001e e e but the but he found he lives like he's in Phoenix and the report this guy like I ended up being somewhere I'm in like a white paper and a book so that's just really wild oh my gosh mues good evening to everybody we're gonna go ahead and get started um we have a public public budget hearing so we're going to go ahead and get started with the budget hearing for revision number one of the 2425 maintenance and operation in District additional assistant budgets Miss Paris do we have any public comments for this budget hearing okay and then Miss Shapiro is there anything else that you would like to add um I appreciate all the time that you have spent with the board on you know several meetings beforehand and even in our
00210 ones and discussing and clarifying questions so I do appreciate that time that you've given the board and myself um unil ality so I don't know if there's anything else that you would like to add the floor is yours uh thank you madam president and uh board members there are no significant changes in our revision one everything that we had discussed prior um this was just a a mechanism to update to the actual final forms that come out much later than the due dates that are required for us to file our budgets with the state uh so this is an update to get our forms uh in the final version and then resubmit those to the state awesome thank you so much I appreciate it board members do we have any questions or additional discussions
003on this okay seeing none thank you so much I appreciate it we're going to go ahead and get moving to the next agenda item that we have this brings us to our land acknowledgement the Katon School District understands that our community of schools is located on the ancestral land of the oam duid and ikim oam people who descended from the hokam and have inhabited these lands since time Memorial the oam whose name translates literally to people are a vibrant culture and communi spanning countless Generations into the past continuing to thrive in the present and carrying a powerful Legacy for Generations into the future with this acknowledgement the Kayon School District formerly recognizes that the traditional care and keeping of these lands by indigenous people is an aspirational model of community stewardship that we are committed
004to honor with practices policy and human relations and Mr man if you can please lead us in the Pledge of Allegiance I pledge allegiance to the flag of the United States of America and to the Republic of which it stands one nation under God indivisible liy and jusice thank you that brings us to to see is a roll call we have Miss Gibson McLean here miss SS myself Miss Jeffrey and Miss MB they want to go ahead and move into DD or welcome statement we want to welcome everybody to tonight's meeting and remind the audience of the request to address board cards that me must be completed and submitted to miss hes or board secretary if they wish to speak to an agenda item board policy provides for two cards White cards to submitt to
005be submitted in order to speak to an agenda item and blue cards to be submitted in order to speak during public comments our white and blue carts can be found on the left by our coffee in case anybody needs them and um during the open me due to the open meeting law board members are not allowed to address items that are not on the agenda and that's our per our policy be that moves us to 3A approval of agenda I move the governing board approve the agenda as presented all those in favor I I I thank thank you motion passes that brings us to 3B I move the governing board adopt the revised number one total aggregate School District budget per ar5905 and specifically 15905 E1 and ARS 15595 Q for fiscal year 2425 second
006all those in favor I amazing that brings us to 48 which is our governing board reports and Miss MC cheffrey I'll go ahead and get started with you thank you I don't have anything tonight thanks thank you U Miss MB um just now that we're a few weeks in I hope everyone is feeling like they're finally settling into routine I know the first few weeks can be hectic um so just again deep breaths you made it through the first few weeks and uh wishing everyone a wonderful rest of the quarter thank you Miss SS I do not I have one tonight thank you Miss Gibson McLean I don't have a report awesome thank you um I do have one specific one um we know that housing is a a great issue that's going on all
007around here in Maricopa County everywhere tomorrow the Family Resource Center will have a nonprofit called the Arizona fair housing center present at 8:00 at 8:30 in the morning it will be um basically it there's a federal fair housing act law that does not allow discrimination against seven protected classes and that class tomorrow at the family resarch center is for anybody in the community that feels they've been discriminated against whether it's disability race in their rental in their appraisal mortgage lending discrimination looks and feels very different so there's a lot of nuances in the law so if anybody feels like they need a little bit more in um information if you have an immediate eviction right now and you feel that it is because of discriminatory practices this nonprofit can help file complaints with HUD Attorney
008General's office so it's a very good resource a resource and I'm really glad that the Family Resource Center is partnering up with them so we can get these services to our families and that is my board report Mr Man yeah thank you madam president I'm gonna keep it short this evening but I just um kind of in the same vein as as Miss MB I just want to put a very um proud thank you out to all of our staff and our students for you know first two weeks of school I know beginning of school is always challenging um one of our schools is brand new this year which adds a little bit of extra challenge at that particular site uh and you know as I've been visiting around the district and I know other
009members of of our team have been been out and about one of the things that we've noted is um the amazing camaraderie and support that people are providing to each other and of course that's a culture that we want to continue and grow so just wanted to share that and thank you very much thank you and that brings us to our item 5A which is our student outcomes Focus governance update um we have a lot of stuff going on with our sofg framework our goals have been adopted we're currently working on inam goals for our goals which is really exciting to see how we're going to end up getting at the end but we also have guardrails guardrails also are important because they guard rails that are giving to the superintendent to end up helping
010the overall goal um we have a video are you able to play the video that's attached on the board dos or no it's the goals and guard rails video I don't know if we're able to think I might be able to let [Music] me how did they project it her computer can tie in oh okay Miss SS was just saying if not there's um like it's in the email and we can just AirPlay I guess I can AirPlay too um I just want to show this video on goals and guard rails and how they connect I think it's a very important it's like a short uh short two-minute video it's important for community members to know why the board has decided to go into this framework and how the goals and the guardrails will eventually
011tie in to get us to our overall goal which is making sure that our students have the tools they need to to learn so we'll go ahead and watch this video real quick the Uber app is you know you tell it exactly where you want to go this T I want go to the airport so the Uber arrives you mind starting it from the beginning I think it started a little bit Ahad of obvious there we go thank recently I was leaving my office and heading to the airport um and so did is I called him Uber and the first thing you do you know when you open up the Uber app is you know you tell it exactly where you want to go in this case I said I want to go to the
012airport and so the Uber arrives and I hoop him back I happen to know that on this particular day the most obvious path to the airport uh is blocked by construction and so I leaned forward to the Uber driver and said hey don't take I35 I happen to know that it's completely blocked off construction at that point I've actually given two critical forms of Direction of instruction to the Uber driver I've said what is the goal take me to the airport but I've also said what is the guard rail don't go along this particular path now that I provided the goal and I provided the guard rail all the other operational decisions are made by The Uber driver you know if we're going to speed up or slow down I don't make that call driver
013does if we're going to turn left or turn right I don't make that call the driver does there's probably seven other routes that we could take to get to the airport I don't pick which of those seven routes you think the driver does inside of a student outcomes focused approach to governing the board is actively saying I am more focused on what are the vision and values of the community the goals and the guard roads we trust that our professional educ and the professional staff to figure out this is a radically different approach to government but it's one that we believe honors our professionals and really preserves for them the ability to do things that they know make the most sense on behalf of our students [Music] thank you so much for sharing that so
014with that the framework is basically the idea that student outcomes don't change until adult behaviors change using this framework here at Craton School District the board aims to create conditions that support improving student outcomes which is the whole reason why school boards and schools are um exist right it is to make sure that our kids have everything I love this video because it really shows support on how the governing board has set the goals five different five goals that we have and it is now up to our superintendent the person that we hired collectively as a board to give him the abilities to bring in whatever he feels is going to get us to those goals the thing that I struggle the most with in as we get into interim goals and progress monitoring is
