001And with the pledge of allegiance to the flag of the United States of America and to the republic for which it stands, one nation under God, indivisible, with liberty and justice for all. Take a moment for silent reflection. Okay. Item C, approval of agenda with the following amendments. C1, additional certified classified personnel actions for consideration. It's item E3. I also have item C2 which is item E4A. Move approval of the administrator handbook and classified employees handbook to new business for a first read item F5 and C3 remove item F1 TNTP agreement. President I move to approve the meeting agenda as second movement seconded. Any discussion? All in favor raise your hand. Opposed same. Motion carries. Okay. Item D, delegation of public comments. None. So, we'll move on to item E, which is the consent agenda.
002Mr. President, I move to approve all consent agenda items as amended. Second. Move and seconded. Is there any discussion? All in favor, raise your hand. Post. Same. Motion carries. Okay. Item F, new business. Uh, the board of education is asked to consider and approve the procurement plan, meal charge policy, and meal price changes for the 2526 school year as presented. Tracy, sorry, Tracy Johnson, director of nutrition services. My iPad switched pages on me. So, no problem. You have any questions? So, each year we have to ask the board to approve the meal prices. So, that's it has to be in the minutes and before July 1st. We do not have the reimbursement rates, but we are well under reimbursement with what we are charging and we are only allowed to raise it 10 cents every
003year. So basically there's a tool it's a called the paid lunch equity tool that I have to use every year but I know we're still around probably 30 to 40 cents below what I mean our goal is which will never reach our goal because they only let you raise it 10 cents. We had to we did have to raise the adult prices because the adult prices do have to be above reimbursement. Um and that's it's kind of a guessing game. So we we raise it 15 to 20 cents every year to make it for that. The um charge policy um it has not changed. We I just ra um I just um altered it to reflect the new prices. So basically an elementary student is allowed um to charge four lunch meals, a middle school
004three and the high school we do not allow charges. Although very seldom do we ever deny a child um a meal even at the high school. Um anything else on there? We are still um hopefully um this year we are going to still um feed the reduced everybody gets free breakfast. So that's around $75,000 but we we we can absorb that cost. And the other thing that we do every all the reduced kiddos are um do not get charged for. So the only people the only students that are getting charged are the paid students for lunch. The procurement pro um the procurement document that you have in front of us front of you us you um we have to get that approved every year from the um board and the president has to sign off
005on it. It basically states our procurement practices and that we're following them. I had a procurement review. Our department had a re procurement review this year and it went really well, but there is a few things that we have to change. Um, we have to put everything out on bids, publicize our bids. Um, the other thing that we're going to have to do next year, starting next year, is document anything that comes in to our department that we purchase from our department that is not a product in the United States. And that's going to be a lot because a lot of our produce I mean we don't grab grow avocados in Kansas but or California very I mean they all come from Mexico. Pineapple comes from the Philippines. Bananas usually come from out of the
006country but we'll have to document all of those items and then it has to be a certain percentage below. I think this year we it has it can only be like 20% which is not going to be a big deal but their goal is 10%. That could be a big deal because we spend a lot of money on produce and um for example frozen broccoli comes usually comes from Mexico. Any questions on any of that? Who who does the review that you talked about? Um KSD the child nutrition department. Thank you. Hey Tracy, I got a couple quick questions for you. um want to make sure do we is it a requirement that we raise at 10 cents or is it just something we have to do to cover the cost? Um it is not
007it's strongly advised from the um KSD and USDA since we are so below um the threshold. Okay. But no, it's it's it's not required but strongly advised. I think that's the only question I had in my mind. Sorry. Other questions? I believe she's looking for a motion. Somebody wants to make one or not. I'll make a motion we move with the procurement plan, meal charge policy and meal price changes for the 2025 2026 school year as presented. Second move and second. Is there any further discussion? All in favor raise your hand. Those same motion carries the next Oh yeah, I think he's frozen. I'm sorry. A vote. Yay or nay? Yay or nay? Mine was yes. Yay. Okay, I'm going to item F2. Tracy, you're up again. All right. Um, this is a new program
008agreement. In years past, we haven't had to get it signed every year, but I did just to for precautionary majors, but this year it does have to be signed. There's significant changes as far as the wording. um this discrimination statement, the links to the discrimination statement, um the procurement changes, uh sodium levels. They're just some minor and there's some other minor verbiage in the program agreement. They just basically like all other program agreements, change some wording around and um but it's basically the same. We have to follow this program. This is basically our set of bylaws that we have to follow for our department. And I ask that you approve and then president sign the program agreement. And this also comes from KSD that come well actually yeah USDA KSD all of our document all
