001okay Sarah's online you have to turn your volume down good morning hi Sarah um I would like to call the Carlisle Regional School uh teib committee meeting to order and we're going to call the order by roll call because Sarah's online Mr Booth we can start with you uh Murano president for both Rankin Rankin president for both what present region Wilson present for region all right so we are going to start out with public comment and we will start in the room first we have a time limit of three minutes for a public comment if you would like to make a public comment and you have a blue sheet you can hand it to me and if you are online if you can use the raise hand picture we won't get you on that I
002don't see any in the room we're on our um um it's supposed to be I'll just go maybe he's online because we start with public comment and then we'll move on I'm sorry no I'm sorry okay okay so I see none in the room anyone online no all right and we are moving on so we are ready to start a discussion and Andrew is with us today to give us his deib progress report for the 2022-2023 school year we're excited to have you here with us I think this is our fourth and final meeting of this year so we can see everything that's been happening great thank you everyone thank you for having me here uh this morning I'm going to share my screen at this moment we'll get started hey I think that looks
003good so again I think the focus again the focus of this meeting is really um to give an end of the year report on all of the deib related um initiatives that we've been able to accomplish this year there's a lot of information on this slide um in this slideshow presentation uh so bear with me um so the agenda for today again you talk about how you know how we got here um I'm going to give a quick overview of our district-wide strategic plan our professional development paths uh our deib strategic plan and of course the equity audit that was completed uh back in January of this year I'm also going to give an overview of what we did accomplish this year so some deiv progress monitoring information there and then looking ahead to next
004year I will share some deib uh initiatives for the 2023-2024 school year and then of course I will end with some uh end of the year events that are upcoming so how did we get here so of course many of you know we have a pretty comprehensive uh district-wide strategic plan uh strand three of that of that strategic plan is focused on our strategic objective on inclusive culture and you know I looked over the objective there and really wanted to just highlight um some of the key words that you will find in that objective so a strong focus on inclusive culture a strong focus on how we value and embrace diversity there's a lot of work uh focused on cultural responsive curriculum there's focus on cultural proficiency through our professional development paths for our Educators
005and then of course our focus on Equity making sure that the needs of all of our diverse students are met and then of course accountability for sustaining this work for the foreseeable future in terms of our professional development paths again we have a pretty comprehensive uh PD framework here in Concord um just right at the top is some statistics uh based on this year's participation uh we saw an 84 participation from our Educators particularly our faculty who all participated in various uh deib related PD paths more specifically out of 15 professional development PD paths there were 10 PD paths that were focused on deib and some of some of the examples there we had a PD path focused on African-American and abolitionists and the story of Concord we had a PD path focused on instructional
006practices to support equity for all Learners we had a PD path focused on choosing and using inclusively diverse literature and then of course our long-standing professional development path the ideas course the anti-racist school practices which is facilitated by Dr Paula Martin who's our our district cultural competency consultant and then Ed Brian who is an ideas instructor and then this image here on the left I think many of you all have seen from uh Kristen Anderson our assistant superintendent of teaching learning who oversees professional development uh this this vigil here really outlines all the PD offerings that we provide to our educators so in terms of our five-year deib strategic plan again last year was my first year in the role as director of deib and so strong uh Focus was was really to get our
007community our school Community our Educators our support staff our administrators school committee really to to have a shared understanding and commitment of beib across all of our schools right and so this visual here on the left really defines what we mean by diversity what we mean by Equity what we mean by inclusion and of course belonging over to the right is our deiv strategic plan which I implemented going into this 2023 2020 uh 2022-2023 school year and within our deib strategic plan uh we have six priority areas and of course Associated objectives those priority areas include uh professional development a focus on school culture cultural responsive curriculum and Equitable inclusive classroom student and family engagement hiring mentoring and retention and of course being transparent in our communication of our deiv values and of course institution
008accountability um is embedded in there as well earlier in this past January we completed our uh two-year process of their of the equity audit and of course our Consultants Dr Kalise warnham and Dr Carol Blake led us through this Equity audit uh some of the findings and recommendations are noted on this slide but more specifically our recommend the recommendations uh provided by Dr Warner and Dr Blake included um hiring and diversity metco and bipoc students professional development family and Community engagement and student engagement what you will notice Within These recommendations is that each of these recommendations actually align closely two five out of the six priority areas in the deib Strategic plan and so again I think um you know when you look through the equity audit Finance which you can find right on our
009district website under the deib tab you can learn a lot more about some of the findings and recommendations and of course some of the data that Dr warning and Dr Blake collected so in terms of what we accomplished this year I will say that there are a lot and um what this presentation you know this presentation doesn't uh capture everything but it captures a lot of what a lot of the uh you know big initiatives that we did accomplish and so I'll start with just our deib objectives these objectives were actually um outlined by the deib planning committee that I worked with last uh last spring and so they came up with these specific initiatives for this 2020 to 2023 school year and the goal here is that each year we will come up with
010new initiatives to focus on and again all of these initiatives align to each of the priority areas that are here and so you know the check marks that you see basically indicates that we have accomplished uh what we set out to do this year and in addition the rotating arrow that you see there means that the work continues right this work of deib never ends and so um while the specific initiatives that are noted here are completed the work within each of these priority areas are never finished and so you know I will touch on a few of those initiatives in terms of uh PD you know we did uh spend a lot of time on this this year where we actually Incorporated deib uh professional development opportunities for all of our faculty and so
011I had the pleasure of of presenting to all of our faculty with the exception of the middle school which we really just ran out of time but we are slated to begin with the middle school in the fall I presented on topics such as macroaggressions um you know really helping our faculty understand why we are making this shift from inclusion to belonging right and not to say that inclusion you know the work around inclusion is important but it's a it's it's it's it's it's the shift that we're making towards belonging that really encompasses everyone feeling like they are connected in our community um in terms of um let's see cultural responsive curriculum you know Equitable and inclusive classroom you have heard a lot about our mtss multi-tier system of support uh from our assistant superintendent
012of teach and learning Kristen Anderson and so if you want to learn more about our mtss framework please please get in touch with Kristen um in terms of our family and student engagement uh you know we this year you know very excited we brought back our Multicultural food festival which was widely attended and I know many folks in our community who are really looking forward uh to that event and of course it will be back next year in terms of hiring uh Denise on who's the human Director of Human Resources we spent a lot of time this year on our hiring mentoring and retention strategies um and I will share a little bit more about that on the next slide so I won't get too much into it and then of course in terms of
