001[laughter] actually like that a little bit more than I thought. >> Again, if she keeps that over here. [laughter] >> All right. >> Okay. Great. Let's call to order tonight's meeting, the June 8th, the 26th [clears throat] Beachwood independent school district school board meeting. Thank you. Uh Mr. Burns >> here. >> Mr. Hood >> here. >> Mrs. Wooden >> here. Thank you. >> I don't think that we have any contracts coming in July. Coming in July. >> All right. So, uh moving on to our action agenda. So the first is uh to take a motion to approve Bluegrass Risk Management as our property insurance provider. >> We have to make a lot of motions and seconds tonight. Brett, >> I'll make the motion. Second. >> Okay. >> Any discussion? Would you like to share about
002that? >> Um nothing major. It's the same risk management blueg grass. They've been great. Um this year we've seen not as dramatic of an increase in property insurance that we've seen over the past five years. Um slowed down. I think it's 3% overall >> compared to 15 or 20 years. >> Oh, wow. >> They've been great. >> They're responsive. >> Um, no issues. >> Great. Okay. We ready for a vote? >> Ready, Mr. Burns? >> Yes. >> Mr. Mrs. Boy? >> Yes. >> Thank you. >> All right. Moving on to our next item, which is superintendent evaluation standards. Um and so I need we need a motion to update the procedure to follow our resolution that was approved uh in August. >> So move second. >> Any discussion? >> That's just taking it from the
003it's making sure that our procedure of how we evaluate aligns to what the policy states. >> Uh and so those superintendent standards went from seven down to five. The ones that were in six and seven got absorbed into the five. And so we're just approving that procedure and then at the end of today we will go under close to look at that evaluation process and they're going to take us through that do [clears throat] that in July. >> Great Mr. Burns. >> Yes. >> Mr. Hood Mrs. >> Yes. >> Okay. The next item is the first reading of the policy updates for the 2627 school year. Do I need to read those? >> I will. Okay, >> I'll do a summary. >> Okay, >> 166 pages worth of updates. So, I'll just pull it down
004to a brief, >> but you can do the motion prior to >> Yes. Can I have a motion, please? >> Go ahead, Kyle. I'll make the motion. I'll second. [laughter] >> Okay, great. >> Uh, so I'll go brief because we have the whole month to look at them and dissect them. Um, but this is just an overview. Uh, this will be our first read. We'll do the second in July. Uh there were some proposed changes by KSBA and we've looked at those. We went through those and and kind of distilled those down into impactful change things we got to look at. And then there's some Beachwood recommended changes not based on this the past [clears throat] uh update we got from KSBA. Some changes we've kind of earmarked at some point throughout the year to
005say, "Hey, when we get policy updates, we're going to put these in." And so I'm going to go over the Beachwood changed uh proposed changes and then I'll go over what KSBA has written in those proposed changes. Then we'll have the month to to talk about them. This just give you kind of an idea of what to look for when you go through them. Um and then we can decide do we want to do a working session [clears throat] June 22nd and go into them deeper or does this overview along with the updates that you have attached is that enough. So I will do a brief overview. Um, one of the changes that we'd like to see is through certified and classified holidays and annual leave. There's some inconsistencies there where some people are getting
006holidays and some people aren't getting the same amount, but it's appropriate to get get some equity there. There's some days that are a little off on annual leave day. So, I'm going to take you through right now. So, some changes we'd like to see and they're in these proposed is um for all administrators who are salaried at 240 days, we would like to see uh 15 annual leave days. Um and then that's for administrators, that's anybody at 240 days or more 240. Uh they would get 15 annual leave uh annually. Um, and then classified admin, uh, and there's just a few of those, uh, hired after July 1st of this year would also get the same [clears throat] 15. Right now, there's some people with 15, some people with 20, and some people with just
00710. We're trying to get everybody right at 15. >> Can you take back people with 20? >> We're not going to do that. >> Anybody hired after >> July 1 of 26, we're not going to take backward. So this is for future. >> So going forward July 1 26 anybody hired in those roles would have 15. >> All right. >> Um with that said there is uh because right now all classified um non-admin there are classified that can earn up to 15 over time but they are since they're not admin they earn it based on a year's experience. So they'll start out with five annual leave and they work to 10 and is 15. And so it's trying to get those aligned and more equitable across the board. So it's it's nothing drastic. Um and
008then the other one was um any nonadministrative role that is 240 days a year um or sorry 220 days a year plus would get uh the seven holidays. Right now I believe they get four holidays while everybody else at 220 plus everybody else gets a if you're working more than 220 they're getting seven paid holidays. um this is to get those other people that are also working 220 plus those seven paid holidays instead of the four. So that's one we can think through and talk about as much as you want between now and July. Uh the other one was and did you touch base with Aaron on the age >> I you can ask >> good >> with the age of the substitute? Yes. Um, it was sent to me today and so I don't