015not is asking questions without giving advice of the person who is supposed to be you know taking care of all our in puts of what's working what's not in the school district at the end of the day I have personally a view of the school district uh twice a month for maybe two hours at top so that's four hours out of the whole month Mr Man which is our superintendent has all the eight hours a day ins and outs of everything so as I mean more yeah more than eight hours a day right yeah um so with that being said I think it's very important that we also have our superintendent guard rails because we as a board went out to the community heard from them know what's important to them and now we have
016put them in guardrails to make sure hey Mr Man social emotional learning is important to our community do whatever you need to do to respect this vision of the district but make sure that you do not operate without putting you know the social emotional learning in the in the Forefront so that's why I wanted to share this video because because we are going to be talking about um our guard rails soon too and we're going to by our next board meeting we're going to have intrum goals for our board um for for our goals and for the superintendent goals and we're going to have to adopt them and we need to make sure that clear distinction and not only how they also coexist and how we need the guardrails in order to make sure that
017the goals are being met um one of the questions that we've been talking about and as I had the opportunity to also sit with cabinet and talk about is the guard rails is we had specific questions going on around guardrail number three if I recall correctly Mr Man yes that is correct guard rail 3 was a little bit challenging because um it's it ties into Recruitment and Retention but it referenes uh differentiated professional development so um probably be easier if I read it the superintendent will not allow the district to operate without a system to recruit and retain strong teachers by empowering staff through culturally relevant and differentiated professional development and where we were getting hung up was on sort of that the tail end so almost like the tail wagging the dog in a
018sense right on the um the culturally relevant and differentiated professional development and when we thought back on the conversations that the board had had that led to building this goal a lot of the conversations was around um divers diversity in staff a lot of the conversation was around retention of staff and expanding our recruitment methodologies and so the way the the guardrail itself reads didn't lend itself to that and I think that's part of what was creating the struggle for us and I just wanted to bring this up as discussion because I know that we all worked on this superintendent um guard R together and I want to make sure that cabinet and Mr man has an opportunity to hear from us too like what we were trying to Envision when this guard R was
019set up obviously we want High effective you know um staff also more diversity in our stuff but is that is that exactly what we're looking at what what is it that we're looking at when we say through culturally relevant and different differentiated professional development because that's a little bit harder more to to pinpoint so I just want to make sure that we don't have any other discussions or any more thoughts on how this guard rail should look like that way our cabinet has enough time to bring back to us the interim measures on how that's going to be held do we have any questions or comments I guess I question um like can you describe a little bit more what the struggle is I guess in my mind the way I see This is recruit
020and retain strong teachers by empowering staff through culturally relevant and different differentiated professional development we know that our staff and teachers have been requesting differentiated professional development so I think that is a recruitment um tool yep and I know that as a board we want it to be culturally relevant for not just our students but also our teachers too so I think yeah that's part of having a strong strong what we think of as a strong teacher have they have some um some training on culturally relevant regardless of what their what their background is yeah so so the challenge that we had with that is sort of the differentiation between the inputs the outputs and the outcomes right so one of the ways that that we looked at measuring that was we could have what
021in the past we've come to refer to as a process goal where we'd say oh well we put on this many culturally relevant PDS right the problem with that is it's you could put it in a smart goal format we compare how many we did last year to this year right but you're you're really you're creating a goal out of something that's a process and so like it's not you're not really measuring an output you're measuring what are we putting into the engine and so that I I think was where we were hung up and Dr dup and I know you worked really hard on this and and Dr pombo as well um you know if you've got anything to correct me on or any input feel free to to to share um so one
022of the things that um that we were working on today and um we're hope and we'll be looking at um probably next week with um Dr Ramos and um president CIO is um perhaps there are other measures that we get at whether we're successful with those things or not um and then also you know to perhaps have two interim measures one that's measuring something that we're doing that's Innovative in relation to Recruitment and um and the recommendation uh from the last conversation with Dr Ramos is you we he said well what are you doing that's different right or that's changed and so we talked a little bit about that and he really queued in on something that was similar to an interim that a Texas district set which was related to the change in um
023the way that we're working with our H1B and uh J1 Visa applicants and trying to increase the number because what we're doing is we're we're increasing uh pathway for bringing more teachers into the district during a time when it's difficult to recruit that has a variety of impacts both on um diversity teachers who look like the population within our schools but also just bringing us high quality teachers given the limited pool of teachers within our own environment um and so you know our push back on that was well some of this data we kind of know a little bit already so should we shy away from it and his response was well no I wouldn't shy away from it for that reason because what you're trying trying to do is you're trying to help the
024board with what's the story of what we're doing here right and what what you know what are we what are we placing in in our value set for these guard rails and how do we have evidence that shows that the effort's being put forward so um so he felt and he hasn't looked at the final version of that yet we literally senent it the reason we scooched in right before the board meeting is we were kind of putting some finishing touches we had a commitment to get it out today and so we wanted to make sure that we were um honoring that commitment so um so that that's one thing but then on the other one when you talk about you know some of the differentiated instruction the cultural relevance we don't have a lot
025of data sets that go directly to the heart of those things but we do have some Panorama data that we pull from staff that's related to um climate and really if you think about it those types of things are really entrenched um particularly for our teaching staff they're entrenched within that climate data and then when we looked at that data set what we found was and this will sound really interesting to everybody because we've had these conversations before we were able to disaggregate by number of years of teaching and we discovered that our teachers who are with us in the three to five year range is our group that has the lowest reported rating um for that particular set of Panorama questions right that are driving at like what's the the culture on the campus
026like and um so and our thought was that's also where we lose a lot of our teachers so if we have one interim measure that's really tied to what are we doing to kind of shake up the recruiting and you know knock the dust off of that and try to do a better job and the other one was around the retention but also kind of got at that sort of tale of the dog there with the the PD and all that through the culture maybe we should focus in on those teachers that are in that three to five year window which is where our loss rate is because it would be stretch to say oh well clearly this culture piece being 50% is what is creating the problem here we don't know that there's a
027correlation but what we do know is there's a clear statistical difference between that group of teachers and the and the I think it's four other groups of teachers um and so that you know that's one of the things that and we haven't had again haven't had a chance to talk with Dr Ramos he may say you really mess this up we don't mind the feedback we want to get it right um but it feels like that might get it what we're really trying to measure here and the beauty of it is we have you know our spring data that we can start from and we can do a smart goal from Spring to Spring but it also gives us an interim measure because we're supposed to the goals we're supposed to report on I think