013accountability we had a we met monthly with the deib uh steering committee and um again I'll talk a little bit more about that later in in the presentation so let's go over some specific uh accomplishments uh from this year and again I'm not going to touch on everything on this on this slide because there are a lot and and I will also say that um what is noted on this slide does not capture everything that we actually accomplish I have a full uh uh spreadsheet of that but again I just selected a couple of things from each of the deib priority areas so in terms of PD as I mentioned you know 84 of PD participation from faculty again those PD offerings uh um uh 15 of those PD offerings uh rather 10 of those
014PD offerings were focused on deib we had 27 Educators um who were enrolled in our ideas anti-racist School practices course uh which again Dr Paula Martin uh our district cultural competency consultant facilitates we participated in a virtual one-year professional Learning Community cohort that is hosted by Desi and this cohort really is to help districts it's really support districts who are enhancing teacher diversification and recruitment strategies in terms of school culture uh first uh first of its kind first time this year approximately 300 ninth grade students participated in the ideas uh training which was which was a bias training um and again in the past we have partnered with the ADL Anti-Defamation League but we really felt that going into this year was important that all of our ninth graders were able to receive that bias
015training um and again on some ongoing work at the middle school of course is our Celtics Playbook initiative this year close to 90 students were selected and trained to be Playbook leaders and they facilitated uh The Playbook initiative the buyers training over the course um uh actually back in the fall they they conducted this training so the training is actually roughly three three and a half to about four hours and so um that training occurred in the morning in both uh at Concord middle school with all the sixth graders seventh and and eighth graders uh let's see a couple of things here uh in terms of culturally responsive curriculum uh 13 diverse books were reviewed for adoption at the primary and secondary Levels by the cultural competence competency and literature committee which is facilitated by
016our assistant superintendent of teaching learning Kristen Anderson we have 14 Educators K-12 on the committee which includes our librarians uh we created um going into the next year actually we have since created uh uh bringing back history uh black history to cchs which is a course uh that a group of 11th and 12th graders uh will focus on with with their social studies teach with a social studies teacher to develop a project-based black history course and so this course is slated to begin um uh and uh the official course will begin in the 2024-2025 school year a couple of important things here uh to note I think student engagement again student Community engagement uh you know again the Multicultural food festival the at the elementary level all the Heritage and international festivals that occurred um
017sir there were several student conferences for this year we had five uh cchs students who attended the ideas High School leadership conference that occurred in in December um we had conquer Middle School students of color participated in the annual tenacity challenge which is hosted by Bedford public schools this is an academic competition in math science and Leadership we had eight cchs Boston students attend the MDA medical directives Association Youth Forum conference and this year's um topic was titled loving the Skin I'm In An intentional uh session to discuss reclaiming identities as Medco students in terms of hiring mentoring and retention we pointed eight deib teacher leads across five of our five out of six of our schools to lead deib initiatives within their school building uh this effort was supported uh by the CCTA and
018CTA uh let's see again we acquired membership with the Massachusetts partnership for diversity in education and pde this is a 50 member district organization working collaboratively each month to enhance uh and expand teacher diversification strategies and applicant pools and because we are members of mpde we actually have access to their applicant pool which has a ton a ton a ton of uh educators of color who are looking for you know opportunities across districts in the Commonwealth I'm excited to share and I think we shared this back in the fall that we were awarded uh roughly 15 846 dollars per District um so each district received this amount uh from Desi again to support the efforts uh that we are engaged in around teacher diversification here in our in our school district um and then lastly
019touch on a couple of uh accountability pieces here we of course have two met co-parent Representatives Aisha Lawton and Domingos De Rosa who were appointed on the school committee uh early in the fall we instituted a derogatory language policy that was supported again uh by the school committee um we have ensured that there's medical transportation for Boston students on the weekends and during school vacation weeks the admin team back in August received training on how we investigate title uh six and Title Nine uh civil rights violations uh this training was offered by Paige Tobin who was our district uh legal counsel and then of course uh currently we are sort of in the implementation stage of rolling out our bias incident response protocol and report in form and as of this week Concord Middle School
020is actually piloting the that report in form and we have already sort of received a few reports from students who now feel empowered to be upstanders so I'll touch on a couple of other pertinent deib information starting with our deib and NT anti-racism steering committee I want to just say thank you thank you thank you to every member on this committee as you will see there it was very well represented from you know our mecco directors all the way to members from CPAC our Human Rights Council core school committee we had student Representatives which was especially important to include their voices in this work and then over to the right a far right is all the um are all the topics that that that were presented within this committee professional development presentation was provided by
021Kristen Anderson uh she also presented on our academic achievement data I presented on our bias incident Reporting System we had our Metro directors uh Felicia Paisley and Deborah Jamerson present uh on mecco and where we are with with our program we had uh Denise Zahn who is going to present on hiring and retention um actually this month and of course we also had Debbie Dixon and Val branswigs who presented on special education and then for June uh my plan my goal actually is to give this exact presentation to the committee uh to closest to close us out uh for the year in terms of uh our student deib student advisory Council this is very new this year this was one of my major goals this year was to really start uh to meet with students
022and hear about some of their ideas some of their initiatives uh uh within this work and so we have right at the top are the students who are part of this advisory Council we have Jason Autumn Maddie Cosmos Amelia Alex ramire and Aya all of these students are currently uh Concord Concord Carlisle high school students and we met we had a we held our first meeting back in February and these are some of the initiatives that that we brainstormed that they felt was important uh to elevate going into next year so again I'll touch on a few here number one was to ensure diversity in school meals which I know that our director of Food Services uh uh Jess Brown is very much focused on this year um we we also talked about rather the
023students talked a lot about creating more Affinity spaces and activities for students um we spent some time talking about how we can better promote um collaboration across all student clubs and organizations I think students really want to be more um inclusive of some of the activities that they host for example if black student union is hosting an event well they should think they should think about inviting other students like Spectrum you know Student Government um our newly uh cemented Asian affinity group right just to ensure that students feel like they are part of not just their own clubs that they participate in but part of the cchs community as a whole and so the work of the student Advisory Group will continue in the fall and again just very excited to to be meeting with
024students in terms of our district demographics our racial diversity of staff and students this is a resource directly from the human resources department again Denise Zahn director of HR we we have spent a lot of time really looking at you know our our hiring and retention strategies uh recruitment strategies and earlier this year um the data that you see on the left was data that we collected uh to share with our with our membership with the mpde Massachusetts partnership for diversity and education and so when you look at our district um again both districts CPS ccrsd we found that about 26 percent of our students are students of color and then when we looked at our faculty and support staff roughly 11.47 are faculty and support staff of color in terms of our hiring and