009of our regulations come from the USDA USDA and it um then KSD interprets it and then make sure we follow it. Okay. I don't think so. Number two, I move to approve the 2026 child nutrition program agreement. Move in second. Any discussion? All in favor raise your hand. opposed fame. Motion carries. Thank you very much. Was a yes if you didn't see it. Thanks Tracy. Thank you. Thank you. Thank you. Okay. Item F3, the ratification of the negotiated agreement. Drew Tone, chief HR, and Jessica N, CFO, and Josh G, the it was a team superintendent. Okay, so um we're just going to go over the the proposed changes. The the teachers are still voting. Um the vote will close on the 6th. Our hope is that we have enough votes for um the teachers to
010ratify it. And then um provided that that all goes well, we'll we'll have that on the consent agenda for the J June 26th meeting. But we just wanted to get that out in front of you all so you kind of knew the proposed changes and what that was going to look like. There we go. So, uh, this year, uh, on on the on the board side for negotiations, I was the head negotiator and Jessica Northern and then Drew was our our alternate this year. And then, uh, Randy and Jackie were the two board members that served on negotiations. I think this is year number three for both of you. Is that correct? So, um, and then, uh, Levi Bernin was the lead negotiator for, uh, for GCA and Amy Brandt, uh, Tracy Mer and Ember
011Vhill were the negotiators and Linda was their, uh, their alternate for negotiations. I'll let you talk about salary, Jess. Okay. So, you make it big. Get off there. We are going to that way. Okay. So, we are proposing to increase the base $1,500. So, it take it up to 485. Um, yeah, was at 47. We also, um, GCA's proposal that we agreed to also increases the column movements at the bachelor's 45 to masters and then the, uh, doctorate column. So, as soon as you get a degree, that jump is a little bit more than if you're just going mast's 15 to mast's 30. Um, also, uh, the fringe benefit will remain at the $900 that it h dollars that it has been, uh, for 2024. And then, um, the illness and disability bank, uh, donated
012days helped keep the health funding good standing. So, if you remember on the um any days left over in the sick bank, we're going to turn into a monetary value based on the average teachers daily rate and transfer that into the health reserve fund so that it benefits most if not all employees. That is a copy of the new salary schedule. And this also just uh Levi put out how um what each step is. So, as you can see, anywhere from two, I think it's um and then it goes up from there. Supplemental salary schedule um obviously is tied to the base, but we did so everybody that has a supplemental, regardless what step they're on, we'll see an increase because it's tied to the base. And then we added we cleaned up um it
013was worded differently but curriculum council did not receive monetary correct or curriculum council or no curriculum council did not y did not receive um like compensation. They got PDC points but PD council did receive compensation but the way that it was worded before it kind of merged those two councils. So we just cleaned it up. We split it into two or specified the two different councils. Also added a new one called safe advisor, safe learning advisory council. Um and previously it was an S5 on that one council and then they agreed uh just after we looked at the time commitment, the number of meetings, these are all pretty similar, pretty similar in size. So we put them all as as an S3. Um let's see. Um we also split this um you all of the
014sped supplementals no no matter what kind of room you were in got the same S5 supplemental. And so in in visiting um everybody felt that the leave start behavior classrooms were a little more um like strenuous I guess for um the teachers. So we but bumped them up and then on top of that the rise strive T and Rainbow bridge rooms were even more so. So, as you can see, we tiered those. Um, when I talk about the classified handbook, you'll also see that we kind of did the same thing with sped paras and we tiered them to kind of mimic the same structure here. Uh, we also increased the elementary robotics supplemental. It was an S1, now it's going to be an S2. And then made revisions to how the cheer coaches and their
015assistant coaches were paid and titled as well. um and removed boys and actually we removed the title boys and girls wrestling and just put like wrestling head coach because we had it listed boys head coach, girls head coach and everybody they're always the same. So we just eliminated boys and girls and just uh put a general mutual. Then on long-term sub experience, currently uh after somebody's been in a long-term sub position, if they weren't licensed, they start they start at step zero. Um with this change, we would give up to four years credit for any long-term sub experience in district in an open position. So they had to be in an open position for the entire district doing the lesson plans, doing the parent teacher conferences, all that. And then we'll go back and we