009have a problem with it because there's not any administrative code that would prohibit it. >> Great. >> But I'd like to just survey my other districts before July when we meet and just to make sure. But the rationale makes a lot of sense. What was >> okay? So this was uh anyone who is going to sub 7th grade and up. >> We want them to be 21. >> So if you have a certain amount of hours in college, you can start to sub when you're 20. So, we're like, if a kid who's in the college of ed with the hours and they want to go sub in kindergarten or fourth grade and they're 25, >> I don't need a 20-year-old in senior English with 18, you know, it's just so we're just trying to create
010a gap for for seventh, 12th grade. >> Okay. >> So, >> um many subs. Do we have any 18 19 year olds trying to >> it? They we will see them come through the pipes and we'll see a 20-year-old come in like I'm here to sub like we'll put you in seniors or >> eighth graders to know how common it is. It's not >> it's not >> super common but it does happen. >> Okay. >> She's on the other side. >> Um then [snorts] this has always occurred. This is just putting in policy making it official. um when uh someone puts in for when an instructional staff puts in for a half day sub or a half day uh that's the minimum they can put in. Um so they can put in a half day
011uh because we men have to get a sub for them. So it's not like I want to put in for 9 to 10 because I have a doctor's appointment. Well, if they leave at 9:00, come back at 10:00, we don't have a sub that we can say, "Hey, can you come in from 9 to 10?" Mhm. >> We will call in a sub and that sub will work from 8 to noon the half day. So it's making sure that uh when you take any type of time off in that regard that you're taking either a half day or a full day. Those are your two options for instructional staff. >> Y >> when those any position that requires a substitute. Uh, another one is um based on some HR training that we went to this
012year, uh, there was a line on the classified evaluation that talks about just an overview of meeting the performance standard. Um, this this employee meets the performance standards, yes or no checkbox. They said that's not a good line to have in there. we recommend you remove it and you you've checked all the boxes for satisfactory or unsatisfactory on the previous parts of the evaluation. So that was just a recommendation from u the state Wayne Young said that's not a good line to have in there. So we're heeding his advice and recommending for that removal of that line. [clears throat] Um and then the as we just had our most recent voluntary transfer [clears throat] request, we looked at our trans voluntary transfer transfer policy and we looked at our procedure and they didn't align. So
013we're recommending the removal of the voluntary transfer procedure part uh because it works contrary to the policy. policy says request made to superintendent that request is made we don't need the procedure. So you can take a look at that and see the difference between the two. So those are the Beachwood changes that we've kind of identified throughout the course of the year. Then you have the KSBA changes and I'll go brief on these because you'll have time to go over them. Uh display of the bill of rights in the building. Um board chair and vice chair uh is a term decided by the board up to two years. uh superintendent uh and admin can't get a raise that exceeds teacher classroom teacher. Um there are a few reasons or waiverss why you could you can
014read those of what circumstances may allow for it but in general admin and superintendent cannot get a raise that exceeds the raise of classroom teachers. So the percentage >> percentage [clears throat] >> um upon hiring um so this is for for us it impacts us it's it says when we do a reference check the [clears throat] current employer is require required to disclose any disciplinary action or misconduct. So what do we have to do upon hire? When we check our references and we ask those sending schools of of a potential employee, is there any misconduct? Um, is there any disciplinary action that they're undergoing? They're required to share that with us. >> We are we are required to share it with them. So, that is um now policy. >> That's good. >> Yes. >> Um,
015we're working and this week I'm going to go talk more with other superintendents and districts of what they're going to do around the van drivers. They're trying to say that, well, they're saying that van drivers are going to be classified kind of as bus drivers and they're going to fall under the same type of requirements that a bus driver would need with not CDL, but the testing requirements, the training requirements, some of those things >> to drive our new passenger vans that we just got. >> Yes, >> that's so an IIA. An IIA is like, I got to take these six kids over to here today. that IIA might have to go through the same training and testing requirements as full-time bus drivers. So, we'll see. I want to see what other districts are going
016to do, how they're going to work. There might [clears throat] be a little ability for local control to come in and say, "Well, yes, we're going to limit the extent around the extent of which uh we can require." So, we'll see >> and I'll do that work this week when I'm with the rest of the other districts. Um trainings. There's some updates to trainings, mandatory required trainings that we're going to have to do for all staff related to the grooming bill around appropriate relationships, communication with students and appropriate relationships. So that training will be added to our list of trainings that is required by all staff or required for all staff. Uh bids go from 40,000 for an RFP to 50,000. So you get a little 10,000 and um every five years after this uh
017it's going to go up another 10,000. I think they're just accounting for inflation. >> Yeah. >> Cost will go up. >> Um on the website we have to disclose financial our financial statements. Christiey's going to make sure that we are compliant in that. So that's a policy. Uh budget timeline. We already followed the timeline but they set forth another timeline. I think the key to this little adjustment is that you guys have to know about the budget two weeks prior to the approval that exists that will occur at that board meeting. So let's say the uh September board meeting where we approve a working budget. >> The board is required to get that working budget two weeks prior to that September 30 date or not September 30 date the September board meeting which would be
