Board of Education - Board Business Meeting - 2-8-22

001Good morning. Please take your seat. Good morning. Please take your seat. Good morning and welcome to our February 8 2022. Board business meeting. Welcome to our board members, CPS staff and members of our community who are joining us here today. We're going to start today's meeting with the conditional appointment of our new superintendent once the conditional appointment is made. The board will take a recess to take questions from the media and then resume the meeting with a closed session beginning at 10:30 A.m. Open session will begin at 12 30. PM. Now let us begin the meeting by standing for the Pledge of Allegiance. Allegiance to the flag of the United States of America. The Republic, which is standard Nation. Visible never cheat and justice for all. I've called the role to establish that we have

002a quorum, starting with Dr DACA. Good morning. I'm present Miss Harris. Good morning, everyone. Miss Monroe Ski Good morning. Miss Silvestri. Good morning. Miss Evans is so great to see everyone. Good morning, Doctor us. Good morning Missile learning. Good morning. Now let us get begin the meeting with the approval of the agenda. So moved Second all in favor. Raise your hand. And that is unanimous . Now I would read the resolution for the conditional appointment of the superintendent of schools. After which we will take a vote. Whereas the board of Education has engaged in a nationwide search for a superintendent of schools. And whereas the board of Education has identified the individual who the board of Education believes is highly qualified to assume the responsibilities of superintendent of schools. And whereas under pertinent provisions of

003state law The board of Education must take action on the appointment of this individual. Prior to July. 1st 2022. Now Therefore be it resolved that Dr Monifa McKnight be appointed. To a four year term as superintendent of schools for Montgomery County Public Schools. Maryland Effective July 1st 2022 contingent upon final negotiation. Of an employment agreement and the written approval of the state superintendent of schools as required by law. At this time. Can I get a motion? So moved Second. All in favor. Raise your hand. And that is unanimous . About that. At this time, I'll take remarks from my fellow board members, starting with doctor Doctor. I just can't congratulate you enough for saying that you will still work with us. We really appreciate everything you've done. And I just wanted to say that there's

004been a lot of diversity that we've talked about. But Dr McKnight is also concerned about all of the students in the school system. Technology is important. We're thinking of Edison and um Seneca Valley. Special populations are very important International baccalaureate. Magnets the science and math magnets. And partnerships and language, immersion and partnerships with universities. We think that. We have moved ahead on some of these issues, and we provided more opportunities for students to be involved in some of these programs, and we are trying to look at the Needs of all of our students with these diverse programs, in addition to wanting diversity in our staff and making sure that we are working well with the students that are here of color. Thank you for that moment. Thank you, Miss Harris. I'll just be brief and

005say Congratulations, Dr McKnight very much looking forward to continuing to work. To move the system forward to get through the challenges that are facing us now and to focus deeply on the areas of equity and diversity. Inclusion, which I know are so very important to you. Miss Monroe Ski? Yes, I will be brief and just say congratulations. These have not been This past year has not been without challenges. Unique challenges. It had a difficult time and I look forward to assault working together to get through. What's coming forward as we go along, So congratulations. They still vestry Doctor McKnight. I'd like to officially welcome you to this new permanent position. Thank you for your service to Montgomery County these past 20 years. And particularly the last two years, which has been the some of the

006most challenging in public education. And so, um, I think that your experience with our school system It's going to help us accelerate the key work that we have to continue to do for all of our Children. From the basics from our strategic plan. Academic excellence Operational excellence Social, emotional well being. To some of the other key reforms that you have been a part of such as the expansion of pre K extended school year access to challenging courses for all our students so that they are college and career ready. And so we are excited to hit the ground running with you to move our school system forward and ensure that all of our students succeed. Thank you so much. Miss Evans. Sure. Such a great day at first want to just acknowledge Dr McKnight's mother, Miss

