one of those things for the safety of him and his department that um we just have to think about that so either way we're on board it's something that we feel is important i'm willing to speak at it at the board meeting and we bring it to a vote we can definitely do that i personally don't feel it is but i do feel it's important for us to let the board know from transparency to our board and if parents ask questions and we can answer those obviously we're not going to tell them where it is and what it looks like um but those sorts
222of things so to me that one of the main things yeah so with that um i'll just close i think two things one is kudos to you and you guys in the same moment i think it it's gotta blow every other school away that steps you've taken in the past and are taking moving forward and the other thing is i really see a different level this year and i think it's freaking awesome so you know let's hope it carries on all year with the teachers and the staff and the kids and no covet and you know go colts right yeah so with that we are adjourned if you want to hang up sir thank you