018sometime early September. So you would need that parking budget >> near the end of August. >> Is that gonna be a challenge? >> Okay. [laughter] >> Yeah, there is a challenge to actually get it done actually sometimes by the board meeting date because we don't meet before September 30th. I mean we don't meet any we meet early in September. >> So it's very hard to do that. Would that be then just would that be wise to bump the September board meeting till later in the month for that month to give us more gap between what occurs in August, get that budget set, then get it to the board two weeks prior to them? >> Really all stems from when we approve the tax rate. Really, that's really what it stems on. So some like it's
019been hard sometimes to get oursel together to even present an office for a tax hearing. You know what I'm saying? because of when you get the information from the state and stuff like that trickles down to us. But >> so we'll talk we'll talk about that >> as we get closer to it. We'll know more like at the end of July, beginning of August, we'll know whether we need to push September's meeting. We can make the decision in August. Okay. >> Right. >> Okay. >> Well, when we get to July and we start to set the dates for the year, I think we can talk about that. >> Okay. >> Um, science of reading uh is going to is coming out by June of 2029. science of reading for all K through five teachers. We're
020gonna have to go through that training. Good thing is most of our teachers are trained in that already. So if we or when we have to get them upskilled in that, it shouldn't be an issue, but that's just new. Uh another new one and that I'll be talking with superintendents and Lauren will be talking with other doses uh special education directors is around this dyslexia. It's around the uh screening, identification, and intervention on students with dyslexia. they have things in place to allow us to support those kiddos and that's now part of the policy writing program where that which is really in line with some of the things I'm going to talk about tonight but a writing program um every district must have a policy in the program we have those I know elementary definitely
021has one and SPDM their SPM policy for elementary but we're going to make sure that those are aligned um so that's a new one there's a religious beliefs excusal where a parent can fill a procedural form on excusing themselves from some sort of content based on religious beliefs. Traceable communications. Um, nothing major there. The only thing now is from last year to this year, everything's going to be the same. The only thing now is a uh staff member can fill out a form to say, "Hey, I'm working at this place where this student works. We might communicate." Uh, so a a teacher can bring that to the table. Um, and then I'll share this with you. It'll be on the dashboard. Inservice training for board members. Brad, you were just going to be so sad
022to miss this. >> I'm not attend anyway. >> It's it's a it's just a lot of uh not additional things, but some just adjustments [laughter] to the training schedule, what you have to do. So, I'll put that on the dashboard. It's just long. >> Okay. Great. >> All right. So, those are kind of just the major impacts. >> Great. >> Thanks for the update. >> Yep. >> Yeah. >> So, that was policy updates and procedure. >> Policy and procedure. >> Okay. Good. Then we're just moving right along. >> There you go. >> Okay. So, next is our consent agenda. So, I'd like to take a motion to approve the consent agenda. >> Keep the motion. Second. >> Great. Uh, any discussion on the consent agenda? Do we go back and do the procedure on the
023first read or we go? >> It's a first read. That's a notice for everyone to know that there's changes to be made. Great. >> Anything on the consent agenda you want to talk through? >> Uh go through real quick. Um a good one is the Read to Achieve grant that we got. It's $140,000 over the course of two years. uh 70 grand a year will go towards um helping us pay the u interventionists. That will go towards the reading interventionist uh that used to be paid with title two. Now that or that title money will now be used uh to help us with the math interventionist. So we can cover both of those. One with the reading grant, one with the title. uh of Perkins, which is the consortium that we're part of that allows
024us to get professional learning for those uh teachers that are CTE. Uh the bond repository agreement, that's just our agreement with Heritage. Simple boiler plate. >> It's an annual agreement. Yeah. >> Uh Guardian Angel extra days, those teachers over at Guardian are required 20 extra days through Techac. And so we've always paid them those extra 20 days. We're just formalizing it. Uh so just we're getting approval from the board that we're allowed to pay them their daily rate for those 20 days, but that's always occurred. They want to work those days. Uh the fees for high school elementary, just things of note in the fees, the tech fee um has gone up uh from 85 to 92. So we saw a $7 increase in the tech fee. To give perspective on this, which I think
025is important to the community, is that the Chromebooks have gone up in cost from 432 to 633. per Chromebook >> over what time period? [clears throat] >> A year. >> Yes. >> You've got >> AI impact. You've got the war impact. Yeah. >> You've got a lot that are that's impacting the cost on these things. So, what that is, it's a 47% increase in cost. >> The $7 increase um is obviously not >> 47%. But I I'll say this that last year when the Chromebook was $432 and families were paying um the $85, they were paying 79% of the cost of the credit uh over the course of the four years with this new system. Um and and them only going up $7 instead of that larger cost. their cost of so they're going from