025I'm not sure what that was in terms of our hiring and retention data uh for CPS as you will see there since 2019 um you know we we went back that far suggests you know take a a a a a further look into what our um how we've been diversifying our our faculty and staff and so back in 2019 uh roughly 25 of all new hires uh were faculty and support staff of color and as you will see I think we're right back to where we were back in 2019 and so this year uh again 25 of all new hires where faculty and support staff of color and the graph below shows um are are Trends over the last couple of years within this time frame again within so since 2019 uh to present uh
026day um we have hired on the cpsi we've hired 41 bypoc employees again those faculty and support staff 11 of those bypoc employees are no longer in the district and so we have been able to retain roughly 30 of those by Park employees between 2019 uh to date if you look on this ccrsd side um since uh 2019 back in 2019 and roughly 13 of all new hires uh were faculty and support staff of color this year all new hires accounted for about 16 percent uh faculty and support staff of color so within this time frame again from 2019 all the way to to now uh 15 by block employees have been hired uh five of those bypoc employees are no longer in the district and we've been able to retain uh 10 of those
027bypoc employees since 2019. so total if you're you know doing the math both districts combined that's roughly 56 bypoc employees hired since 2019 and 16 of those bypoc employees are no longer in our district all right in terms of bias incidents uh so this year we really began to be intentional about tracking some of the bias incidents that are occurring within our schools and so you know I'll start with this pie chart that is here uh as you will know uh roughly you know we we experienced roughly 10 10 incidents of where students used uh racial slurs or made racist comments uh to homophobic uh uh uh incidents uh one um incident dealing with uh islamophobic slurs and two incidents related to anti-semitism some information uh that I think is worth noting here from our
028Equity audit Finance um 92 percent of uh of parents uh felt comfortable reporting racial harassment or discrimination they witness at their child's school to a teacher or their principal uh 81 percent of teachers felt comfortable reporting racial harassment or or discrimination that they experience 87 percent of teachers feel comfortable reporting racial harassment or discrimination they witness sixty percent of middle school and high school students of color and 64 of white students at the middle and high schools were unaware of a process for handling incidents of racial ethnic discrimination or bias incidences both students of color and white students reported experience in discrimination or bias and not report in it so in terms of some of the training programs that we have instituted to um to help prevent um bias incidents or hate crimes in our
029schools of course our ideas one uh anti-racist practices in schools for our Educators is an ongoing professional development offering each year we have our Celtics Playbook initiative at the middle school which is again is an implicit bias anti-bully and anti-discrimination training program and we are expanding the Celtics Playbook initiative to the fifth graders starting in the fall our ninth grade academy ideas implicit bias training program again this was the first time this year that we pulled all 300 9th graders together for this by training and that will continue again in the fall and then of course you know a lot of the work that has happened at the elementary level with the adoption of responsive classroom and fly five I will ask that folks Reach Out directly to Kristen Anderson to hear a little bit
030more about fly five and of course our implementation of responsive classroom in the fall and we are going to see that on Tuesday night perfect perfect timing you'll hear some yeah that's part of a big part of that big picture discussion right so again uh expanding on our bias our bias incidents um we are um really you know in the process of implementing our bias incident response protocol and Reporting form this visual here um has been you know a two-year process of really making sure that we are consistent across all of our schools in terms of how we respond to bias uh incidents and hate crimes that that might occur in our schools and so again this visual really outlines what our protocol what our response protocol is and then in terms of our reporting
031form you know this is hard to see but a link to the live bias reporting Forum that is now available at Concord Middle School um is now available for students at Concord middle school so if you click on this link it will take you right to that form so that you are able to see a copy of it um and again you know we've already heard from students you know we rolled out this form on Monday and we have already received reports from students so again you know they feel empowered they feel that they can be upstanders who who disrupt who intervene um when these incidents are happening and again the whole point of this rollout is to make sure that students do follow through and Report these incidents when they happen so now looking
032ahead um I think again there's a lot of information that I've captured here but um looking ahead to next year our work continues and so there are specific initiatives that we will focus on next year and again each initiative really aligns again back to the uh priority uh priority areas of the deib Strategic plan and so for PD you know we we are going to offer our PD uh paths again that are going to be available to to our Educators we are actively reviewing uh our District budget so that we are able to allocate some fiscal resources to ensure that our professional development offerings is available and accessible uh to our support staff pre-k through 12. um in terms of school culture of course many of you have heard you know we are in the
033process of implementing our restorative practices across all the schools especially of the secondary level we are also uh in terms of culturally responsive curriculum um you know you know the uh black history course that I mentioned earlier um is is really historical right because I think um Joe Zellner who was a former history teacher you know when he retired many many years ago I'd say maybe 10 15 years ago uh the course really ended with him so there used to be a black history course that that Mrs zoner actually taught and so when he retired that courts um sort of you know retired with him and so I'm again very excited that we are taking an intentional approach in bringing this course uh this course back and then of course our work around reviewing diverse
034books will continue um next year with our cultural competency and literature committee um so more to come on that in terms of student and family engagement um you know new this year we we uh you know I collaborated with with various Community Partners to host our MLK Junior Day breakfast um again I think that that that event will continue next year um we are going to still continue to support our ninth grade academy Nubian Square tour which is uh supported by mecco headquarters and of course the medical CEO Millie abaje Thomas we are going to support the student government in expanding their Multicultural uh food festival and then of course the international festivals at the elementary across the elementary schools um our ninth graders again uh will participate in the ideas bias training in the
035fall the expansion of the Celtics Playbook initiative to our fifth graders will also occur in the fall um and then I'm again hoping to continue uh my my my uh meetings and and and and uh my meetings with students uh in the deib student advisory Council in terms of hiring and um hiring mentoring and retention we are you know we are going to continue leveraging uh mpde um you know as we look to hire more diverse Educators across teaching Administration and and staff positions um our goal next year Denise and I you know we were able to attend the mpde hiring Fair uh this year and so our goal next year is to attend at least two hiring fairs next year and there's a lot of work that goes behind the scenes to prepare for
036for the for those diversity fairs and so um that's that's our goal next year we are working with the CCTA um to host a focus group with Wellesley College to learn um to learn a little bit about how we can enhance our District's strategies when it comes to recruitment hiring and retention and so we are working closely with Wellesley College to um really invite uh any of their uh students of color and then uh faculty of color to to join us in that focus group so more to come on that uh in terms of institution accountability of course our bias incident response protocol and Reporting System um you know my goal is to have this fully implemented by the end of the year so ended by the end of December um but again there's a