007Dickerson. Thank you. Yeah. You have raised a fine young performance. She speaks very highly of you and of you often as well as her siblings and her husband and her son is so great to see you, Aiden. You should be very proud of your mom and I heard it was your birthday. Happy birthday. So you all have a lot to celebrate today. And you know, I'll be brief to, um I'll just say this doctor McKnight is always poised under pressure. Right I appreciate that. We've had a lot of Crisis. Um that have happened in our school system? Not like you have ever seen or hope we'll never see again. Um she's always come prepared. Prepared in thinking quickly acting with her staff to make certain that we're making the right decisions on behalf of our

008students and all the adults and our school system. And so I'm really looking forward to continuing this work with her. She's very committed to equity. We see that in the anti racist audit that come under her leadership, and so I just say to you all, um Let's watch your work because she's going to do the work, and the board is here to support her and all that she needs to do so. I will. In my remarks. They're saying this is a great day. Um Black History month, right? The first female To be the superintendent here in Montgomery County Public school, so. I didn't want to take that lightly. If I thought about that this morning. Um, just a lot. So, um It is good to be here to celebrate. And thank you all for being

009here that had this many people in the boardroom and quite some time, But this is a good reason to be here. So put that out in my remarks. Thank you. Dr Jaffna's Thank you. Congratulations Dr McKnight after I was appointed by this board in December to fulfill Pat O'Neill seat. I told friends and family that I've never met an individual who was as passionate Hardworking keeps her head up during the hardest times, including being quite sick. And I'm just really, really excited and honored to get to work with you. Thank you. Missile learning. I also want to say congratulations to Dr McKnight. I know we've talked a lot about her work. Um and Dr McKnight and I actually came into our new roles on the exact same day. July 1st 2021 since then, something that's

010especially stood out to me is just the warmth that you have when you walk into a room. How approachable you are, How everyone I think feels really comfortable striking up a conversation and I think that's a really important quality to have in anyone but especially in a superintendent and especially as superintendent who's leading during a crisis. Like the one that we have in our hands right now, So I feel really fortunate to have worked with you and really, really excited to see all the work that you continue to do for our students throughout the next four years, I think A lot of people in our district and a lot of, um People who work for us talk a lot about equity. But I think Dr McKnight is someone who really, really walks the walk so

011looking forward to this next four years. Thank you. I to Dr McKnight want to add my congratulations to every to this appointment, and it's really historic. You have only to look at the pictures of this ball to know how historic this appointment is. In addition , this appointment occurs in a building which is the first What are the first schools for black Children, which I think is a very historic moments. So while your job won't be easy, we're looking forward to supporting you through this. It has been a rough two years as you know, because you have been here with us, and I say we have to let the healing begin and it starts today. Thank you. That to make night. Okay Thank you so much. President Wolf. And I will say this is a

012very emotional moment for me. It is emotional. Because I don't take this responsibility lightly. I care for the Children in the school system as I do for my own, who was sitting right in front of me. And that's why I'm here and I am absolutely humbled and honored that the board has selected me to serve as the superintendent for Montgomery County public schools, and particularly At this time. A time when many of our students have experienced emits trauma in the wake of this pandemic in a way that we have never seen before. With these new challenges for students. It's also been a time in which our staff have had to go above and beyond in every way possible to support the student needs. And I thank them for it. A time when our parents have

013had to endure very difficult challenges as we've had to pivot, and every time we've had to pivot, the families have had to pivot. All of these challenges brought to us through the pandemic have been tough on everyone. Dr Martin Luther King Jr once said. The ultimate measure of a man is not where he stands in moments of comfort and convenience. But where he stands at the time of challenge and controversy. And I believe that is true for our community. As an M. C. P s community cared for our Children during some very difficult times of the past 23 months. It seems more like 23 years, but it's been 23 months. And I've said it before, and the community has constantly proven this time and time again. That when our community comes together, there is nothing

014that we cannot accomplish. I'm going to be briefed today, but I want to thank our board of education for your support over the past eight months. And I must say that it is for their belief that together we are the right team. To write the next chapter in history for CPS together. And I'm excited to continue to work with each and every single one of you. Thank you, President Wolf. Thank you, vice President. The best tree. Thank you. Board members from among Trotsky. Thank you. His hair's Thank you. Doctor Duty Jack off. Thank you. Mr Debra Evans. Thank you. Dr Scott us. And thank you to our student board member. Honolulu Me. None of this could be done without your leadership. I also want to thank my family who have joined me here today. Thank