02679 down to 42. They were paying 79% of the cost. Now they're going down to 42. The district was paying 21% of cost going up to 58. So we're taking on more of the bill, I guess you say, for the Chromebook. Um but they are seeing an increase in their fees, but not at the rate in which we've seen the increase in the cost of the Chromebook. So, just to make sure people know like we're not just charging you more because Chromebooks gone up. We're charging you not near the rate, you know. >> You will see on elementary school fees, and I know some people would really like this, the field trip fees. So, um, Zach and Alicia got with all their teachers and looked at what are the field trips going to be in
027these grade levels, and they set a particular fee per grade level. based on the predicted field trips for the year. So, everybody can pay their fees through IC. There's no nickel and dime. There's no giving your first grader cash to bring to school to give to the teacher to do all that. So, that's all streamlined. So, um the only one they're kind of waiting on because they don't know what they're going to do for the year. I think it's sixth grade. >> Sure. >> So, um but every grade has their built-in um field trip fees into their school fees so that everybody can pay dry. >> So, It doesn't happen four or five times a year where they get asked to pay. Um, and then high school, the reason they don't do that in high
028school is because grade levels are so different. If I'm a ninth grader, I'm going to be in so many different classes than another ninth grader. So, there's not this uniform fee for grade level. That's why it's different. Other than that, Thomas Moore mou that's dual credit surplus of art textbooks just old all old our textbooks the booster funded stipen position we just wanted to make sure that all the monies to pay um any band position ran through the school. So this position runs through the school but the boosters are funding it the ban boosters. We just wanted to make sure anybody who's paid by Beachwood is through our system, not the booster system. >> They were being paid directly by the boosters. >> And we wanted to make sure we're compliant with Redbook. We can
029get background checks. We can do all the appropriate paperwork. So, um that's why you see that there. They wanted to add that position, but they're funding it. >> Um that's it for consent. >> Okay. All right, Mr. Burns. >> Yes. >> Mr. H. >> Mrs. Wood. >> Yes. >> Okay. >> Uh, superintendent report. >> All right. Uh, the first part of the superintendent report will be the capstone. Everybody's been waiting for. [laughter] >> Matt and Scott are back there really excited about this. >> Yeah. >> All right. Here we go. Uh this is as part of um KASA. I'm in cohort 14. It's all new superintendents go through a year-long professional development [clears throat] around uh leadership in the superintendent role. Um it's it's been a great experience. Uh, I've spent several days down in
030Frankfurt with other new superintendents all around um timely professional learning that aligns to kind of where you're at in the year of a superintendent through what board meetings are coming up, what items are coming up through legislation. So, it's been um it's been a great kind of support system to lean on as you go through your first year as a superintendent. Um you can see that the five areas that we focus on are culture, HR, instruction, operations, and strategic planning. Uh I'll go through now to show um some of the things that we've accomplished this year in each one of those areas along with some evidence. So go for it. >> You have a clicker. >> Oh, I have a clicker. >> Uh PGP. Uh the PGP aligns to this capstone, aligns to a lot
031of the work we've done. Two major parts of the PGP. Uh the first one was strategic leadership and you can see there that's one of them strategic it's the last one at the top. I'll talk about that in a little bit but strategic leadership was basically PGP is I wanted to develop a three-year strategic plan. We were able to do that and we'll go into that here in a minute. The other part was communication sharing and transparency uh to implement uh or to foster a more collaborative environment within the school system to see better uh elementary high school collaboration. So u and collaboration with partners within our community and our parents. So um that was the other goal. So you'll be able to see later on some evidence in both of those areas of communication
032and transparency and strategic leadership, cultural leadership. Some things that have occurred this year as part of making uh not just making Beachwood's culture better, but but showing how great the culture already is. you know, I mean, we've done uh some improvement, but we have great culture and and that's not necessarily anything I've done directly. That's just part of the community in which we all get to exist. And so, I I think it's a great testament to where we're at. So, just some really cool accomplishments. Um proud of the uh three PS mess I was able to do with every single staff member in the district. Um, I love the three Ps superintendent award, the 2 by twos with board members was awesome. I'd like to do that again next year. Um, the board share outs.
033Every time we had a board meeting, we shared out one of the pillars. Uh, so you guys got to see. So, a lot of the stuff normally you may not typically know. You're going to know a lot of the stuff because of those those shareouts that we did every month with the pillars and the innovation teams. um just the P12 collaboration that has existed um this year from guardian angel over here to elementary to high school. Just a lot of engagement in our staff working with each other [clears throat] across buildings. Um Tiger Nation podcast, very proud of that. [clears throat] make fun of me. I like [laughter] uh and then just education foundation their support and you talk about culture that closing day with that staff and that was was pretty special to see.