016will do it retroactively. Um those substitutes just have to notice notify Drew's department and we'll get those years added so they could start at step four. Three. Step three. Yeah. Because it was first step is step zero. Yeah. And so we give them four years. So they'll start on step four. Step three. No, we give them four years. So we give them zero, one, two, three. So they'll start at step Yeah. They'll start at step four. Um that's why Jessica's talking, not us. And then on nesting, uh, we just cleaned up the language. We removed the class size cap on that, um, just because it wasn't it wasn't really relevant to keep it in there the way we're paying it. And it's board policy, so it didn't need to be in the negotiated agreement. And
017then compensation to new employees. This is just a simple change for the payroll department. It did it currently states that they'll be paid on their first duty day. Well, sometimes we don't even have their paperwork and things turned in, so we physically can't. So, we just put that we would pay within their first duty week. Um, and then, uh, as we've talked before, we we did get an agreement on PTO. So, 12 PTO days, there's no more split between the emergency and the personal leave. No restrictions on use. They can take three days without um having to fill out an application for leave form. on that fourth day, they'll have to submit that form to um the deputy superintendent for approval. Um and it just states that we may require a doctor's note if needed.
018Um uh okay, so the buy down um in order to financially afford the plan and to convert everybody um we're going to do a max of 15 days per year that we're going to buy down in excess of 60. So, at the end of next year, anybody with more than 60 um currently we have to send out paper forms and they tell us how many days they want to sell, if they want to sell them or roll them. Now, there'll be no more forms. Anybody at the end of next fiscal year that has 60 days or or over 60 days will buy down 15 days automatically. if they happen to have 80 because of the transition, we'll buy down 15 next year and then they will be allowed to carry over that additional five until
019we get everybody bought down. So, nobody will ever lose a day without compensation. So, we thought that was very important. Um, and then we also changed the way that days are bought back at retirement. currently up to 70 are bought at one lower amount and then up to 15 after 70 days is is paid out at a higher amount. We just did some calculations and we're going to pay one amount for every single day that they have and it's actually uh a lot more advantageous and Levi put together some examples. Um can't see the bottom. Can you scroll to the bottom of the screen or no? Um so I'll just tell you uh retiring next year um he he put in examples of retiring next year and in five years and in 10 years and
020he just used best case scenario you got the full amount of days you didn't use any and um he just wanted to show the teachers that we did this with their best interest in mind like they are going to financially benefit the dollar amount that they will sell days back per year is less but they have the flexibility of PTO. They also get to sell back sooner and in the long run it is more advantageous. So, um I was really glad he put that together and these are just um other examples that he laid out. Um the sick bank, we made just a couple revisions on this. if the days fall below 10 in the first semester because we we the board puts in I think it's 95 days if I remember right and then
021um certified staff can buy in by putting a day in. So then we take the total number of days split it between the semesters evenly. So if that first semester falls below 10 because we've had a lot of usage then basically we can rob from the second semester days but if the second semester falls below 10 they'll do what they call a call for days and they'll ask all certified staff tied to the negotiated agreement if they would like to donate another day an or is it a half day? Did we do a half a day or an additional day? Thought it was a day another full day. and in order to um so basically just to gain more days, but they had to have initially donated at the beginning of the year by September
022to request days. So they could be nice at the end of the year if we're short on days and donate a day, but they're still not eligible to use that bank. Um we did absolutely no changes on contract hours or days, uh inservice work days, all of that remains consistent. um the adoption of the calendar, they would like for there to be three choices and then kind of tiered so or like ranked voting. So um after the vote, if there's in his example, choice A, B, and C, if C fails, then whoever voted for C, then their second choice becomes their first choice now to get A or B. question, Amy. I What is that? Well, I I had asked explain it to me. What What is the the purpose of that? So, basically, those
02313 people that voted C, they still get input on the two calendars that are actually being proposed. So the the conversation was based around um the difference in the calendars is not ever very dramatic anymore because there's only so many ways to get 181.5 days on a calendar when you have the majority of of people want two weeks for vaca or Christmas vacation and a week for Thanksgiving break. So they don't think that there's enough flexibility in the calendar. Their hope is to have some more flexibility in the calendar and it gets brought forward. So, I got to figure out how to do rank choice voting. Um, but there'll only be one vote. There's only going to be one calendar. You get a BC and then Yeah. And then it'll be ranked choice and it