037lot of work that is going into making sure that you know folks in our community are aware of of this system that we are rolling out and then in addition to that there are specific training workshops that we are going to offer for our faculty and staff for students and for our parent community so more to come on that and then very excited I think you know again you can learn more from from Kristen Anderson we we have um partnered with link it am I saying right it's not LinkedIn it's link it I think so to create our data dashboard which you know I think many of us are really excited uh to see and this this data dashboard will highlight a lot of the district metrics and Baseline data that we are all uh
038looking uh looking for and and and all the data will be available um in our in our dashboard in real time so it'll be real time progress monitoring uh so a lot of great things are happening there I will end with uh three uh end of the year events that I know many folks in our community are participating in uh live in the legacy of metco is an annual conference that is hosted by metco headquarters uh this event is happening on Friday June 2nd we have roughly 21 Educators uh from our district that will be attending this conference uh the waiting hour is a presentation by Ron Jones Ron is the executive director and artistic principal with dialogues on diversity uh Ron has has actually been in Concord many times he's presented on mecco he's
039presented on MLK and shared dreams um he he understands you know what is needed here in the community and so I'm working closely with him um on this event which will be on Monday June 5th and this particular event is on zoom and then lastly race Amity day uh Community potluck this is our second annual event which is organized um by myself um Rich yamatino who is co-chair of the Concord Carlisle human rights um Council and G orloff who is a site director at the Montessori School here in Concord so um together we are the planning committee for the race Amity day uh potluck and I believe we are actually partnering with uh Joe Palumbo who is now chair of the Concord town of Concord Dei commission to host this event so this event is
040really open to you know all students families employees uh who who work and live in this in this community so I hope you will join us on Sunday June 11th and this event will be at Alcott and that is all that I have for today just want to say again thank you to you know there are many folks in this in this picture but again as you will see um the work around deib in our community really is is a community effort it is not just me as a deib director leading this I think I have a coalition I have a team of folks really behind me supporting this work from Dr Hunter to the school committee to our admin team to our CCTA and CTA to our students um just everyone really uh is
041is in support and committed uh to this work so thank you and looking forward to what we can accomplish next year wow that was so much information is on here can I ask you can we get a link to your presentation yes for members that aren't here um so then and we'll probably link it to the agenda too just so people can absolutely because there's literally so much information that it's amazing so thank you for all of that so I'm going to open it up to the committee uh first for questions comments and I know Sarah's online so Sarah if you have any questions just use the raise hand feature so I can see you but I'll I'll leave it to everyone first when I have some questions do you want to go around anyone
042to start I have a question um so thanks Andrew that was a lot like as Tracy said I'm excited to go back and read it again it takes up take my time with it a couple of just um I mean clearly there's been a lot of work on this space and I think that's amazing I guess my like oh my biggest overall question um and is more I have some specific questions but then my biggest overall question is kind of anecdotally can you speak to like how you think how you think students think now that I want you to speak from other people but how do you think we're doing in this work and like these are all very tangible awesome things but like what's the impact of that yeah so you know I think
043you know when I think about our students um particularly around some of the diverse books that we're implementing I know when I talk to students they are feeling like it's about time right it's about time they felt represented represented right not just in the curriculum but someone in the district is actually paying attention to them to their identities to their stories right and so um you know I want one of the quotes that I actually wanted to read on one of the slides one of the students in the deib um advisory Council actually talked a lot about the need for teachers to feel comfortable giving students more diverse books so they want more choices right just as a choice but as everyone is all School read a summer read you know um so I know
044they certainly students in particular um are really feeling the impact of this work that it is intentional right that we are paying attention right um and then of course for the faculty you know I think I have looked through the Equity audit uh data and what is surprising well I wouldn't say surprise it's surprising to me when I think about what is happening in other districts but here in Concord I feel like there's just such a strong commitment for the work right I mean to have both teacher associations behind this work and to um you know talk about the values in this work amongst each other and the need for more professional development I mean we already offer so much and they're asking for more right they're hungry right for more PD um and I
045think the most important piece particularly for faculty is for faculty of color to feel like they that they are comfortable enough to to to to be in a space where they feel comfortable enough to speak up right about some of the inequities that that impact them as Educators but our impacting students that are right in front of them I think we have heard from you know many of our faculty of color this year about the experiences um you know they feel empowered to share those experiences with us um so I think so I think we're making progress there um and of course you know when you look at our retention rates um you know we would love to retain everyone of course but you know we know there are other factors at play uh in
046terms of of retaining our Educators but I know we are very much intentional about um how we we retain those Educators um and then I think you know community-wide um beyond the walls of our schools you know we have Community Partners that are you know in support of the work that we do trust the work is happening in our schools and that we are put into needs uh the diverse needs of our students and of course our Educators um at the center of everything and so looking through um you know making decisions through the lens of deib uh making sure that folks feel represented making sure that our our historically marginalized groups are at the seat are at the table right um you know I mentioned the appointment of Aisha Lawton and Domingos as as
047medical Representatives on the school committee like those those steps that we are taking actually makes our community you know more inclusive because folks look at that appointment and sit and see that hey we have someone that looks like me who's serving on the school committee and perhaps can carry the voices in my experiences when they are um when they are in the space when they are in these uh school committee meetings and so that's important um so I think overall you know I I continue to say that we have really built a coalition uh around this work and and the support and the commitment is is is you know I'm just grateful to be in in Concord in Concord uh Public Schools Concord Carlisle Regional School District where um there's no doubt right there's no
048doubt in terms of the support and the commitment in this work um and we are just we're just grinding we're just yeah we're just really like so you have worked really hard um just from this presentation and hearing you speak previously and my own observations like there there have been like real intentional foundational things put into place um at the all the different levels um and I'm just really excited to see how over time I mean it's not going to happen immediately over time how those blocks kind of hopefully build um an even stronger Community absolutely um and not to I I we have a lot of work to do um and um but this feels like a really good start yeah um you did touch on one of my other questions on the teacher