034I don't know if you get that K12 a full district where everybody knows kind of the story that's that they're being told. It's it was pretty special that evening or that morning. You look at some extracurricular things that occurred this year that just continue to improve the culture. I will say about culture, if you saw that little uh video with Sawyer Carile, baseball, >> we talk about balance all the time. That's basically they just basically talk about the culture of each balance. You look at the academics and the extracurriculars >> and above that just the character in which those kids carry themselves. I was just proud to be a part of it. And so um you talk about culture. I think that little video showed a lot of what the culture of beach was all
035about. Um, just the list goes on. You see all the good stuff here. Staff culture survey. Uh, last year to this year, have you seen improvement in school culture? Um, 95.2. Yes. Uh, last year to this year, has transparency improved? 976. and then um communication 976. So that was a staff survey. Just some pieces of evidence. See top left you got the bannual report which we've got to talk about um at for July retreat to start to work on that to get it out for August return to school to do our by annual report. So >> uh you look at the three PS awards Mr. Murphy, you look at the girls volleyball, you look at kind of a year review at the bottom, you look at the communication um that seemed to be get good
036responses uh this year of like if you have something please reach out to us. I don't feel like there was much Facebook chatter in regards to negativity. Uh we constantly tried to redirect that back to the school if they wanted to ask us a question. HR leadership. Uh very proud of the work that the team did, especially Christie, Sarah around, um working with the board and the budget committee to to look at that step plus six for that. You look at HR, you look at our staff, you look at our retention and our recruitment. That's a game changer. I think that's pretty monumental. So again, a thank you to the board for making that happen. Um just some new great hires um board policy updates. Um the amount of work that went into P school
037with Natalie Sarah the team to make sure that P school that our hiring and onboarding processes are streamlined and efficient. It's a ton of work. Um so great there. Uh central office restructuring the new teacher program that we have embedded. Um new board attorney. Um yeah. success. >> There you go. >> Uh, and just some other items in there, >> some of the hirings, uh, the new staff up top, uh, just how we promote uh, open positions that bottom left, those graphs and all that. That that's some of the feedback we get through P school. So, it gives us some some data around uh, hiring and onboarding. Um, so you see there there's the letter up there, the RFP that got us to the new board attorney. >> Oh, and I hear we got a
038new football coach. Just heard. >> Can Allison take back her maiden name? >> Oh, you don't like the name? >> I ke instructional leadership. Long list of instructional. I mean, it's one of our strengths here at Beachwood a bit. I mean ACT to SAT and maybe SAT back to ACT. They just keep flip-flopping on us. So we'll know in October. Um [laughter] >> senior defenses of learning just all defenses of learning across the board. Sixth, 8th, 12th grade. Um three national merit finals at rising state champs. First ethics bowl at Beachwood. They made it to the finals. Uh the Young Investor Society got 25 grand. >> Just just pretty amazing stuff. So uh very proud of what we do academically at Beachwood speaks for itself. Governor Scholar GSA niche number one in the state 77.
039Pass rate for the AP fivear preschool. all of our teachers and all the awards that they've gotten. Miss Seaffort with the uh achievement award. She's one of three high school teachers, one of the she's one of the nine finalists in the state of Kentucky. It's a pretty big deal. >> Thank you. >> Very impressive. >> Tap house with a golden apple. >> All the staff going to conferences and presenting. I loved our district instructional rounds. So once a month we got together as a district cabinet and we went out and we did our visits to classrooms to give feedback to teachers around specific areas more instructional uh edge 13 work about what are we doing for those students that are getting ready to go to college. I can't wait to see that expand to that
040year 13 to bridge the gap as students leave Beachway and go into postsecary GT services PTP the work of that team has been incredible the broadcasts that have started um you look at the elementary work around MTSS and the ability to implement and improve drastically this year that was great support their teachers in that implementation um just collaboration again said that earlier here. Just a couple news articles there. Um, [clears throat] the blue highest ratings across the board. >> Who you put that in there? [laughter] Sarah puts things in that I do not embarrass yourself. >> Great picture. [laughter] [clears throat] >> Really proud. Let's see that top metal one. That's This one's this one's really awesome. Uh so we for the past few years have wanted to take the edge program and have this
041kind of culminating experience for any kid that goes through three years of a minor. Say on the back end, you're going to do an undergraduate level uh product of of some some research. You're going to do college level research and you're going to present that. And so we're able to uh imple create a class an AP research class led by Mrs. Malot who was out this year. Miss Demco came in and like filled in fantastically. Um but I do want to give kudos to the high school of getting this to come to fruition. Um if you go out to the hallway, uh the ramp that leads from this area up to the cafeteria has some of the most impressive high school research I've seen. It is polished. We're going to put together a booklet every
042year, an annual program of research at Beachwood to share out with the community to say, "Look what our kids can do." It's pretty awesome. So, half of it I don't quite understand what they're talking about, but it's impressive. And um uh I just I'm really proud of the work those kids did, the the teachers did, and the leadership did to guide that. operations leadership. Uh maintenance budget and process just some things in the maintenance just uh some bigger items that occurred there. Um tech budget prog I mean you look at the Chromebooks to sell service was a huge one that's a US teachers that's a that's a home run there service. Yes. It's got more than um just the tech team dealing with everything. The new building came on online, all the work this summer.