028three or four times during the course of the year but the guard rails is twice a year and that would give us twice a year because if we looked Spring to Fall and then at the end of the year look spring to Spring we'd actually get those two reporting intervals but our big concern was like are we are we driving down the right pathway here or are we coming back to the what we don't want to do is on September 17th come back to the board with something where you're like I don't know what you guys were looking at but it wasn't what the board was looking for right because then that just slows us down and we really this is this and the um the calendar for monitoring are really the last two pieces
029for us to move into full swing with the student outcomes Focus governance and sort of you know move right into beginning our monitor and I know we have our board retreat on the 28th where we're going to be doing some training so um we're really trying to do our best to make sure that what we H with support from Dr Ramos from president kuo to make sure that we have something that we're bringing to the board that is the board's either comfortable with or we can make Minor Adjustments to in the meeting so hopefully by the end of the meeting we're able to leave with all of that established so yeah that sounds good to me I mean it sounds like it's in the right direction and it's feels like it's more information being given
030to the board than we've had in the past as far as that kind of um information yeah that's the other goal some of the materials president CIO shared with us had a section on like what the superintendent and his team should be doing to deliver and there was a lot of things that I was like um yeah no we don't want to do that we don't want to because there were things not to do and so this felt like it was actually validated I'm sorry if I cut you off no it's not and I was just going to say that this is why this this work is so awesome because we do actually get explanations on how to connect the dots on why certain things are being done where the brain or where the process
031is going and they are tying it down it was my mistake for not checking my email before the board meeting but I did see the board upate so I'm glad this kind of conversation happened though organically on its own though because it shows also how much aligned now Administration with what the board the direction of the board is going because I got the edits and they make a lot more sense I was bringing it up based off of our last conversation and there was a lot of you know questions left but it looks like the team worked on it so thank you so much for doing that I know it's not easy work and there's a lot of behind the scenes meetings that go on that a lot of people don't know and I'm not
032saying that that sneaky stuff is going on it's literally work about hey this is worded wrong what about this data what about this what about that so I do appreciate everybody's time and effort and I love the even the explanations that you gave us um right now Mr Man because again that just re edifies that you are we are all connecting the dots and we are making sure that the systems that we have in place are going to match what we want in our guard rails and our goals so I appreciate that and I should have checked my email but no no actually that was that's awesome to see it it was nice to have the conversation from the Baseline point because like what I wouldn't have wanted to do miss MC cheffrey is like
033here's what we've got and then you're like okay I guess that's good it was nice to hear what you actually just your thought without being you know prompted with anything and then being able to share well this is what we're doing does this align with that so I I do think that it made for a better conversation and um it actually helped align my thinking too because it's kind of fresh we were um exec team was kind of wrapping that up like at 540 I think email went out probably and then we were dashing over here so well and I think that's the purpose of talking about this at a board meeting so you know if any other board members you know object or have other thoughts you know now's the place to kind of
034talk about it do we have any other comments or anything okay yeah no no no go ahead fine um I was just gonna in alignment I think the wording like I interpreted as making sure we know that if we're known for being a district that offers professional development that meets all the needs of the teachers that's going to get out so it does become a recruitment tool um and we also know that our students academic data is directly related to the support and professional development our teachers have so I think for me you know it wasn't necessarily how many specific you know cultural PDS are we giving but in every PD that we give are we ensuring that the materials we're using the messaging we're using is culturally relevant so I think that's a which
035again is difficult to measure but I think that's where the climate data helps and then when it when you're thinking about differentiated professional development we know that it's not always appropriate to put everybody in level groups there's different ways to differentiate um but I think the goal as we had these discussions was really ensuring that we're being intentional in providing the p and support that meets every teacher's needs in the same way we try and do that for students and sometimes that's whole group and sometimes it's not um and I like I guess my only if you're looking for other ways to try and quantify it because it is difficult um I don't know like you know where I've been we always had to do some kind of quick two question survey you know at
036the end of every PD like was this relevant do you have additional questions you know is there an area you'd like us to explore more um so I don't know if that you know maybe things like that might be helpful and seeing you know we know the list required things we have to do we also know based on what we've seen with classroom observations these are the areas that we would like our teachers either all of them or groups of them to work on more um but I think asking the teachers are you getting your needs met is a valid way to kind of measure are we hitting that guard rail yeah and I think you know one of the conversations that came up and kind of to address the concept you put out there
037of what we could you know make an adjust because we do surveys so we could make an adjustment to our survey data one of things we learned the hard way um and you know there's some bruise in here still um is that in order for it to truly be a smart goal we can't we can't start by establishing The Benchmark right so since we don't have that survey data in that format yet we don't have a point a to create a move from point A to point B now we can Implement things like that this year and of course next year our interims will likely be different right our interim goals because we things will have moved and shifted some may stay the same because remain universally true the numbers will probably change because if
038we've moved something from 50 to 55% we don't want to next year go and then just hang out there we're doing great right we're gonna you know if we even if we keep the same measure we're going to set the number higher um but one of the things Dr Lauren shared is that we really want to get back we used to do something called stay interviews and in meet and confer one of the pieces that came out of meet and confer was direction to go back to doing stay interviews again so so one of the things we considered was using stay interview data rather than that Panorama data because that's the way where you're directly asking teachers um The Challenge we ran into is when we you know I thought well maybe the last round
039of them we did was right before the pandemic and our goal could be around you know increasing off our pre-pandemic levels of stay data but the only data we could find was all the way back to 2016 and that felt kind of stale to use as a baseline And so um one of the things we talked about is if we use the Panorama data this year just to get us by for a year as a measure then for this year we do the state interviews we will have the data around the stay interviews that would function as The Benchmark and then next year we could switch from Panorama to stay which would get us closer to the type of measure that you were suggesting so definitely not misaligned with what we would like to do
040we were just again the struggle is like what do we have and you know and then we have that you know sort Flinch we're we're getting really good at flinching when it doesn't look like smell like walk like or talk like a smart goal so which is good but I think too with the guard rails you know we really at the end of the day need to be able to measure are we violating them like you know versus the academic interim goals have to be much much much more precise and fine-tuned like I think with something like this you know most of these guard rails do have a very human component you know and and you're going to have perception data yeah around them and so those types of measures might have to shift to
041make sure that we are gathering the type of input that or uh feedback that we need yeah and they're broad right so we're going to use them as guidance to try to ensure that our practices and the things that we're doing are aligned to them and in different years we're going to get different feedback about where the rub points are right so where's selecting like a lot of the things we selected was based on things we heard last year um and so we're like oh we should probably measure this because it aligns to things that were challenges last year or things that were reported to us as problematic but this year if that's what we're really focused on people may be like no all that stuff's great you know stop measuring it right and but