049retention do you know how that speak how that compares to like our white teacher population ah that that would that's interesting it seemed High to me because I feel like our teachers um and so I'm just curious what what you're doing on the original one piece I will definitely look up that data in comparison um but in terms of the retention piece um you know new this year as I mentioned we received a grant award from Jessie and so one of the areas that we're looking at is you know tuition reimbursement you know we know a lot of our tutors um particularly many of our tutors of color are interested in pursuing uh their educator license right and so one of the ways that I think one of the not I think it's a fact
050one of the ways you retain faculty supports Apple color is by supporting them through that process right and I think we have heard from a lot of our educators of color currently who have who are requesting um specific Financial incentives to support them in that process and does that Grant give you some flexibility on how you use it like is it you could do like a signing yes or a bonus or you could kind of figure out what the needs absolutely so the uh the so the grants actually is supporting the following incentives signing bonuses is one tuition reimbursement relocation assistance okay um just to name a few um and so again we are here in from our educators of color in the district both sides uh CPS and ccrsd who have since requested some
051Financial need and um and again it's it's yeah it looks like it's going to mostly go to people who are already here right primarily because our salaries are strong enough we draw people without the bonuses but I think one really important thing that happened in putting the information out to the diverse staff was we learned what their goals are we learned what they're working on we learned a lot about what else we can do to support them besides these you know relatively minor amounts of money because how many people responded 20 over 20 over 20 when we have 30 000 across two districts so it's not huge fiscal incentive but we now know what they're working on and I feel like that was really yeah how if we can continue to support them to meet
052their professional roles right so that once they are licensed they stay here conquered right I mean that's the goal so um I have one other one this is quick I think I'm just curious what the plan is for the bias or form for the like broader rollout like you mentioned end of year but is that just six to twelve like how do you how are you thinking yeah so so I think the Focus right now is you know middle and high school um but in terms of you know as we sort of come to a close this year what I'm working on is actually um a document that's basically like an FAQ because I think it's important before going into next year that families really understand the why of you know that this buys uh
053reporting form and so I have a document that I've been working on for for a couple of weeks now that um it's in a draft form uh Dr Hunter needs to review it um but it will share a lot more information about sort of our implementation plan our timeline for for the training uh uh workshops that we will offer in the fall um but I think the focus currently is is Middle High School students [Laughter] Chris thank you that's all the work you've done um what you think about the depth of the work in just one year yeah it's incredible and it's multi-dimensional and also thank you to Dr Hunter for supporting and allowing this um work to be done in the district it's meaningful and it's necessary yeah um just just all the information
054all of the work from all the different angles that you are working in and involving student voice which is so important you know it's nice to know that you have someone looking out for you but also have a voice in that word that's representing you um I just had one question when you were talking about professional development I think there was a stat of 84 percent more per at the at the participants were faculty um in um I'm curious to know why that number isn't 100 or yeah no did you include the faculty meetings in that number no I did not know that that's where it's 100 that's where it's 100 so I that was just focused on the pdk maps yeah it's just curious and again you know we we offered 15 PD paths
055but just 10 of them were focused on deib okay so you're not you know even when that number the faculty meeting has changed for us because we wanted to be sure we had opportunities that all staff participated in um so so we didn't quite get there at the middle school because of the way the calendar worked but all the other schools had a hundred percent of the teaching faculty present for three sessions this this year so that to us was game changing in a way because it took it away from being optional or voluntary to mandated so those PD paths are a choice right so you have 84 choosing okay this is those paths too which I think is you know just speaks to the fact that you said how much support that you really
056feel from the faculty yeah so if we did include the deib I'm sure we're probably yeah upwards of 98 that's amazing well thank you it's a lot of work to you know um kind of cultivate cultural responsiveness and responsibility and you've done that so thank you absolutely thank you I've got a few questions Andrew thank you um I I got here in 1985. the conversations were uh uh sadly similar you know we've been at this a long time um but a great deal has changed in the last couple of years um so thank you because I think you've been positioned appropriately to to to lead it for us um I've got a few questions they're going to go in in a few different areas um the I want to start with the reporting form um
057because I see that as a uh valuable tool but I'm not yet convinced it's an empowering tool and here's why um we for many years here have really espoused the idea of putting uh trusted adults at the disposal of our kids of our students that that was really Central to uh kids being safe um and and so I'm curious is can we simply say that the web-based reporting tool is the empowering tool that the trusted adults are not how do those two fit together can you speak to that yeah because because my instinct says I go to the trusting adult before I would formally expose myself in a web-based portal if I was a child so I wonder how that how you think that works and what you've heard from Belmont and other other and
058I know it's a work in progress so we're doing a little bit of speculation here I get that right I guess so just two points number one I strongly believe every child deserves a trusted adult okay that's number one and I think if we were to survey students I think the majority of students will say to you that they do have a trusted adult that they can absolutely go to and then number two the bias reporting form can be completed anonymously right and I know you know earlier in the winter through our deib staring committee we had one student couple of students actually said to us you know some of us that are on the committee said you know if we if we I don't want to use the word Force but if we create
059this form and it enables students to identify themselves when they are when they complete the form it actually will deter them from even making that report in the first place right and so we we listened we we acknowledged that feedback from our students and in addition to that committee meeting I also held a focus group specifically with our um our Middle School Celtics Playbook leaders and we had one um high school student who joined that meeting and they they echoed those same sentiments right we have to make that form Anonymous if I'm a student that just witnessed a biased incident students know they have the option to go to their trusted adult they absolutely know that what was clear in the equity audit right is that students also were unaware of a mechanism in which
060they could capture that incident in a form in some document and you know and so creating this form allows them to sometimes in real time right they're able to go to con you know cms.conquerps.org and fill out that form immediately after that incident happens and not wait two three months right to report that incident and I'm not you know I won't sit here to say that you know someone even some of the recent just as just since Monday we have had students who because of the assembly we held on Monday did walk away from that assembly feeling like wow there is a there is a form that I can now fill out and I'm going to follow up on an incident that happened three months ago and this is an assembly just to rule out
061the point just to roll out the form of the middle of course for Concord Middle School right and so we do have trusted adults students know who their trusted adults are I think this bias reporting form adds another layer of I don't know communication of choice of access right to be able to now say okay if if if if if this incident happened during school right and I'm not and I'm not feeling comfortable to go to that trusted adult well guess what when I get home I can fill out this form right and this form goes directly to the principal it goes to me right an investigation is is is is is um is is started and so again I think I think you know it does it does empower students and we have seen