015you , Mr Evans for acknowledging her. My mother is here with me from South Carolina. My husband , Bernice is here and my son, Aiden. My sister. You wanna. My nephews, Jackie coming all the way from Annapolis, the Naval Academy and his brother Jason, coming from South Carolina. Thank you for being here, My Diana. Thank you for being here, my friend Hope Thank you for being here. This is my support Network always and we all need one, particularly during the last 23 months. And I want to thank my sister, Cathy, who was tuning in from South Carolina. These are her two sons. And my brother in law. Lewis, who's tuning in from Virginia. I look at them because I need for everyone to know that my family where my first teachers Throughout the course of

01623 years in education my family has grown to include students and colleagues from all walks of life because they all represent service in so many ways. And they taught me That commitment to service early on. Today as I reflect on reminded of a student who I had my first year of teaching her name was Carla. And she left a note for me and my first year of teaching that I will never forget because I thought so convicted by her words. She shared that I was her first African American teacher. And she saw herself in me and what I represented was positivity that she had never seen before. And because of that. She wanted to follow into my footsteps and become a teacher. Those are the sorts of relationships that educators cultivate with all students every

017single day in every single moment, and they're so meaningful. They formed the lifeblood of every single thing that we do. So that is the part that we all have to say very convicted about. These are the connections that we have to continue to make continue to mold into the fabric of what we want for our future and in our Children. Before we adjourn. I do want to offer a reminder about the work that we have to collaboratively pursued together in the coming months. That is the work that I am committed to and the work that I invite everyone to join us in in Montgomery County. First we need to rebuild our trusting community. I have visited educators in schools have met with parents. I worked with principles and I always hear a unified and vestment

018in our students Success. That's what we all care about is what we all should care about. But I also hear real fear and deep concern about the historic disruption that we are living through and how it's impacting our Children's development. We may hold very different views of how to best approach these issues. But I trust that we approach them with the unified and vestment in our Children. Second I want to continue to work to make sure every student is safe and healthy. Healthy physically. Healthy emotionally. More than ever. Our students need to feel safe. Loving and they need to reside in comforting environments. Finally. We all do this work because we believe in the amazing transformative power of teaching and learning. We have the honor and the obligation to realize unprecedented educational outcomes for all

019students, and I do mean all regardless of race. Gender ethnicity, socioeconomic status, language or zip code. We can never lose that focus because it must be personalized for every single student who depends on us to be there for them every single day. Making real progress on these parties requires that our community commit to join hands and walk alongside one another. And I say up front, you will always have that commitment from me. In that spirit. I would like to close with the words that Amanda Gorman opens her poem. New days. Lyrics with. Made this be the day we come together. Together is our path forward together puts us on the same page And today that page is a new page. On our new page begins the next great chapter in our school systems history. And

020by the end of this chapter When the others ask as in the tradition of the Messiah tribe. How are the Children in Montgomery County Public schools? May we likewise in resoundingly respond? Our Children are well yes. All of our Children are well. Together We have so much to do one thrilled to stand with you together to do this work. Thank you. Right now. At this time. Well, we're going into recess and I just want to say Happy birthday. Eight. Welcome back at 10. 30. Thank you. Welcome back at this time, The board will go into closed session. Can I get the closed session resolution? I moved at the board meeting closed session to address topics listed in the posted resolution for today's closed session. And for the reasons and on the basis stated there in

021second. All in favor. Raise your hand. And that is unanimous will now go into closed session. Thank you. Welcome back at this time. We're up to item number five recognitions, Doctor McKnight. Okay? Thank you, President Wolf. Good afternoon board members. First recognition is national counseling Week. Flores National Counseling Week of 2022 with the theme of school counseling Better together will be celebrated February 7th through 11th 2022 to focus public attention on the unique contribution professional school counselors made In assisting students to achieve academic and social emotional success plan for a career and prepare for college or other postsecondary education. National School counseling week highlights the impact school counselors have been supporting students to achieve school success and reach their full potential. Professional school counselors are committed to helping students explore their abilities, strengths, interests and