043>> Um a lot of work there. U they are constantly improving this place. I really appreciate their work. Uh kitchen um from making sure that they provide food every day to make sure all the equipment runs. So, uh, just between Brian Booth and Brian Weaver in the maintenance department, Tim and Brandon in the technology, then Rachel and her team, um, I I meet with them um, weekly with Tim and Ryan, but monthly with Rachel to be able to make sure that we're we have the best, uh, equipment, we have the best facilities, we have the best, um, kind of support to make sure that we're meeting the needs of each all of those areas. Then construction oversight and operations obviously you know all the stuff uh that I give updates on that you can see
044it and so working with Kodell working with Joe Hayes architect working with the maintenance team the teachers and all the impacts that we ask the teachers to kind of hold their breath until it's all over with. Um, it's fun doing all that work. finance-wise, working with Christie primarily just to for me more to learn from her, learn with her uh on how it all works, how it all fits together to be able to go through that deeply this year, not just once a week, but maybe three or four times a week for the course of a of seven or eight months to truly create a sustainable, safe process of going forward with all of our facilities and all of our support for staff. Um, this is probably the work I'm one of the pieces of
045work I'm most proud of and and that's a testament to be able to do that with Christie and and Sarah and the team. So, a lot of good decisions there. Um, and all those decisions right there and looking deeply and all that is a result of G being able to give our our teachers giving them a step towards being competitive. So, you see there's some construction and you see uh the restructuring and some of the savings that we were able to get this year. Then you see the regional impact on a step plus six and how we've taken some steps forward uh to parking at Kroger. We got more spots next year than we've ever had. So negotiated some things there. And then beautiful front lawn with four beautiful trees. [laughter] >> Strategic leadership. Uh
046you can see the new three strategic plan. That was a big big pool and and to get that from start to finish was great. End of year one excited for year two of that innovation teams that direct align directly to that. The AI guidelines that fall within one of those innovation [clears throat] teams I'm working on Tiger GPT to see if we can scale that from Barcat GPT down into Beachwood. I don't know if that's possible, but we'll see. We got a meeting with UC on that. Um the AI summit uh looking at strategy. AI is a huge piece. It's a huge component of what school looks like in the next two three minutes versus two to three years. Um so being able to participate in the AI summit and lead that work for the
047region but also being part of Cincy AI week next week to develop network and partnerships around what could we do from an education standpoint. um being part of the new University of Cincinnati AI grant partnership where they're working with leadership here to instill some of the skills necessary for leadership to guide some of the work so that the staff isn't just like here's AI deal with it. Um I think the the push behind that is to make sure that we understand it as leaders within the district first. Um [clears throat] staff leadership innovation team um building leadership in Beachwood. You got the dashboard uh that we're continuing to work on for local accountability. Um some of the other things that have occurred, all the districts that we've seen. So from strategy, it looks like that
048we are being a leader in strategy with all the people that are coming to see beach and see what we're doing here. Some other areas of strategy. hit on some of them already. I won't talk about myself, but strategic evidence. You can see some evidence there that linked. You can click on those links and see that. This will be shared at the end of the meeting. You've seen a lot of those videos throughout the course of this year on the the board meetings. You see the budget committee's work down bottom left. Superintendent advisory in regards to uh strategic leadership making sure we provide opportunities for feedback. They were very well attended this year. [laughter] [clears throat] We need a bigger room. I think TLC was not large enough for those. Um [laughter] district newsletter proud
049of that work. making sure that we're putting out communications in a variety of areas [clears throat] to make sure that everybody feels like they're getting their information and the best avenue that they feel is appropriate for them. Um, you look at our a lot of our surveys that have gone out to get feedback. All right, so next steps. So those are the five areas of leadership. Here are some next steps. This is what what we're looking forward to for next year. We're going to use all the data. We're use our surveys, use board input, SPDM input, and that will all drive what we're going to talk about at board retreat. Board retreat then drives what we talk about at cabinet retreat. Cabinet retreat will drive what we do in professional learning to impact students in
050the classroom. That's our normal cadence of operations, and that's what we'll do again this year. Um, some of the things that we want to work on, competitive salaries, continued progress there, [clears throat] development of my PGP for year two. I'm going to focus on year two of the three-year strategic plan which will be part of that work of the first bullet that will drive then what innovation teams we have for next year. Uh I talked about a little bit around the targeted academic focus for high school and elementary. We we sought feedback from the board from SPDM. We did at the end of the year for staff. what areas do we want to see us focus on for next year specifically academics and how can we get better and so that will drive some of
051the work of board retreat retreat and then it will wrap around then that professional learning to impact student learning in the classroom uh construction completion punch list we're do the DFP in the fall and that will drive our facilities improvement for the next several years so that work begins in the fall um administration new administration high school So we'll be uh there will be some definite um intentional mentorship there for for next year. The local accountability dashboard, we'll continue to do the work around that. I will be the ENKCS president. So that'll be some work that I'll have to pull for next year as we go through that. That'll be new for me. Uh we got accepted into the innovation co cohort for um the association of school superintendent is a national organization and we