024it'll just first choice, second choice, third choice. Yes. And whichever one gets to 50% first is the one that gets brought forward. And it should only take one vote. It's how they elect a senator in Nebraska. House or so. House. There's a couple states that do rank choice voting. We'll see how it works. Um hopefully surv monkey or somebody will be able to figure that out for us. They wanted teachers to have a little bit of a say on their schedule. Um, so we came up with the verbiage that they can submit written requests to their administrator by the 15th, but ultimately the building administrator has final say. So they may come to the principal and say, "Hey, I'm a good math teacher and I prefer to teach it in the morning. The administrator can
025take that into consideration when building the schedules, but ultimately the administrator can say when they teach math." And most of our most of our principles already do this. Yeah. that then we removed four hours of mandatory meeting time outside of the contract day. So currently anything outside of the contract day they would put on a time sheet and once it surpassed four hours then we paid them an hourly rate. Um honestly it it was all over the place. Some buildings did it, some buildings didn't. Some people were putting things on that that that weren't um that shouldn't have been on there like IEP meetings when they're getting a supplemental for IEPs. So we just did away with it. Um so their contract time is their contract time. Anything outside of the contract time they can
026turn in for compensation um to their administrator. Um staff meetings are no longer required on Wednesday. So um that gives um us also the flexibility to schedule board faculty meetings on any day of the week. Um we cleaned up the language on emergency closings. Um it was very um vague on when teachers needed to report to on a snow day that when we called a delayed start, it said um as close to the normal start time as reasonably possible or something along those lines. And so we just specified that they were to report 30 minutes prior to the new start time. And we did the same thing in the classified handbook as well to clean that up. Um, we also did specify that an admin may uh require their their certified employee in charge in
027their building to stay and help as well. Come in early. Yeah. Yeah. To come early. Um, parent teacher conferences, no big changes there. um the dress code. Uh we we did revise this quite a bit um in cleaning it up, but as far as what's actually in it, we allowed jeans and it said no athletic shoes, which people were wearing athletic shoes, but we just put in there no rips or tears, clothing must be a good repair. And we also um we left alone the like the order of um like the write up disciplinary action for not following dress code stay the same um grievance that's you guys you want to go ahead so on the grievance process um the big thing that we changed currently in the grievance process when uh a grievance gets
028all the way to a grievance hearing uh currently in the process the district we appoint three individuals for the panel the union appoints three people for the panel and then we alternate picking the fourth person. So, like this year we had a grievance that went to a hearing. We were first when when we drew cards, we were the first ones to pick the the atlarge person. Uh at the next hearing this year, they will be the first. If it were to continue, we would just alternate back and forth picking that fourth person. It was never what we wanted to wanted to to begin with last year. We asked for what we got this year. uh we are going to come together, the union and the district are going to come together and pick three people
029that we can both agree on to be uh that impartial um fourth person or that impartial um impartial person to to serve on that committee. So that when they bring something, if it's our person, they feel like anytime it's our person that we have the fourth person, they're not going to it's not going to be effective for them. We think when they have the fourth person, they're always going to rule in their favor. This just brings a balance, too. It's somebody we both agree on. We both think is going to be impartial to the process so that we can get a true uh a true fair hearing for that grievance that is being heard. So, it's it's fair for them, it's fair for us, and it eliminates uh any perceived bias that there may be
030with the the hearing process. You want to take that one too, Drew? Uh reassignments. Yeah. So, reassignments, we have the ability to re reassign and transfer any employee that we want to any time that we want to. there are employees if if we feel like uh this math teacher that is currently teaching at school A would fit better at school B or there's an opening at school C that we really need filled and they don't need that math teacher over there we can transfer teachers whenever we want however we want any employee princip employee for that matter um and what we've been doing it it's kind of been practice in the past when we have somebody that does transfer we do give them an additional day to get their, as you can imagine, some of
031these people have been there a long time. They've got a whole bunch of stuff in their classroom. So, just giving them time and writing it into the contract that we are going to give them an extra workday uh to get moved and adjusted into that new classroom. if we uh if if the building transferred is required uh they can get up to three work days if that happens uh by the time they've actually started the contract year. So, if we transfer somebody right now, they wouldn't get that benefit if we transferred somebody. And this does happen if we have uh at VO a whole bunch of people, a whole bunch of students in fourth grade, but not a whole lot of students in second grade and we have to move a second grade teacher in