022talents as these characteristics relate to career awareness and development, professional school counselors help parents and guardians focus on ways to further the educational, personal and social growth of their Children. Professional school counselors work with teachers and other educators to help students explore their potential and set goals for themselves. Professional counselors addressed the needs of all students through prevention and intervention programs that are part of a comprehensive school counseling program. And comprehensive developmental school counseling programs are considered an integral part of the educational process that enables all students to achieve success in school. Now, therefore be it resolved that the Montgomery County Board of Education Hereby proclaimed February 7th through 11th 2022 as national school counseling weekend Montgomery County public schools and recommend observance in all our school communities. Move approval. Second All in favor. Raise

023your hand. And that is unanimous. Thank you. Please continue. Thank you. Our next. Thank you. Our next is focused on teen dating violence Awareness Month, the National Resource Center on domestic Violence is designated the month of February 2022. As teen dating violence awareness month to raise community awareness about teen dating violence. Nearly one and 11 female and approximately one in 14 male high school students report having experienced physical dating violence in the last year. 26% of women and 15% of men who were victims of contact, sexual violence, physical violence and or stalking by an intimate partner in their lifetime. First experience these or other forms of violence. By that partner prior to age 18. High school students who experienced physical violence in a dating relationship are more likely to use drugs and alcohol are at

024a greater risk of suicide and are much more likely to carry patterns of abuse into future relationships. By educating young people educating educators , families and the community about safe and healthy relationships, Relationship skills and the sons you exhibit If they're experiencing dating violence. We work to disrupt developmental pathways towards partner violence. The establishment of teen dating violence Awareness month will benefit young people, their families, schools and communities, regardless of socioeconomic status, gender, sexual orientation or ethnicity. Montgomery County schools believe everyone has the right to be safe and in a healthy relationship, and to be free from abuse, as evidenced by the B well, 3 65 essentials, physical health and wellness, mental and emotional health. And trauma. Informed practice is now therefore be it resolved that the Montgomery County Board of Education in the interim

025superintendent of schools hereby proclaimed the month of February 2022 as teen dating violence Awareness month. And support the truth. Respect Montgomery program through continued education and health classes. Promotion of the public service announcement contest and the work towards ending teen dating violence by empowering young people to develop healthy relationships. Assist students and families in assessing information and resources and engage in discussions with family members and peers to promote awareness and prevention of teen dating violence approval. Second All in favor. Raise your hand. That is unanimous. Thank you. Swift I move forward the monkey humor, Human Resources and development Report for approval. Move approval. Second All in favor. Raise your hand. And that is unanimous. And Ms Wolf. I do have two appointments. I'll begin with the first appointment. Mrs Erica L McCree as supervisor of

026Assessment and data management and the Office of Shared Accountability. Mister McCray has been employed with GPS for three years as a coordinator, pre K programs the vision of early childhood title, one programs and recovery funds. Officer in the office of Teaching Learning in Schools Misses McCray brings the CPS more than 12 years of teaching and leadership experience. She looks forward to joining the shared accountability team to support assessment and data management. Move approval second All in favor. Raise your hand. And that is unanimous of those present. Thank you. Our next appointment is Doctor Cadena J. Griffith. Principle of Gaithersburg Elementary School number eight Dr Griffith has been employed with Montgomery County Public schools for nine years as a special education teacher, assistant principal and, most recently as a principal intern. At what Stone Elementary School.