062that even within the you know within three days of of rolling this out at the middle school um so I think part of this this role out of the middle school and I said to principal Cameron is we definitely want to also survey students um I'm hoping you know there's a lot going on between now and the end of the school year but early in the fall we definitely want to survey students uh to see how they are um sort of accessing this form whether it is impactful for them right I think it's important that we capture that yeah I think I'd just add to that we saw very loud and clear in the equity audit the kids don't know how to report other than the trusted adult so I think it was really purposeful
063that we lay that out for them and intentionally tell them other pieces that we've seen very clearly their work they're looking for a way to do that we've had more dummy emails come to us lately where they create a fake account so they can report um social media is another spot that is rare reporting is happening which isn't exactly where we don't want the report because we don't have access to it it requires another child sometimes to tell us and to give them a really really definitive place to go aside from the trusted adult seemed seemed really critical and I like Echo there's feedback from the kids was it needs to be anonymous um so we're we're going to work through that and look to see how that plays itself out um but it's it
064was a really I think some of it's how you deliver the message to that assembly I was there um the question was posed to the entire seventh and eighth grade how many of you have witnessed an act of hate Prejudice bias the entire Auditorium every hand went up we aren't getting 400 reports so we needed to to offer them another another tool the message from the kids some of the kids presented to their peers Andrew Justin was very clearly of empowerment and that this was an opportunity to make it a more welcoming belonging inclusive environment so um we're really hopeful it's gonna been a great I'll be honest we were skeptical very we were very strict this administrative team really pushed back at the beginning like we're just going to get flooded with Anonymous fake
065reports and all we're going to do is Chase that and um we really did the homework and time and listening activities with the kids to realize that probably wasn't the case we need it was just really important that we give them the opportunity so so yeah when we talk about trusted adult we have like the portrait of the Concord graduate now we surveyed the kids to find out what the portrait of a trusted adult looks like and what those traits are and maybe share that with the staff so if that's what the kids are looking for and that's what they're drawn to that that might be a great Point yeah yeah that's great you referenced the new data platform of the dashboard linked it I guess was it I think yeah that I think that's
066true yeah is that in our 2024 budget yes Kristin's budgeted for it all right um because we do understand from the administration that uh our deib work is so embedded everywhere that we can't really ascertain what our budget is what our resources are devoted to it um in its entirety um but I think uh it's important to the school committee that uh you're confident you've got the resources to to do what you want uh on our behalf um I'll share with you what I suppose is a a leading and rhetorical comment here um I'm of a mind that uh genuineness uh lasting culture change is going to take years of sustained work before it's embedded as the language uh has it um do you here's my leading question do you foresee a time when perhaps
067in five or seven years I don't know what it would be that we can uh have things sufficiently embedded so that we're not stipending as much of this work as we are now but it becomes everybody's business not stipended work for individuals because it strikes me much of the uh effort that you have suggested to us does require uh financial compensation to individuals and specific uh people and groups around the district I I hope for the day when it's everybody's business and it's absent specific compensation related to deib is that too lofty a dream yeah I'm I mean I I was just good I know what I think you go ahead share the example uh share with me a couple of days ago about our of our retention you know when you walked in here
0682017 I think the number of uh the the percentage of students of color right was around what 10 percent uh it was 15 and it's 25 now and it's right and it's now 26 right and so um that's that's one data point when we look at our um in terms of our commitment and diversifying our staff right we have both uh unions committed to that to that uh work to those efforts right and so it's not just my work right it is the work of other folks in the community who are seeing the value in the work on deib and they are saying you know what we need to do more in these specific areas whether it's hiring whether it's professional development whether it's School culture and then in terms of school culture you know
069we just spend some time talking with um uh Joe Palumbo about the culture that we have created at Concord Middle School right I think a few years ago if you know if if you were to talk with students at Sanborn or Peabody you would have felt that there were just two separate middle schools right it was Peabody Middle School and Sanborn Middle School right and now we have you know a lot of effort from Principal Cameron right to shift that mindset to a to a culture where all students at Concord Middle School feel like they are one right that it is one Concord middle school and not this two two uh Two Worlds that they're living in um and and and um within that um time frame of their educational Journey um so I think
070you know there are and I can go you know I can go on with many examples um but I do think you know even with our PD pass right the data is there our faculty want more professional development right focused on deib and here's where it gets even I I just just dawned on me in the equity audit the majority of our faculty actually are um actually welcome the idea of us evaluating them on their level of cultural uh proficiency right they actually are inviting that and they are they are open to that and and and and you know I'll add that Desi already has a rubric mean our teacher rubric you know includes it already and so if our teachers were saying you know we're doing all this work how can we get some
071you know how can we get evaluated on it so we know we are on the right track well guess what we sh we should begin to look into that and start um having that be part of our supervision evaluation uh um uh process and and and and you know dialogue with our Educators um so in terms of accountability right like they're holding themselves accountable to to to how this work is evolving for them and their practice um yeah I think the only thing I'd add is just all those goals you described are exactly where we want to be and yet the teacher leader role is such a value for us and so powerful for us as a school district on all topics um that I I don't know and the point will be where we
072would want to to not specifically name teacher leaders Among The Faculty um having been at different meetings faculty meetings where those leaders are running the discussion and the session and really some embedded PD the response of the colleague to colleague interaction is just so meaningful and they talk to each other as teachers not that we're not Educators but people who are in classrooms day to day you talk differently to each other than they do to us for lots of really valid reasons and I just not sure we'd want to we wean off of that um so do you have your teacher leads in place I know at one point you're still looking for one maybe at the row like do you do you feel like you have any school identified and will they continue next
073year absolutely so I think um I am you know I meet with all of our deib teacher leads every other week um and so I don't know about the the eib teaching role yeah so so each each building essentially you know I work very closely with the CTA and CCTA presidents last year to you know essentially create a position where we have one or two um uh Educators in each of our school building who really competent who can really um you know now you know number one work closely with their colleagues around this work um for you know providing you know PD opportunities um and then number two someone to really be bespoke Beyond me right because of course I can't get to all six schools every single day right but but have another individual
074another educator that can partner with me in helping um and helping them meet the needs within their school building around the deib work um so that the the position has really evolved nicely where the deib teacher leads are facilitating their building beige cultural competency committee which serves as sort of a steering committee right for their school building and so um the admin team within that school building Works closely with the teacher the eib teacher lead um to you know to draft um you know the agenda for those committee meetings um and they also bring back a lot of the work that they do within the committee meeting so the wider faculty um during their faculty meetings every month um so you know again I think the the responsibilities that the dib teacher leads have now