032fourth grade. We're giving them some time to learn, you know, to get up to speed on the curriculum, to get their their classroom shifted over to the new room. just giving them time to prepare and get that stuff ready and work with the instructional coach just to be ready to go in and be an effective teacher. So, it's something we've been doing. It's just putting it into the contract. Um, they also requested that they could use um school facilities. Um, they also requested that they were able to post GCEA or NEA materials in their classrooms as long as they didn't disrupt the learning environment. Um, and then they're also allowed to conduct association business during staff meetings once per semester. So, for example, this first semester it would be to kind of like let certified
033staff know what the changes to the negotiated agreement were and update them there. Everything has to be cleared through the building principle though. Um, yep. And that's just talking about displaying the materials on bulletin boards. Um, then there was obviously the grammar capitalization things like that that we did. Uh, we replaced and we updated the form 57. No changes, just updated the form a little bit and then re removed that 4hour time sheet from the appendix as well. Um, that's just their timeline. Um, but it was a really good uh session. I think we met 10 times. Um, I felt like it went pretty well. Went pretty smooth. Both sides were were pretty um understanding of the other side's opinion. So, yeah. I And I felt like there was a lot of the things that
034we wanted to change that that they wanted to change, too. Um, so there wasn't a lot of negotiating with a few things that come up that it was a change that we both wanted. So, that was good. Yeah. and we just got back from a a conference and uh I feel like we were able to give our teachers a a pretty good package for um compensation. Um compared to other districts there, they're like, "You're kidding." So, it made us feel really good that we were able to do that for our teachers. What did the Could you tell them the board the percentage of It comes out Yeah, sure. It comes out to a 4.4% 4% increase on average for the certified staff celebr is it possible or do we have any projections on what that
035might cost? I do on that laptop right over there. Do you want me to get those for you? Yeah. Well, you can just keep whatever. I'm just kind of curious what that might cost the district as far as buying that now. Yep. That's why we're doing it in stages. Any other questions? We are going to need, from my understanding, two new board members to be on the negotiating team next year if Randy holds true to what he's telling me. So, I see a couple of you that might be interested in doing it down here on this end. Maybe maybe you driving in the car. It really I mean this year I've heard horror stories of other districts and uh past years for us. Um the the union actually did they worked really well with us.
036Levi uh is actually really good to work with. I mean he uh you can sit down and have a conversation with Levi and explain like on the buy down situation. anything that we pay towards buy down is is cash that we're not going to be able to use over here in salaries or any you know uh adding those committees it does take cash to add committees because those are all supplementals you know that's something they wanted that's fine but that's coming out of that pot that we we have available available to pay you guys um so those things um the other things outside of compensation um that seemed to be a little bit more where the conversation was this year. But most things that we wanted, most things that they wanted, we could come to
037a middle ground and find find some understanding. There's some things that they always ask for that we always say no to and there's things that that we ask for that they're always going to say no to and that's kind of part of the deal. But, uh, it's nice to work with them and it's they understand that we're going to say no and we understand they're going to say no and we can still have that conversation and move on and be cordial about it. do those things. We don't want to be 10 times before. That's the way it works. And then Jackie brings dessert on the last day. So, we'll take that. Yeah, I agree. And like I said, this is my third year doing it. This was by far the best process. I mean, as
038far as hard cell or what? No. Yeah. So, you made it easy for the first time. It was I mean, it's never been bad. Don't get me wrong. It's never been like bad, but this year I felt like was was the best. I mean, they were long meetings because there's a lot of information that's discussed, but it wasn't like it wasn't torture by no means. And uh people always seem to bring snacks. Okay. Snacks are tempting. Okay. Thank you guys. It'll be on the consent agenda. Um assuming it passes. Assuming it passes. Yeah. Uh I uh I don't know for sure. Okay, we move on to item F4. Jessica Nin, CFO. It's first read of the 2526 administrator handbook and classified employee hand. Okay. So, we moved this to new business just because we just
039got it to you. Um, I was out of the office for my kids uh rodeo and then last week for conference, so we were just delayed in getting that. But the classified handbooks the main changes are uh PTO and just mimicking that and fast and got Jonas figures. So last year to buy out all employees it cost the district 67,000 or not to buy them out I'm sorry the sellback of days that they chose after 70 days the sellown was 67,000. Um it's projected to be 79,000 this year which is still on last year's day days day. So not the new way the new way the first year um the annual buy down um with payroll taxes is projected to be let's see the initial buy down is going to be a little more expensive.