027Dr Griffin looks forward to creating a shared vision for success and building a community of students , staff and families that gave Pittsburgh elementary number eight. Move approval. Second. All in favor. Raise your hand and that is unanimous of those present. London. Yeah. Thank you for those appointments. And Mr Wolf. If I may, I do have one more recognition, but I'd like to make I'd also like to recognize educated to earn certification from the National Board for professional teaching standards in 2021. Through its National Board certification program, the National Board for Professional Teaching Standards certified, highly accomplished educators who meet rigorous standards through intensive study. Expert evaluation. Self assessment and peer review. National board certified teachers seeks to identify and recognize teachers who effectively enhance student learning and demonstrate the high level of knowledge, skills

028, abilities and commitments reflected in the five core propositions that are defined. That define what the National Board certified teachers should know and be able to do. Since the program's inception in 1987 , more than 128,000 educators nationwide and 3473 educators in Maryland have achieved national board certification. Maryland ranks 11th in the nation for the total number of educators who have achieved certification. CPS continues to lead the state in the number of educators who earned this prestigious recognition of their proficiency with 13 new NBC T S this year and 67 Renewal's The 13 new NBC , T S are among the 72, Maryland educators who achieve certification in the N B, PTC and nbt. N b p. D E s and 2021. This brings the total number of educators who have earned national board certification

029while working for CPS to 998. Where is the National Board for Professional teaching standards, has established a voluntary certification program to recognize outstanding teacher competency. The Maryland State Department of Education in Montgomery County Public schools have participated in financial aid programs to encourage educators to engage in the rigorous process of becoming a national board certified teacher. In Montgomery County Public schools provides a variety of supports to assist candidates as they work through the process of national board certification. Montgomery County Public schools has identified the skills, competencies and rigor of the National Board for the Teaching Professional teaching standards, five core propositions as the foundation for the teachers Professional growth system. Now, therefore be it resolved that the Board of Education support increasing the number of national board certified teachers and be it further resolved that

030the Montgomery County public schools recognizes and appreciates the leadership skills and abilities of national board certified teachers, which benefits our students, staff and communities. And be it further resolved that the Board of Education and the interim superintendent of schools urge all Montgomery County residents to join in recognizing and expressing their appreciation for these educators and the skills they bring to the students of Montgomery County public schools. And be it further resolved that the board of Education hereby recognize the educators who have completed the national board certification process and became national board certified teachers in December, 2021. Congratulations, approval. Second All in favor. Raise your hands. And that is unanimous of those present. Our next agenda item is public comments. Public comments is one of our opportunities to hear the views and received the advice of

031community members. Board members will take your comments into consideration, but it is not our practice to take action at this time on issues that are raised. We encourage public input on policy program and practices. This is not the proper avenue to address specific student or employee matters, so we encourage everyone to utilize existing avenues of redress. For complaints. This is a public meeting, and we expect the conduct of all speakers and members of the audience to be within the bounds of proper etiquette. Inappropriate personal remarks, rude retorts or other such behavior is out of order and will not be tolerated. Please check our website for information about upcoming board meetings, hearings and work sessions, including any changes to our meeting Start times we have 10 persons signed up to provide in person testimony. Each speaker

032will receive two minutes for comments when your name is called, please approach the podium. Keep your mask on, but speak clearly and directly into the microphone. Your mask should be properly worn over your nose and mouth. 30 seconds prior to the exploration of the speaker's time A yellow light will go on, accompanied by a beep. A red light and a buzzer signals that your time has expired. Please push the black button below the microphone to turn it on and began speaking, push the same button once more at the sound of the buzzer to turn it off. In addition to our in person speakers today we have two audio testimonies and eight video presentations. We will play the submissions. Once the M person testimonies have concluded. Copies of testimonies can be found on board docks where

033they are posted with the other materials for this meeting. At this time, I'll call Jennifer Martin. Good afternoon , members of the board and Dr McKnight, the Montgomery County Education Association, appreciates the care that you have taken to conduct a superintendent search. That brought experienced candidates forward from across the country. A is pleased that in recent weeks, Dr McKnight has made the effort to engage the unions and discussions and collaboration in problem solving and we hope this will continue. We also note that historic moment we are in as M CPS select our first African American woman in this role. We will continue to work in good faith with CPS leadership to ensure that every student receives an excellent education that leads to academic success and a happy and prosperous Adulthood. The challenges of covid have