075is manageable um and I want to make sure that they feel supported and they have that sense of direction that they need to take to um you know Advance the work uh within their school building and feel supported not only from me but from the admin team that is at their school um so you know I think again you know I am working you know I actually just ended my presentation with Thoreau uh I think was just last month and they you know all the Educators that I met with are very much they welcome the idea of a position I think I just need to work closely with them to better understand the scope of responsibilities and how how the role is going to fit the needs of the row and of course we have
076a new principal at the row uh uh and so you know working with him next year is going to be it's going to be exciting to to hear a little bit about his ideas and how this position needs to fit within you know his own goals right and the school Improvement plans that that Thoreau Angel currently is is putting together and of course it's important that we get the feedback from the faculty in terms of how this position fits in not the wrong so right to do anything else I would hope that over time you can help the school committee understand how uh some of the work that's being done that has financial compensation and thereby a measure of extrinsic motivation moves toward more of a it's everybody's business and we are intrinsically motivated to
077to uh all uh engage in it uh deib teacher leads maybe maybe unique but I'm hoping not everything is is unique requiring uh a compensation unique compensation it's Deb IB compensation because I think true cultural change means you bring it into your heart you bring it into your mind you bring it into your life you bring it into your teaching okay yeah I just want to respond a little bit to that I think that's what is evolving the Dei B leads are so impassioned about that and it's so intrinsic in that that they're willing to be leaders of their peers so I don't know that I feel like they're being externally motivated I feel like they're actually getting a chance to lead in a way that um you know our structures are such that we
078do stipend people they're getting like two thousand dollars a year like this this isn't very much money it's also avoiding us asking for other ftes Dei B specific ftes which I think would be coming if we didn't have the positions so um I think it's all how you frame it I think we all have the same goals and the same so the leads to any of the professional development like will they be leading workshops at some point amongst you know their schools amongst the staff and maybe that's more what you're getting at you know versus Outsourcing some of the PD and will they be leading their own yeah they have webpd this year yeah absolutely it's great yeah a couple of other things um do we still do exit interviews for anybody well that's that's
079great you mentioned that it was one of the items on the progress Monitor and spreadsheet there um yes we absolutely do exit interviews and actually knew this year we um we you know there was a form that you know any employee that was exiting our district will fill out paper they perform we now have put that form in a Google in a Google form um template and that way we're able to sort of track some of the responses you know it's just easier um through Google forms who conducts them and who evaluates that information so that we can get some institutional learning yeah HR HR and then passes along as appropriate good um uh back to HR you mentioned that she'll be presenting to the steering committee is there a way that the school committee
080can get access to some of those findings because I think those would be of value to the school committee absolutely yeah we get that on the agenda good all right uh and finally um support staff data seem to be absent today um is that going to be forthcoming in terms of retention in terms of believe your your table of the different staff groups um they were embedded they were definitely there yeah it seems to me that's a significant number that I think when you get the slides you'll see they they're there yeah pretty much throughout as I saw a faculty I saw there's admin and I think there's Sports I think it was yeah it's broken out also it's broken out can you can you pull it up yeah he'll grab this one yeah maybe
081I looked but didn't see support staff so I I was looking for numbers in the column and didn't see that okay yeah so that and I thought that might be useful data because that's not a small number no so if you could add that so we could understand that I think that'd be useful to the school committee absolutely um and let me just look around uh finally uh it was the uh teachers union who uh really uh took some initiative on a saying in effect we want to be involved we want to be more involved teachers want to be more involved um uh Dr Hunter maybe you can remind us uh to what degree did we see included in the contract a resumption of uh uh required training a la the Emi I guess ideas
082now was that a first five years is that what the first five um okay I think we're having some discussion that you'll hear as we go back to the bargaining table to make it sooner than that um so it's first five yeah got it thank you okay okay Sarah you've been very patient online sorry hi hi thanks uh thanks for this presentation I'm sort of I think sort of following on to a couple of of questions comments that that have come before um sort of as a follow-on to Carrie's question about you know how do we know like how do we how do we understand the sentiment and all that um do we do do we I mean we have metrics for um standardized test scores for enrollment and success in advanced coursework and all
083that do we have a like a student survey climate survey kind of thing that that can this sort of touches on a bunch of the questions from the equity audit to to monitor progress or or holes yeah that's a great question Sarah um I am actually working with um Dr Paula Martin to create a belonging uh culture climate survey um I would say it's about 75 done because we really want to be intentional about the questions that we are asking um and so she's essentially helping to review the questions that are on that survey right now it's in a it's in a Google form format um but you know that that survey I'm I'm hoping that um in the fall that we that we do um that we do share that survey uh district-wide and
084I and and right now the the survey that I have is really focused on um well it is focused on the students but I think you can easily take the questions on the survey and apply it to our um our Educators in the district but again you know we want to make sure that we are asking the right questions great okay I mean I can't imagine that's an easy it easy thing to frame and figure out exactly what it is how how you elicit the most honest and and useful responses I guess is is tricky a tricky thing um and then I had a question yesterday on the PBS NewsHour they highlighted um this of these apprenticeship teacher apprenticeship programs um that the government the federal you know government is now funding and I didn't
085know they said that I think there were like 17 states that currently offer these to expand I mean it's something to to expand um the you know the net for for possible um incoming teachers and is Massachusetts doing anything along these lines um I can definitely not specifically that I know of there's certainly a lot of initiatives coming from Jessie like you said I haven't I haven't seen that one yeah because yeah the Biden Administration is funding this in I mean now it's but you have to be registered I think the first you have to be Regis the state has to be registered with the with the federal government and then the school has to be registered with the state but this is interesting it was it was fascinating yeah it will certainly keep an
086eye out because uh Dr Hunter if I'm not mistake you are having conversations earlier in the year with some local community colleges or or UMass U.S Lowell yeah conversation with we've been reaching out in a number of different directions to varying degrees of impact so um we're taking it both from that direction and looking at I think our own internal pool of possible candidates who are looking to move up so we're going to continue to reach out to the colleges the more student teachers we bring in like all those relationships would be really important to keep growing and then then really supporting our own folks I will say you know just anecdotally we've had I had I was able to meet a Metro alumni at the senior night the other the other two weeks ago