042we may unearth a new Challenger problem that we created you know one of the things we talk a lot recently in executive team about is Australia right like Australia is the role model for how not to solve a problem because you know they are like the continent of unintended consequences because they'll have like a problem where they have some sort of past and so they bring in some new type of animal to eat all of that Pest and the animal doesn't want the pest but it sure loves their crops right and then all the crops are getting wiped out and then they're you know trying to bring a new solution and and then it's happening again and again so as we navigate these guardrails over the 5-year life cycle of the of the student outcomes
043Focus this student outcomes Focus governance cycle we probably will have to adjust those interim measures to make sure we're measuring against the things that are coming up as pain points or challenges or you know it's like well do we still want to measure this if we're just rocking and rolling on it maybe we set one of these measures aside and we pick a new one that helps us really drill down on something that fits within one of those guardrail areas but really gives us intelligible data on whether we're we're actually moving the needle on it or not and so that was part of the thing when we saw that Panorama data we're like this is something we need to move the needle on and it ties back to some of these components as well as
044a number of others that have a very significant impact on teacher retention um I just I just want to say I think I before we had a leadership change I asked do we still are we still doing stay surveys and I was told uh yeah I think so um obviously we have not been I think we should go back to those because I think they do provide a lot of data and just in case commun community members don't know what that is you're surveying and seeking out your best teachers and staff and asking them asking them why do you stay that's a really important information yeah so I think that's a great start to get data and I think I agree you know as you see things you're going to have to survey I mean
045I think the culturally um um relative you know I think we're losing these new teachers that are like in the first three years of teaching we get a lot of teachers from the Midwest who you know this is a new culture for them it's kind of culture shock and and you know I think asking them like how can we help you adjust to this you know for some of them it it may never happen because because they just want to go back home and have kids you know because they're young um people um but for some people who are you know really passionate and want to you know jump into a culture that's a very different um I think we need to be asking them ways we can help them and I think you've made
046some great comments Jay about saying you know the kids are engaged it's just whether or not are they engaged in what you're teaching or they engaged in something else that's going to get them into trouble you know so and that's what's important about having culturally relevant um materials for kids because it's more interesting to them than you know other than perhaps something else you know so that's why it's important and it's not a one fix for all so I think asking those questions in the stay surveys and also you know exit interviews are really important too and sometimes you hear really painful things but I think they're critical um and I've gotten a lot of feedback from people who have left whove said you know I can't even I I want to leave an exit
047interview and I I'm can't hav't been able to yeah yeah and I think the other thing too is the the nature of the employees we're hiring is Shifting too e even if you take the efforts that we're putting in to to bring more diversity into our district out of the equation we have a generational shift right and so that also creates you know differences in how people perceive and want to engage with their work environment and and if we don't if we're not adjusting and adapting to that we'll be you know moving forward in the future we'll be left without a Workforce so it's I think it's really important that we're having those conversations and that we're engaging around those particular things and that we're as an organization we're adapting to that yeah any other
048questions or comments all right and with hearing all that um conversation it brings us to our very next Point too which is our site coun so as we are getting our goals interum goals guard rails and inum um guard rails placed we're going to have to create what's called a monitoring calendar that monitoring calendar is going to be spaced out for the next 5 years or whenever our goals end which is 2028 um to the end of our goals so we're going to create a calendar and it's in the process of getting worked out the thing that we need to figure out as a board is that part of of being able to carry the vision and goals of the community which is part of this framework is hearing from the community right so we
049need to figure out um plan dates that we going out to the community and bringing this information to them letting them know what our board goals are that we have a goal the percent of eighth grade students that score minimally proficient on ASA math will decrease from 73% on August 23 to 48% % by August 2028 once we start getting intrum data we need to go back out to the community letting them know how we're moving the needle for for their students or what input or feedback do they have as the caregivers of the community on helping their students achieve these goals so um the way that it the framework suggests is that two board members go out at a time and there's a difference between engagement and Outreach so whenever a board member is
050involved in engagement it's basically a space where we have created the board a space for us to go and talk to the community outreach is more like a community council meeting where we're invited as the board and we're invited to hear what's going on back and forth from the community so there's a big difference between engagement and Outreach and where the Board needs to be engaging with their stakeholders is usually once or twice if we can because there's five board members and two at a time go out and do it whatever way we want that to look like and that's the discussion that I want to have do we want to create something like School Board Town Halls where two board members go do we go and have cafal at the schools and we're going
051to have to work with the principles and make sure that we're giving it an opportunity to be in that space But it's going to be boardled it has nothing to do with the district it's kind of separate and it's our due diligence to making sure that our our parents caregivers and everybody in the community knows what's going on at the district and what we're doing to make sure that we're obtaining those goals so that's the first conversation that I we need to have is what that looks like for us does that look like setting up it in cafesito doing something like Community Council where it happens you know once every two to three months and it's it's just a free fall for for all right now on how it works I know in other school
052districts they've gone specifically to the schools they have created you know a time frame where at least two board members know that they'll show up the board members sometimes rotate but at least that school has it you know like in November the first thir every November two board members will be here to present on S SOG there's one option I know of other districts that have had Community Council meetings too but they call it board town halls and they just open it up the district they partner up and it's it's completely boardled they do the presentation and then that's where they have that two-way communication with the with the community members too so it's really up to us what we want that to look like um so I want us to kind of start getting
053those ideas out there because once the next board meeting comes and we adopt all the inum goals we're going to have to place them in the monitoring calendar and it'll be really cool because now when we go into these board meetings our community members can expect when a goal is going to be talked about when they're going to get get certain feedback let's say one of our specific um goals is third grade students if parents are really focused on that one specific goal now they will know when the board will be talking about that goal and their progress so it just gives very it gives a lot of transparency and Clarity um on both ends so everybody knows what's going on and at what time it's going to happen our site councils need to occur
054in that time we call them site councils we can call it whatever community board meeting whatever we want to call it we just been using the term site councils um in the framework and the classes but we can name it whatever and we just need to kind of come up with a plan on how often we want to do it and um kind of just really stick to it to make sure that we're being held accountable to our community so I don't know if anybody has any thoughts or comments on what that looks like or what you feel that looks like Miss mcrey yeah so I've been trying to do this for a few years too and what's been called like bagels with the board or kinds of things and there the push back has
055been and I think we can get with Jessica you know um we don't want to open we don't want to violate open meeting law obviously um but she said if it's agendized you know very specifically and I think sofg fits that perfectly even if you wanted to just talk about two goals but you could I'm sure you could do you know all the all the goals um as far as it being a two-way conversation you know other and if it's only two people then that also fixes the problem so I think yeah just figuring out when and how to do it is is probably the the last challenge to do it but I think it's something that we all really want to do because it's it's hard as a one board member to go out