040it's going to be around the $200,000 mark and that's with payroll taxes. Then after that, the max payout should drop down dramatically to um probably like right around a h 100,000. So more than we're doing now, but um that's due to the to the um buying down sooner. So those are some rough figures on that. um admin handbook changes like I said the PTO um leave revisions and every like everybody's going to be the same everybody can be this is going to max out at 60 days whether you're a parah or a CFO so everybody's at the 60 days to keep that consistent we um again are also trying to limit our liability on vacation carryover which also plays into the to why I feel like this is financially feasable Um if you remember last
041year uh people could full-time people could care over 40 vacation days and then a lot of them were getting 30. So people were starting the year with 70 vacation days. So we've slowly bought that down um in this year's fiscal year 26 handbook it will go down to 25 and that will probably most likely be where we stay. So the vacation carryover days um and updated the payout amount on that. We also put in a little more specific information on resignations and retirements, the dates that they have to do that before liquidated damages um and the retirement um notification in order to receive the retirement compensation. We also updated some of the um administrative leave bank to mimic negotiations and then updated some administrative travel. And then um in the handbook before it said that
042administrators got 1% per year of experience. We were just remove that because we're tiering that um little by little. So not everybody's 1%. I think after 10 years it's like 1.2. So we're just going to tar that in to make that the administration salary schedule a little more rewarding for longevity little by little. And then in the in the classified handbook um proposed a 10% or a 10 cent per um hour increase for all job grades. And then we added in the parah three which is what I was referring to before. We now have a pair of one, two, and three. Um most of our parah ones are in the gened classroom or the migrant. Um and then it'll be those basic sped classrooms. And then tier two is going to mimic the um the
043leap rooms. Yeah. And those and then the Rambo bridge those uh those TE those um upper level those that's who's going to be on the pair of three. And I think there's 39 that will positions that will jump from a pair of two to a pair of three. Um we also added in the teacher apprentice and cyber security manager positions that you guys have approved and uh and cleaned that up. We the other big ones uh we updated the sick bank uh to match the negotiated agreement. Uh we took out the grievance procedure and just referenced the policy so that there's no conflicts on that and then cleaned up the emergency closing procedures and the snow days. We did increase we made a slight change on that. Anybody on a 205 calendar or above is
044required to work those days. Um it was it was very confusing because it was just 260s and so for example at the high school you had academy secretaries that didn't have to work but then the main office secretaries that did have to work and so we clean that up. Anybody on a 205 calendar or above is required to come in on snow days unless it's deemed a district-wide inclement weather day. Um and then we also did increase from three to four for all of those under a 205. they just got three inclement weather days. In the past, we did up that to four inclement weather days for next year. Um and then again, we updated the dress code for um classified staff and cleaned up the mileage to the rule attendance centers. So, a lot
045of the same um as as what happened in negotiations just to clean up the process or to clean up yeah procedures that are consistent with everybody. Um but we will bring these back uh to give you time to actually read. um holler at me if you have any questions or concerns on any of the changes, but um we'll bring that back for action at the June 26th meeting. Um all these changes are effective July one. So, yes. Do you want to mention about positions at DSC? Yes. So, in um when we looked at positions that we've closed and some that are on hold, we went back and looked at our our building because, you know, we're asking um school buildings to like play their part, do that. So, we actually looked and we've closed nine
046positions here at the ESC between clerical and um an administrator position. So, um in fact Josh just um we're trying a couple new things like with in my office we eliminated accounts payable. We're going to have one accounts payable instead of two and then the receptionist is moving into Josh's office and we're going to try to absorb that position as well. Um and we've asked technology um and supplemental to help absorb that as well with different duties. So, just trying to be fiscally responsible um and not ask the buildings to do anything that we're not doing here as well. Any other questions? Like I said, I know you haven't had it very long, so feel free uh reach out if you need clarifications or concerns. Thank you. Thank you. Okay, we'll move on to item