087that's in a math educator program and I'll tell you Deb Jameson's almost got her signed up already to teach so I think really supporting and encouraging our own our own folks and then reaching out widely is really important that was what was really neat about that apprenticeship program that they talked about yesterday they had I mean they started with this woman who had been a bus driver for many years loved working with kids always wanted to be a teacher but didn't see a financial path forward to achieving that and through this apprenticeship program was able or you know is on the road to to getting there um so I think similar to that was how excited we were when the staff responded to the grants and how many of them were looking to take mtels
088and things like that and that I think has allowed us the opportunity to figure out what supports they do need obviously we'll hope for the fiscal package to come along with it but I think we're agreement that it's an important opportunity great that's uh that's all I had thanks I just had a couple questions sorry as I keep going on um you've answered a lot of them one is the black history course at cchs is that like a year-long like a teacher meeting with students like department head like how how are they developing the class yeah so in the fall um still uh 11th and 12th graders um who sign up for the course will work closely with um I think it's Chris Gautier social science teacher um and so the course that's going to
089exist in the fall is really to uh to help create stuff we're stirring the school year the kids are taking to create oh that's very black history course which will be available to all students 2024 2025 school year so it could be kind of like a research seminar type class okay um let's see my DMV teacher leads um the biased reporting form so the middle school started rolling out this week when do you see cchs rolling out yeah so I think the timeline that I have you know September is always so busy and so I'm aiming uh for October okay live rollout and again it has to be in line with particularly for the students it has to be in line with the um bias training that we do for the ninth graders right and
090so I know one of the feedback that I heard this year from the 9th Grade Academy team is that they are hoping they're hoping to you know to have more time to get to know the students right um and so we might end up having the bias training sometime in November similar to this year so the academy really wants to spend September October really you know building that sense of community within within the 9th grade academy and so the timeline has shifted a little bit but I think early November there will probably be my goal which makes sense the common language at the middle school of the Playbook was such an important critical Foundation to the whole discussion that you don't want to just roll it out and not not have a backdrop to it
091right yeah and when you showed that pie chart on the bias reports from this year how are those getting reported yeah that's a great great um let me just put that on the screen here so the reports are as as we capture them this year are just you know students going directly to teachers to teachers or um again to your point a trusted adult to school um admin team that are exists in the buildings and you know and then the admin team is informing me of what those incidents are Okay so we've been able to capture um for the most part almost all the incidents that have occurred this year okay that's great I think I had one more question before we and just look um oh are there bias reporting form posters like you
092had that QR code on there like are there going to be posters in the building because you know kids are just on their phones so well they just yeah I am actually if you look back on I think I might have said something on one of these slides um I I have located a vendor and so I have a budget that I am working with okay we will have you know so for the protocol we are going to make you know laminated copies of it and I think they're going to go we haven't really talked through this a lot but I'm hoping that we put those in you know high traffic areas so like you know the these the student services uh so student Support Services office where all of our guidance counselors are at
093obviously the main office and it'll be available for any teacher um to have the protocol displayed in their classroom in addition to that we will have uh the QR code that students can scan um that'll bring them directly to the form that will be made available to anyone we can post it in classrooms I mean anywhere really right um agenda books students can have yeah the agenda books and whatnot um but again I'm I just literally I think was just yesterday that I I located a vendor that we have actually used in the past the black student union actually used two years ago to create their stickers um and so we're working on that now okay well this was excellent I mean very thorough I mean thank you for the tremendous amount of work that
094you've really you know poured into this I think you know even two years ago when this kind of when you stepped into the role I mean this you really developed it into something that has been amazing for us you are getting you know praise all over town I listened to this morning Joe Palumbo really you know he is great and he really talked about how far ahead the schools really are and he's really looking forward to you know working with you to kind of bring some of that to the town level so you know I think we really appreciate all the work that's gone into this and you have definitely built you know a department I heard that you know when I was I wasn't even on school if many people are looking for a
095department and it feels like we have a department um just with with our current staff that's here um and to Court's point you know with those Dei Billy eib leads and all of that it does create the feel of a robust apartment yeah and you know I I will just end by you know to course Point earlier this work is everyone's business right and I intentionally use the word Coalition right because that's what it feels like to me right when you have this level of support and engagement and commitment that's what it feels like right that you have a coalition and it's not just the schools right it is the community doing this work and so um I think it's important that that we continue to um have that be the narrative um right so
096yeah it's great thank you well before we adjourn I'm going to break our protocol a little bit we have um I think we have one person with a hand up for public comment so we typically do public comment at the beginning of our meeting and I never open it up at the end but I will open it up at the end because I think there was technical difficulty also so thank you for joining us if you can state your name and address and just before you go I'll just give you my speech of you have three minutes this is a meeting in the public but not with the public so we won't be making any comments um and you can go right ahead Rob Monroe I appreciate that and I apologize for the breaking the
097protocol here but I'm grateful for the allowance um Rob Monroe 1400 Lower Road here in Concord um just want to start off by saying and re repeating everything that folks have said um giving praise and shout out to you Andrew and Dr Hunter for the amazing work you guys are doing as a community member and hopefully a member of this Coalition you speak of it Andrew it's it's humbling and also really affirming to to see the work you guys are doing in the interest of the students um and the adults here um I'm here to represent a voice that's been increasingly loud and hopefully one that's increasingly supportive of the work that's going on um with uh with the new middle school and you know they're about there have been 700 or so folks who
098have signed a petition to um name that Middle School The Ellen Garrison Jackson Middle School um you know the the time is incredibly acute to to do that in honor of really one of the most celeb you know underserved but celebrated Educators in concord's history on a 200th birthday someone who represents every single value that was not only talked about today but um value that's represented in the unveiling of this Middle School um and I I know that this the school board has the the prerogative to to name schools and I would I would simply request and um that the school committee with the superintendent looked very hard into the naming of the school you know many students and adults and community members of color recognize that this deib work happens with places and faces
099um and the two build off one another and so I think recognizing this place as a monument for Ellen Garrison Jackson and the work she did to advance education not only for black folks but also for folks in and around the Concord area and Beyond is not only a testament to her great work in the work that you guys are all doing but it's really the community's work and so as we advance um the voices and narratives of our mecco families and our increasingly diverse town to me this is a no-brainer um and I I want to thank you guys for for taking this seriously and and for truly thinking it through because I think it's an amazing opportunity and one that we don't want to let go by thank you and with that um
100I will adjourn the Concord Carla Regional school committee so thank you everybody thank you very much thank you Andrew thank you Laurie thank you yeah absolutely foreign