056and reach the whole Community you know um so it it's good I think it's good to have the board as a whole kind of try to have this as a goal I think that's that's great yeah we all as a board will discuss it but I think the issue with bagels with the board or whatever was because all of us were showing up at the same time and I think it's very hard for us not to have conversations with our constituents so and this it's only two at a time which I think and we'll double check but defeats that whole um open meeting law issue but and it could look any way Town Halls inside the schools I mean our schools and our communities kind of used to cafos already so I feel like that
057might be just a good way to get it started because it's something that they're already used to and then just have an actual time frame of when at any given time of a specific cafesito for the school would two board members go at the time and just it would be the S SOG board presentation um another thought is too is that I know a lot of the parent liazon I know this year might be a little bit hard but they tend to have all their schedule for the whole year for their pairing connections that they have to do through Title One are set up already so sometimes that's even a good space because for example I'm I'm only using this school as an example because my daughter goes there but at Craton Academy they already
058have all of the years Parent Connection set up so that's another way that we can go and make sure that we're also advertising in and work together so I don't whatever's going to cost the less the less um I guess work for everybody but it is important and it's vital we don't know how to move the system forward we don't know what our community wants if we're not actively listening to them and making an intentional point to be out there to listen to them so um any thoughts on any of those from anybody yeah I have a couple a couple thoughts so first of all um I think it needs to be a mix of things that happen during the day like for example the caf happen during the day when um some of us
059were have full-time jobs and we literally can't be a part of that and I think that we should be able to um all of us to be a part of that I don't think um you know one person should be able to go more than another person just because of their availability like let's say during the day um and also I think a lot of parents um you know equal amount of parents probably need nighttime as well so I think a variety of times would would be really well cuz I can do it at night I just I can't commit during the day I just that's just not something I can do um because then I miss out on my own students I would agree with that obviously I don't there are some days where
060I I can make some things happen but um my schedule isn't it's always up in the air but um the other thing that I thought of is we could do a you know virtual site counsil as well if that's an option that some people want to do I was going to mention that too because that might I know like one of the things there wasn't a lot great about the pandemic but when I was with bals we moved like our parenty to be virtual and the attendance tripled you know with the understanding that like we get it you you know you might be cooking dinner like you know but we want you here we want you listening drop questions in the chat y you know so I think we shouldn't write off virtual as a
061possible option if we're trying to increase reach of Engagement I like those ideas I think we can do um our site councils and we'll we'll go more into it but these are good ideas make sure that we're incorporating some morning times or midday times evening times and a virtual option and we can all take the task on who decides to do what um so those are good ideas I I I like those I'm also creating the sheet um once it's fully created and changed it literally talks about site cancels it talks and it gives us a list of like also nonprofit and businesses organizations in our district that we can lean on to get our information out too so once that's created I'll send it over to miss htis and I'll have her email it
062to you guys so you guys can go in there and if you need to add any edits or anything you can and then we'll bring it over to the board for the next board meeting have a discussion on it too but I appreciate that feedback that's highly important making sure that we have virtual night and morning options and then whoever can fill in those gaps just fills it so um I like that I feel like I've had a lot of successful evening virtual meetings like both parent meetings you know other board meetings um because yeah you can kind of cook dinner manage kids um you know and then people seem to be willing to come to early morning things like either you know this wouldn't work for the full-time teachers especially but you know we
063we did have audiences around 7 7:30 8:30 you know and I think one of the schools does their PTO meetings you know right at seven or something so yeah I think people will if they're interested at all they'll try to make it happen okay if we do have daytime I'm more likely to be able to make it if it's virtual I'm like oh okay yeah I'm out of class but I can go find a quiet place and get on a Zoom versus driving across town right right I think that also frees us up to make more of the times in a more equal fashion perfect um any other comments or ideas because now with this information I can go back we'll have a conversation with cabinet to and then I'll take some information and have
064a discussion with Dr Ramos which is our coach as well to see if he sees anything out there in other school boards that he's been working with that kind of matches this to see what theirs um calendar looks like but yeah so oh before I move on any other questions or comments I just have one that I was thinking of like um I think like our messaging needs to be like really clear like whoever gives it that it's the same type of messaging so you know so I love that you say that because I was just discussing with Miss h earlier and telling her how we do kind of need to have um like a grounding and I'm going to get better at doing that grounding going over what you know like a quick overview
065that that Handover cheat sheet that we have that was made for us is an amazing one pager of how to start everything you know student outcomes don't change into do behaviors change this is why we're doing this and it gives a uh a little quick overview of like what is the framework there's six components to this framework and we open open it up with that yeah there's a whole bunch of different ways on how we can present this and I'm going to start model modeling that moving forward for the next um board meeting here in the boardroom so we can all kind of get to the same language see how it goes that way when we go out to the site councils we kind of already been hearing what it's going to look like and
066presented but yes you're absolutely right sticking to the same language and making sure that people know what a guardrail is what a goal is what the differ is and how they all work together so I love this cheat sheet and I'm going to start using it more and making sure that I'm setting that example too when I'm leading those meetings that way when we're ready to go out and take it to the community we're all equipped to do it as well thank you for that feedback anything else okay so next steps I will have that sheet available for you guys so we can make those edits I Believe by the next board meeting we'll be able to discuss our intram guard ril and see if we can approve them so we'll be discussing our inum
067guard rails and um we'll be talking about our progress monitoring calendar too okay perfect rocking and rolling yes thank you for that all right I'm going to move over to the next agenda item which is 6a public um comments Miss htis I only have one is this the only comment okay thank you I would like to invite Miss Edwards up to thank you three yeah good evening Madame President and members of the board superintendent man and others from the leadership team I speaking to you for my kraton families and students who were not asked board guard rail number three if their child our students would benefit from nursing students helping with vision and hearing screenings and other medical related screenings from the GR Canon University nursing programs eventually speech and language therapy students would have
068helped us I appreciate the recommendation to seek out college and university programs that would be willing to help our students and families the board policy GNC college and universities states that it is beneficial for college programs and students to provide help to the district the resolution between kraton and Grand Canyon was vetted by our lawyers and GCU lawyers it was explicit in what each party would provide brand Canan University was portrayed unfavorably and with inaccuracies perrywinkle mobile home property was sold in 2016 to GCU tenants were given notice at that time they would need to move I have never heard of an owner paying to have someone moved before Grand Canyon gave a half a million dollars to help residents move additional help was given given by the City of Phoenix who gave it additional