052are um four member team on the innovation cohort in which our first spot will be to visit a school district in Utah. Second spot is to visit the school I think outside of Cleveland or Columbus and then in year two they come visit us. So where this large group of of uh district personnel from different districts across the country in order to like learning how to innovate and so it's called the innovation cohort. >> So that'll be a two-year uh it's a two-year cohort and then looking into and we're just on the tip of the iceberg in this work is looking at what does LED look like for the lighting that we have in here, but what does that look like campuswide uh to save us money? And so we've just done the first initial
053steps of that and we'll learn more about that between now and July. >> So that's next for next year. Just a few of the things. This is just a letter to everybody. Uh I'll read it aloud but um it just says this experience pushed my thinking, improved my leadership, reinforced the importance of governance, relationships, and purpose-driven work in leading a school district. One of the most important or one of the most impactful aspects of this journey has been the intentional work to build and strengthen foundational systems that will move our district forward. From deeply learning and tightening financial practices to ensure responsible stewardship to aligning communication structures and creating clarity in how we operate. These are the foundation. These are the foundations that make long-term success possible. Sustainable improvement doesn't come from isolated initiatives. comes
054from consistent aligned systems that support our people, protect resources, keep the focus where it belongs, on KES. I'm especially grateful for the individuals who played a role in my growth throughout this process. Scott Hawkins, executive coach, for his guidance, perspective, and steady leadership throughout the journey with us here [clears throat] tonight. And Dr. Matt Baker, mentor, for his insight, support, commitment to helping me grow as superintendent. And Dr. Baker is also as well here tonight as well. I also want to recognize those who continue to make this work possible every day. You guys, board of education, um the from July of last year to now. It seems longer and I know that I've worn you out with meetings and a lot of meetings and a lot of meetings. Brad has wanted more, but I said
055no. We can only do so much. Uh but you guys being patient with me. Um, I do truly thank you for being patient [clears throat] with me and and really doing great work for this place and I'm proud of that and it wouldn't have happened without you guys. So much thanks there. Our district cabinet, you guys that I also put through a lot of meetings and listen to me. So basically what I do right now for the past 45 minutes and I'm talk that's what I do to everybody. So [laughter] welcome to the party I guess you would say. But thank you to the cabinet for not listening to me, but actually driving the excellence, actually being the leaders in that. And it's not from me to you. It's more of like you to the
056team saying, "Here's how I think we could be better." That's what we've always wanted. That's what I've always wanted out of a team. I don't see you as colleagues. I see you or as as like uh those that I supervise. I see you as colleagues. Those who are right on the same page and at the same level with me. So, thank you. the KSA leadership team um from Nanette to all the staff to uh all the other new superintendents that you get to kind of lean on and and talk through some war stories with and and gives you perspective when you go down there. Thank you to them. Then I mean the Beachwood community, uh, our partners in the community, their continued collaboration, uh, them supporting the kids that get sent here every day, that
057make us look really good every day. Uh, we don't do any of this stuff without our families in Beachwood. And then the students, the kiddos. Um, they never cease to amaze me. I I wish I could be in the classroom with them every day and see what our teachers see. Uh but I'm happy to [clears throat] be able to facilitate a place that allows our teachers and our kids to work together. So it's it's special because of them and then my family uh my wife and kids who uh have to deal with the time constraints and all the stuff that comes into the job. So they allow me to do the work. So thank you to them. So grateful for the opportunity to grow through this process and excited to continue building on this work
058in service of our students, staff and community next year. I'd like to thank you getting I feel like since you've come on board the board is more involved, the staff is more involved, administrator is more involved. So, you're doing a good job. >> Thank you, sir. >> Obviously, there was a lot in there that you know has taken place in a year. The thing that stuck out to me the most is the staff saying 97% cultural improvement in one year. If you're proud of anything that you had up there tonight, I hope it's that >> that people are happier to come to work every single day. >> I echo both of those sentiments. Um the experience on the board, I know that my time has been brief, but um there's definitely been um just an
059improvement in communication, collaboration, and all of that. >> Communication is the key. >> Yeah. Yeah. Thank you. So, appreciate that. >> Thank you very much. Anything that else I need to do? This is new to me. >> No, dude. I I just want to I want to commend the board. The the most important job you have is who you're going to hire as a superintendent. Um because you don't get a doover. You you you have to get it right. And I think you all got it right. >> Um it's been a pleasure for me to walk alongside Justin this year. and uh he's a outstanding young man. Um he is very sincere. Um and what I've been impressed with is his heart and his his heart for this school district and his heart for this
060community. And when people see your heart, they will follow. >> That's right. >> And so um I think even greater things are in store for of Beachwood. So kudos to you all for a job well done and Justin, same to you. >> Thank you very much. >> I I don't know what what to say that Scott hasn't already said, but I'll just say you didn't hit a home run. You had a grand slam. Board members, fantastic. I would, you know, Mr. Kaiser was supposed to learn from me. I'll learn more from him this year. I assure you. Um, and and I say this knowing full well Beachwood's tradition of excellence, your reputation for that across the state. I think Beachwood's best days are ahead, not behind. >> And I think we're better with him. We're