047G, the board open discussion. Love it. Well, first we'd like to welcome Josh to his new position. Nice to be at the baking table. Um, thank you guys for all you do. Um, it might seem easy when you get up here and in 30 minutes tell us about all the stuff that you spent however many months and hours doing. And so, just to thank you for that. Mark. Uh, congratulations to Josh. New positions. New position. Congratulations to our track and field athletes. I was at at uh at the Cessna Stadium Saturday out of grandson competing at Pvault 1A. So, got to see some Garden City people compete as well. And congratulations to all them and all the hard work they put in. I did attend uh last week u the ELA curriculum. They had presentations
048on Wednesday from CK CKLA and HMH. And then Friday it was uh Savas, a lot of teachers, administrators and folk Heather of course was there and uh that's going to be an interesting process. It's going to take some time and effort. I did speak to some folks afterwards, teachers and uh community members and it's going to be interesting how we go through all that. But uh hey, no school presentation tonight. Yeah. Like to hear from the kids. That's all I got. Nathan, can you hear us? You're up if you can. Yeah. I just appreciate the opportunity to listen in and participate and uh appreciate the the way that everything finished out and I know the summer school is getting going. So, I just want to say thanks to all those that are making that come
049together and happen and just looking forward to a restful summer for everyone and uh getting started back on the new year. Uh we're going strong. So, that's all I have for tonight. Thank you. Uh I just want to join the rest of the board here and congratulate Josh. Appreciate him and uh looking forward to his leadership in the district here. Um, I was too at Cessna and uh I know we had softball playing this week in first state and we had several athletes competing in track. So, it was good to just see the Garden City kids get an opportunity to go compete against uh some different athletes and some really good athletes. So, anyway, it was great. And uh we do have a Phaley Powers, one of our athletes, was able to win state and
050the 300 hurdles. So, that was super exciting. We get to see her do that. I don't have anything that nobody's already said. So, congratulations, Josh. Very similar. Congratulations, Josh. Really looking forward to the leadership we're gonna bring. I also just want to say thank you to the negotiation negotiation teams. Thank you, Jackie, Randy, and our administrators, all the DC EA members. I think you said 10 meetings, 30 to 40 hours total, 40 hours total. So, obviously a lot of work going into that, but a lot of people affected by the outcome of that. So, just thank you for all the effort and time. Yeah, I I too, Josh, congratulations and thank you for stepping up and taking on this role. appreciate you and appreciate your leadership and too, like you said, being a part of
051the negotiations, it's fun. I do enjoy it. I I like it. I kind of had in my mind these set goals that I wanted to obtain where I wanted I wanted to get staff to as you know, starting bay and I I feel like we're getting there. We're really close to where we want to be to to remain competitive and to be the best in the in the state. So, I it's good. and the GCA and them, they were great to work with and and I fairly felt like they had the the best interest of everybody in mind. So, I appreciate that. Josh, you're up. Well, um I'm excited. Today is my first official day as superintendent, so it's been a good day. Um been a busy day. Still trying to get settled into my
052office. Uh came up Saturday and did all moved everything out. So, now I just got to get everything put away. Um, today was our first day of summer programs and so summer school started today and um, all reports I've got have been good. You know, besides the beginning of the the start of a new program and and new new places, glitches, but things seem to go really well. Uh, things are kind of slowing down for for most folks, but this is when we start to pick up and and and start planning and getting organized for for next year. Jessica and Drew and and Steve and I went to uh the USA conference last week. that was our first um time to kind of all be together as a leadership team and so um felt like
053we got a lot out of that. There was a lot of really good sessions that we attended and some really good ideas that we have that we're excited to bring back to the district. The next board meeting will be scheduled on take place on Thursday, June 26 at 5:00 pm here in the board meeting room of the educational support center. Now we have executive session 10 for the first one. Okay. Mr. President, I move we go into executive session for 10 minutes to discuss personnel matter pursuant to non-elected personnel exception under coma to discuss personnel matter beginning at 6:50 p.m. and the open meeting will resume the board meeting at 7:00 p.m. I'd like to invite Josh Gman and just to join us in executive session. Second that move and second. Is there any discussion?
054All in favor raise your hand. Say motion carries.