069help to 11 families according to City spokesman Christian cortier six families also received help from the state of Arizona in addition to GCO and nonprofit Phoenix and helping families in need work with 15 additional families 53 of the 54 families received assistance in addition to the eight years notice do you know the number of kraton families that receive supplies and uniforms at GCU through City surf GCU this past summer current kraton staff members that went to or are going to gr KY University serve our district well what is the benefit of a child being identified early needing glasses or medical care when a reputable entity is offering help to my Craton families it should be accepted the reason for rejecting the help from Grand keny nursing college seem to be filled with inaccuracies that in
070fact kept our students from what would have helped them to be successful in class in a more timely manner please reconsider giving my kraton families and students help from whoever is qualified to give it including Grand Canyon University I am a special ed teacher at Grand yeah Grand at Gateway Elementary my students need vision and hearing they need additional Medical Care they need speech and language therapy and I would appreciate it being given to them with every opportunity thank you so much that brings us over to agenda item number seven approval of consent I move the governing board approve consent agenda items a through J and L through o second all those in favor I I thank you so much I went ahead and pulled item K there's a discrepancy in the amounts and the
071actual there's just a discrepancy so I have to make the correct motion I have discussion about it oh yeah yeah go ahead actually I I explain what the discrepancy is and then we can have discussion that was one of my questions perfect um the discrepancy says that there was a previous approval of a million dollar to the amount not exceed 1.5 as listed below but the listed below fiscal year amount should be not to exceed $2 million and not 1.5 as the motion states or as the recommendation States so that's the only issue that we we need to fix um changing it from 1 million to the amount not to exceed 2 million as listed below versus the 1.5 do we have any other discussion item or discussion or questions regarding k so I understand
072that this was originally and correct me if I'm wrong approved at the June 27th meeting correct okay and so I wasn't here for that meeting I was at a wedding I rarely Miss meetings um and I was out of town but so I I would have probably said this then um and moving forward I would love to have more conversations around and just around who we contract with and again if we're walking in line with um if we're walking in line with our goals and guardrails our mission our objectives whatever it may be whatever the culture is here I just want us to be walking in Integrity for me and and again I if some I would love to have conversations in the future and I I'm not necessarily saying that this isn't going to
073go through tonight but if on if I was here on June 27th I would have mentioned it then I I went through an educator School prior to their being open enrollment being a huge thing here I got my feed W as an educator in Portland Oregon which is vastly different than here mainly because it's a Union state and mainly because they don't allow Charter Schools or Teach for America and so for me I do not like Teach for America I like Teach for America I think that teachers that are I I just think that unfortunately it is used to recruit people who have then have to hurry up and get an education that many of us spent years working to get and doing internship ships and and student teaching to be qualified for and to
074then be highly qualified for as well not a lot of those things matter as much anymore I understand that this is a recruiting contract but I would assume that that also then in turn means we'd be recruiting teachers who are participating in the Teach for America program so I understand we had item o that's a tutoring thing I can give it up to be it's a tutoring thing this for me moving forward in the future I'd love for us to explore or or at least know as as board members what are the other options I know a lot of these are brought up cross country Gary whatever because we've done business with them in the past and then that we kind of just then send out to the same people we contracted with in the
075past and so I'm curious to see how we disrupt those systems and take a quicker a better look or closer look at how we decide then who we send uh requests to instead of just blindly sending them back to the same people that we contract with every year additionally like I've never seen any of these contracts and I just I understand it's a million dollars and it says that it's because uh the increas is due to expected increase in the need of contracted teachers I get that a million dollar and $2 million is a lot of money proportionately within our budget as a dist as as the size of the district that we are especially given what this is being used for I understand it it gets directly related to our students um at at
076the end of the day I'd love to see some more accountability and and understand where this $2 million is going and why we need an increase that doubles the original approval amount um it I just I I just like to see more information it's hard for me to vote on these things when I just don't know what are these contracts for what are the services that they're actually providing how successful have they been in the past and then we're just going to go ahead and double a huge amount of money without knowing any of that information um and I've said this before with construction contracts this is the same thing in a different bucket and so for me this just isn't something that I'm willing to do without more information but I understand it'll probably
077pass tonight well and I I may be able to set a little bit more framework for this so um the number is significantly larger this year we're not we're not we don't necessarily have an expectation to go to 2 million but we are on track to exceed 1.5 million so we you know the goal is to have the operating space to be able to make sure that every teacher has a or every child has a teacher in there classroom so and and while I get and respect all of the comments that you made the landscape not just in Arizona but in 20124 is very different during the time frame when when you were teaching and and in Oregon um and so when we look at things like when you think about a preparation program and
078some of these partners and the types of preparation that they bring to the table we're not saying well let's not hire this great teacher who just finished their master's degree and we're going to hire this other person instead we're saying are we bringing in a substitute teacher to fill this classroom or are we bringing someone in who's had the level of preparation that Teach for America provides right so so there's you know there's there's there's scope and scale and um and you know certainly Dr Lauren can speak for himself but I I think it's just important to note that it is always going to be our default in hiring to select the best available person the challenge that we face right now is the number of available people and so we we're trying to cast
079the netwide and we're and we aren't just sending out to you know the folks we've always worked with I'm not and Dr Lauren would have to corroborate this for me but I think at least one of the groups on this list is either new this year or new last year maybe sorry I just got that from the paragraph that was in here it said purchasing Services has sent renewal letters to the vendors who were awarded contracts in previous fiscal years that is true so now looking at this I realize this is from this is from an RFP that's four years old so those are fiveyear rfps but I know we are we are always seeking additional partners and Dr Lauren may be able to speak you know I you guys may get this I'm a
080very principled person okay and I I get everything you're saying and com definitely understand it and I think there's an element of that that then perpetuates these problems and that's not something that I can think that we can all solve Statewide but I'm just saying it's a it's a reality of the issue and there's plenty of systems in this world where that's an issue but we just have to recognize our rle sometimes make sure we're cognizant of it and figure out like hey is there something we could tweak a little bit to make sure that we're you know doing this in the best way that we can and for me that means that I have all the information that I need especially when it comes to such big amounts of money I think um something
081that might be worthwhile I'm not familiar with all of these vendors either but but I think if you are paying recruitment Services um I'd be interested in knowing what kind of data we are capturing and tracking as far as if we hire through those recruitment Services one how long are those teachers staying with kraton from each one and two are they effective you know and I think that's especially you mentioned this is a fiveyear RFP so next year I would assume then we have to look at it again instead of just renewing um and so I think over this next year that might be something worthwhile looking into and saying do we keep all these vendors are there other vendors there one of these vendors not provided you know y um because I think it's
082you know again I don't know all of these super in depth but I've definitely seen recruitment companies where you know we have some amazing long-term substitutes that are from our community that would do better better yeah so yeah and I I wasn't bashing sub have to just measure we've got some amazing substitute teachers in kraton as well and and you know so I'm not bashing on the subs I'm just saying we're looking at you know who who is the best human being that we have available to us to put in a classroom with our kids but I think it would be good just for the sake of this recruitment Services cost a lot of money so making sure that we've had success from them in the past absolutely and one of the um I'm going