061going to do better. >> I agree. I agree. >> I don't like hearing this stuff. [laughter] >> Expectations are high. I know. [laughter] Okay. Okay, great. >> All right. >> Superintendent report anything. See if there's anything else. >> Real quick. >> Yep. Now it's time for the culture video. >> Okay. >> And so just preface real quick. Few years back we did a we are Beachwood video to kind of give primarily like people just a little taste of what Beachwood's all about, what it's like. Um this kind of hits upon that again. Um In the in the fall, we're going to do like a day and night video of what Beach looks like. This is kind of just the overview of what this We are Beachwood. Um, we had some great staff, but a lot
062of the staff in the old video aren't here anymore. So, we're like, let's update it with some people that if someone does come to Beachwood, we have a new family, a new kindergartener, that family can kind of get a taste of what it's all about here. [music] Just after sunrise, our home looks its best. The morning sun, the quiet solitude, the vintage red brick. Elvis the Tiger soaks in even more spotlight than normal. >> Everything that I have been raised to be today has all came through Beachwood. >> Yeah, it's hard to explain Beachwood from the outside looking in. I think it's just such a unique, special place that if you've been here, you know how lucky you are to be a Beachwood Tiger. For generations dating back to the Civil War, the Tigers who
063have come before have shown us the way. Thriving here thanks to a perfect blend of expectation and empathy. The community [music] feels like a second family. Husbands and wives meet here and then send their children to [music] Beachwood and on it goes through the generations. >> We are the Richie and we have an identical love for Beachwood. >> Going as a student and being here now, it changes the way I see the world. Um because I think that if we if the world could look a little bit more like Beachwood then um [music and singing] it' be a better place. >> Good morning Beachwood High School. It's going to be a great day. When you're in it uh you have like a support system for life honestly. >> We are >> a lot of great
064people that will like help you with anything you need. It's what makes it so special. Everyone's super involved in everything and kind of just really close. It really is the center of our community. Whether you are a current student, a former student, or whether you were never a student here, you still go to Beachwood, it still means something to you. It's part of our community. It's part of who we are. My name is Miles Wolfpick, and we are Beachwood. >> You take the statement, we are Beachwood, and how do you break that down? What does that mean? And how does that go into a day in the life? And I think it [music] starts with the beach of life. >> It's an awesome place and an awesome community with a bunch of awesome people and
065everyone cares for each other and teachers are awesome. I think Beachwood is kind of a step ahead in every area. So, we really are growing in academics. We are growing with our edge program. We are growing in our sports and our extracurriculars. [music] >> We just totally believe that every kid, no matter who they are, no matter where they're from, that they deserve the same opportunities and they deserve to be loved and seen and valued. >> I just sleep at home. I live here at Beachwood. I love being here on this campus. I love being around the [music] students. I love being around the staff. >> This is a tight-knit place because of all the people I've [music] invested here. They've invest their lives. They invest in their activities, their education. This is where they're
066here with their friendships, too. It's a place where everyone comes together. It's where they live. We all have one goal, and that's just we [music] love Beachwood. Um, and we all want to bring the best out of each other. >> We are Beachwood. >> [music] >> That's great. Where will that be shared? >> We will put that on social media. It'll be on the website like coming to Beachwood or want to know more. That'll be kind of like just >> hopefully a brief picture of what to expect here. >> Was good. >> Awesome. [laughter] I love [clears throat] the >> Richie twins are in there. >> [laughter] >> All right, couple other things. Uh, finance report, Christie. >> Well, I'm just going to highlight, you can see the report. Nothing unexpected still, you know, um,
067we're still anticipating a surplus at the end of the year that we'll be able to manage some of the set aides or whatever we want to do relative to maintaining the building and things like that. So, that's good and programs, I should say. Uh, a couple other items. Um, baseball team made it to the quarters, lost to Trinity, but um, they they gave valuation. Fifth time in seven years. It's pretty impressive. I don't know of many baseball teams that have done that ever. >> Um, construction update. Um, you see the press box keeps getting bigger and bigger and bigger. [laughter] Um, you've got the concession stand. the brick is going on that the the press box will also get that same brick. Um we've got uh the steps that lead up the ramp. Uh one
068little change order will be coming down the pipe around getting a curve on those steps so that when water comes down, it'll hit the curve and run down and not go over the steps. >> So that I foresee that coming here in the next couple weeks. >> Um maintenance shed will be going up. The tennis courts are should be finished and resurfaced. The lights are up there. Track gets asphalt this week, then resurfaced over dead period. Um, we should be good to go. Then the bleachers go in. They're already starting to take out the middle section of bleachers to put the new ones in for the seated bleachers. And then you'll get two extensions coming up on each side of the press box. And the playground will, you can already see that it's in this
069monstrosity. Um, but that'll get the the that salt surfacing uh once the other construction is done. And then they'll start on the hillside in regards to putting big large sandstone or limestone rocks for that seating that terrace seating on that hillside over there by the tennis courts. So that's construction. Uh do you remember the stand energy um that we did to for the natural gas that saved us $3,500 in four months? So the decision to do that has saved us some some money in just four months. Um we need to talk about at some point the board retreat in July and then if we want to do working session June 22nd or not. So just put that in your ear. And then uh fast signs is either tomorrow or the next day they said would
070have the mockups on the archway to say home of the tigers or beachwood tigers. Same exact materials and everything. So, once I get those, I'll just shoot you an email and attach that to it so you can take a look at it. >> Okay. >> All right. That's all I got. >> Great. Next item is I need a motion to enter into close session for superintendent evaluation discussion. >> Motion second. >> Thank you all.