083to say a few things one of the awesome things and I'm always going to harp back and bring it to the sofg framework that we have one of the beautiful things about this is that as we're getting recruitment as we're getting all these people pipelined into pipelined into our system we have systems in place to how those institutions accountable now too if they're not producing what's you know into our inim goals into our goals if our guard rails then we have systems in place to be like you know what this is not working and this is Maybe where it needs to go can I'm sorry I don't mean to interrupt but what are those systems because if the contract's already been adopted and that's not a part of it then it seems to me that
084there is no way to do that well I mean there was when I had my one-on-one and those questions were were done and that's what I was going to go at is that the monitoring calendar is also going to help us because we do get you know agenda items posted a week before sometimes that's not in good enough information but we do have an opportunity to ask questions to pull those contracts like I did with some V votes that I've recently voted no on so there is avenues for us to get that um information beforehand and make sure that all our questions and the nitty and gritty that way when we're coming up here we're making all these that way we don't feel like we're making decisions like well I didn't know who this contractor
085was um so what I was going to get at is that progressing monitoring calendar is going to help us too because it's not only going to set an expectation of us of like Hey by this date you're going to have this information this is what's going on next board meeting ask away now I'm not saying that we can't ask questions up here on the board but one of the things that happens is that we should be fully fully understanding what's on this agenda and coming in here and if we have some kind of inkling that's where our 101 time this is where you know this is why information gets sent to us a week or two weeks before so we have the time and opportunity to research everything and you're absolutely right it is in
086a right to ask every question and to figure out at the end of the day am I going to be okay with this vote and if you're if any of us if I'm feeling like oh I'm not sure I'm G make sure I call back my you know Mr Man or Dr dupin or Dr Lauren whoever I need to hold on and be like hey this isn't making sense to me I don't feel good about this and also communication with me you know um I believe that presidents have a lot of discretion on agenda items too and if any board member is feeling a certain type of way on something we can discuss it too and if we need to hold off until everybody's feeling a little bit better or whatever needs to happen we
087can do that too um but I always like tying it with the sofg we do have those mechanisms because at the end of the day our superintendent does have guard rails so when we ask him those questions okay how is this going to contract uphold adult convenience because that could be a good one right then those are the questions that we're asking they're giving us the answer and it's up to us to decide you know what you're right maybe this does fit in the guard rail let's give it a try and if it doesn't work but that's our job to ask those questions and make sure that we're not only holding the institution a whole um accountable but those making the decisions and bringing these items to us totally I guess moving forward I would
088be curious how we decide what is provided as an attachment to an agenda and what is not and I only say that because sure I can put a thing in my calendar to go out of my way and try to get these documents on my own the general public is not going to do that and so if there's more a way to make this even more accessible to the general public as well without causing tons of work for people I understand that then I would really appreciate it because you know I I just don't I and I don't know exactly what dictates you know what what has attachments and what doesn't and so it would be I would be curious was there like a letter written on why they're requesting more money or um any
089other information that could have been provided or attached to this that then other people could view as well because a lot of times the questions we have are going to be questions that the public have and while I know we're trying to save time for sofg stuff in meetings it's also going to save time if we can get a lot of that stuff on the agenda as well yeah I mean the only other thing that we would have for an item like this would be to attach the entirety of the RFP okay um which would be pretty burdensome and I don't think it's considered best practice you know from a procurement perspective all of that information is available at the district office to the public but it would be highly irregular for us to make
090that an attachment to a board agender then I guess maybe a little more detailed information on you know if if they're the ones coming and saying we need more money rather than us just noticing I I would be curious what they've communicated these organ so the vendors haven't come to us and asked for more money we've had the need to ask for more teachers okay so this this that's not to me it's just not clear okay and and that's my apology if that's not clear um and and I say teachers and yet I know if I understand correctly there psychologists that are included in this as well Dr Laura y other related service providers psychologists speech therapists Etc and so one of the one of the challenges you know that that I can certainly share
091um there's 14 superintendents that are in the K8 school districts that support Phoenix Union and amongst that group one of the common conversations we we have are the challenges with getting things like um psychologists slps special education teachers pretty much if it's related to special education it's a struggle bless you it's a struggle to to recruit and find people and so we are continually having conversations about you know what can we do where can we go who can we get these individuals from um and so you know I would Hazard to guess everybody's numbers are different because everyone serves a different number of students has a different number of and type of needs in their District but if you were to look at the districts around us um I would Hazard that they are also
092in a position now they may have set their number higher in June but they're also in a position where they are spending more dollars and they are very concerned about the fact that they're spending more dollars with these types of services in order to acquire these individuals there are a number of factors that go into why that's a challenge some of them are related to um just the shortage of Staff some of them are related to the way you know in some of these cases there are practices that are in place that limit the number of individuals who become certified which also exacerbate the problem as well so um so really in this case it's not that any of these groups have come to us and said we need more money it's been we've identified
093that we have had to hire a number of Staff members that is an excess of the million doll threshold that we had originally started with in June and we have a reasonable expectation that there could potentially be need throughout the rest of the year because very often um you know we we do child find all year long right and we um and we evaluate students all year long so there may be needs that come up or we may lose a staff member for some reason or another and we may need to go out for another individual to fill that Gap and so the reason we're asking for the ship from one to what we originally thought was 1.5 until we realized we were going to exceed that 1.5 number and then we're asking for two
094is to make sure that we have the Headroom in our available um procurement to be able to make certain that we're providing the services that we need to provide to our students any other comments or questions yeah miss m yeah I mean I think this is certainly a good time to provide feedback this you know again just from a perspective like we have we have a fairly new leadership team working on this um and this is a fiveyear RFP now is the time to be providing the feedback like I think absolutely This falls into goal number three which we were just talking about because it is about recruiting teachers and I think having data from these vendors you know if if that's a has to be possible some way like you know just like are
095they getting us who we want and um you know and do they stay and are they effective yeah those kind of things would be you know I think things that would help your decision- making when hiring um help for this kind of thing and I think yeah that you know more information about the construction contracts I think for some of us board members would be handy and maybe there's a way you know that we can get it electronically rather than having to come into the office like for board members where it's harder to get in you know I think I know you like to do deep dives into research Katie so you know maybe there's a way that it's easier to get information like that to her when she wants to see it um but
096yeah the you know it the construction thing has always been a mystery for me um uh when you know you you you hire them for the lowest price and then but then whole whole bunch of change orders come in so you know that's always tricky um and we do want to know and do you know be doing our due diligence so I think this even though it's hard it's I think it's good feedback to give you guys right now I mean the sooner the better to get the feedback so um yeah know the feed the feedback is absolutely appreciated and it was one of the things we noticed when reviewing this item is that we're in year four or five so you know I think it's a absolutely brilliant consideration to think about what data
097sets are we going to look at to frame how we design the RFP for our next five years right so that we make sure we're asking for the right things and we're vetting against the right types of indicators as to who's best qualified to provide these services to us I I just wanted to jump in real quick on the procurement side um so because of it being in year four of five when we would have brought that RFP to the board um four years ago there would have been a lot more information that you're asking for at that point in time it wouldn't be common to bring that RFP information back in the uh updated years or the renewal years and then some of the language in the agenda item um is specific to ensure
098that we meet procurement guidelines in um oversight so sometimes it is kind of template is and I'm happy to take a look at these and see if we can add a little more information um you know we can utilize our board updates and I appreciative of the information about construction contracts I understand those can be tricky um and trying to find a good way to to kind of get into details on some of these um but we actually have lots of conversations like that when we start looking at especially rfps um for procurement for ongoing services for that long so just wanted to let you know I really appreciate that because I understand it says year 405 right there I think the rest of it though without that I mean there's one little indication about
099year 405 as a regular person reading this I don't think I would have any idea that this is like not a brand new thing we're voting on or just like an extension of something we just voted on right and so I think that's where I'm getting at is like some of this stuff is like very hard to digest as regular folks I think we even have a charge to ensure that our language is clear and what's the level the level of a a sixth grader that we need to make sure that we add some uh some of that language into I I appreciate the input and we'll be looking to do that in the future and we're constantly working to try to reduce our acronyms so I noticed there's a couple acronyms we have included
100in here that we didn't first say what an RFP or an ifb is but we refer to RFP and ifb so we unfortunately some of us have more than two decades of you know kind of habit that's bad and we're working to um kind of improve our practice as we move forward but the feedback is greatly appreciated and of course the only way we can do better is by getting the and accountability I had already emailed before we even started this agenda item Hilda to set up a new one-on-one recurring meeting J for me and also to hold myself accountable and two though is like I'm never trying to be difficult for the sake of being difficult in any of these settings and so I ask questions all the time I mean that's like my
101job so I'm always going to have questions and I may even still have a one-on-one and then come to this meeting and have more questions after I hear somebody else talk or do something and so I'm never trying to like derail anything or be difficult for being the sake of diff for the sake of being difficult I honestly like trying to get as much information as I can sometimes that might be annoying to people and I apologize but that's just how I operate so I appreciate everyone's patience well it's it's not only not annoying to me but the other thing I would encourage you is sometimes and I know president kuo has done this in the past um Miss MC cheffrey actually all all all of our board members have done this in the past
102um sometimes people will come and they'll ask me a question and then they'll tell me I'm going to still ask this question on the deis because I feel like if it wasn't n clear to me it may not be clear to members of the public and I feel it's important to put it out there so we are not afraid of questions what we typically are afraid of is not being in a position to be able to answer them so just knowing in advance allows us to be prepared to make certain that not only each of you have the information that you need but that when we're in this public setting and we're we're having this conversation we're able to put the information out there with the public because one of the things again from that
103guidance uh the documents that were shared like what we're not supposed to do and I hope I've never done in my career is to just make up an answer on the spot to be able to answer the question or put out the bright shiny penny oh don't oh don't ask that question look over here right like that's a thing you hear board members complain about in a lot of districts is people try to create a distraction ra rather than address the issue and so if we don't have the answer what we will say is we don't have the answer and we'll get it and we'll bring it back to you well and I'd like to add that I feel that this you know items like this we do need to do our homework so that
104we can have real discussions it's good to get thing more things put in consent as appropriate but I think this is a great example of something that does align with sofg because it is an input with a lot of money that directly affects the people who are educating the kids so I think it's good to have those discussions especially if we know hey if this didn't make sense to me you know yeah and just with that um in case any other questions discussion um I don't believe that you should be apologizing I think questions are amazing and that's how epiphanies happens that's how patterns happen that's how we start realizing all these different things so I don't think you should be apologizing for asking questions I'm going to use uh myself as an example there
105was another agenda item on here um that was given to us through the board report and I asked a million one questions but then I didn't have any questions because I used that time to type it all out ask it I got the answers and one of the things too that I'm starting to learn which is also hard in this framework is that we have these guardrails and just the connection that she made I think this is why at some point you know the driver needs to drive we have the guardrails we have the goals it's going to be the driver's job to prove to us that this is something that's going to continue to be sustainable versus is and I'm not saying for us to be up here and you know rubber stamp everything
106I've seen that happen previous you know in years past that's not what we're doing here but at some point we need to trust that our superintendent is making the right decisions and knowing very well that we've put all our heart and efforts in these goals in the guardrails and that when he does or admin anybody from admin does present something to us they better be ready to see what Lindsay just did like connect those thoughts like okay well this I guess this makes sense blah blah blah this this this whatever I'm not saying we can't come up here and ask questions sometimes I tell Jay I've told him that before hey I know we talked about this I'm still not happy about it so guess what I'm g go to the board and this is
107what I'm going to do it is what it is it's still my my right as an elected official up here but those are the conversations that are very fruitful and help in one-on ones that way all that is cleared out and if we still have concerns then we take it out of agenda we have the discussion and then it happens um any other comments All right so with all that being said it is recommended that the I move the governing board approve the increase of the contract from previous approval of $1 million to the amount not to exceed 2 million as listed below for the fiscal year 2425 the increase is due to the expected increase in the need of contracted teachers to fill needed vacant itions win the district I second all those in
108favor I I I I'm just going to abstain okay thank you motion passes all right and that brings us over to our future agenda items I just want to make sure we all know that September 28th is going to be our study session it's going to occur here any board candidates um I would say suggest you guys attend this it's very important and any community members teachers principls anybody out there that wants to know why the heck we're doing this SG framework what it entails it's going to be another little recap in our study session of really going down into our goals God rails having a little bit of a refresher so I think it's an awesome thing that anybody um that's interested in what we're doing what's possible for kids to attend that study
109session do we have any other future agenda items that anybody wants to request so apologies in advance if I received this on board update or something um but I do think it would be nice for it to be a public board meeting just special ed update on kind of where we are I've I have missed some emails so if I've missed something I apologize no I I think that is something that's on our radar to bring forward um we had a few things happen at the end of last year that delayed it a little bit um with some Personnel changes but we can definitely get that agendized for a future meeting thank you and then just a quick announcement I forgot we weren't having a meeting because of Labor Day so just a plug I
110didn't put it in my report uh Thursday September 5th here in this boardroom at 5 o'clock we're getting right back to work on our committee uh to review policies you can come attend in person or watch Us online September 5th remember that September 5th perfect so our next meeting is 17th is that right correct okay okay any other future agenda items okay hearing none my computer froze but I already know what to do I move the Govern the governing board adjourn second all those in favor I thank you w noes have a great night good thing that last one was an easy one oh and I have other on