034brought longstanding problems we face as a school system into sharp focus. We also have opportunities to address them with substantial new federal, state, federal and state commitments. The influx of federal recovery dollars provides added support to meet the academic, social and emotional needs of our students. The blueprint for Maryland's future brings with it improved funding and a renewed focus on raising education profession in the service of student achievement. We must address the longstanding staffing shortages that have grown even worse during the pandemic. EMC looks forward to working with the superintendent to restore professional respect for educators and develop a plan for attracting supporting and retaining. Diverse and that dedicated educators who will uphold the excellence in teaching and learning. As Dr McKnight becomes our new superintendent to intends to treat this as a time for

035fresh start. We know that students success will be rooted in our ability to work collaboratively to address the challenges and opportunities we face in this smart have your testimony. Next step is Mr Williams Art Williams? Place turn on the microphone. It's under underneath. Sudden. Good afternoon, everyone. Good afternoon. I thought I was gonna be the first to Announced the fact that. We here in Montgomery County is proud to have A female. Superintendent. As well as been Thank you as well as being black. The 1977 to action group. As you can see, we've been here 44 years. And we're going to be here with your doctor McKnight. But before you notice that My testimony was changed. Because we didn't know who Who to expect We're very happy. Have with me full of our members. Burning rigs.

036Janet bricks. And Dr Troy body is workforce. As long with me. I have my All right hand here that on my right hand, I have my lovely wife. Some of you may not have seen her 57 years 57 years. So when you see me. You hear anything about me? That's who is behind me. 57 years. At this time because I cannot see She's going to read my testimony because we had opportunity to make changes. Course and one that was going to give early on. What's a little different from when we're gonna give now? So um, would you please read them testimony? This morning, the border that you cation fulfilled. Its primary duty back selected a new superintendent of schools. We stand by your choice and applauded. Now we have to set the process behind us

037and secure and operating budget that allows our Children to thrive. Today you will recognize teachers and who have received national board certification. We know that these types of teachers are needed at all of our schools, but most needed at our Highest needs schools. What is M C P s doing to ensure that are most highly effective. Teachers are in front of the students who need the most. In addition to the need of the highly effective teachers. We need to ensure that we have the most effective principles leading schools with the highest need. These are not new requests . These are not novel request, but they are ones that black parents need to know the new superintendent and this board will address The disparities that you that have been exposed by the global pandemic do not

038afford us the luxury of tinkering at the edges. Except substantial change is needed. We must support all Children to try and not sustain a system that has worked for some students, while. Way too many black Children have been undereducated , undervalued and undeserved. As we enter this new chapter with the announcement of the new superintendent, the 1977 to action group calls on this leadership body to be Bold and courageous not simply retort, but with systemic changes. And that that is not simply rhetoric . But with this a systemic changes that Put our most capable principals in schools where they are most needed, and I'm most effective teachers in classrooms where Children need them to the most. Can drag. Congratulations. Um, Dr at night. On your appointment. We expect big things and the evidence will be

039in the social emotional growth about Children in tandem with their academic success. We are here to work with you and the board to make that happen. Step one is the adoption of the mission driven budget. Thank you very much. Thank you. Next is David Hill. Members of the Board of Education. Superintendent Dr McKnight and gives me great joy to say that I'm David Hill, a past president of new chapter of Omega sci fi fraternity. Here in Montgomery County. Currently, I serve as the political action co chair. You know, chapter is made up of more than 200 African American men, many of whom like me have had Children in M CPS or currently have Children in M. C. P s. Today I'm providing comments in support of the work that Dr McKnight, you and the border

040doing. And I would also like to commend the board for Your efforts to support staff and students to this point in Montgomery County public schools. In this challenging time. Ah the largest portion of your proposed budget. Ah prioritizes staff compensation our communities, teachers, school employees, including principles, bus drivers, paraprofessional secretaries and custodians have been the heroes of the pandemic. As we have navigated the negative effects of the pandemic we support prioritizing their improved compensation as a sign of respect as a Adeboye had a girl to the work that they've been doing. Our school staff, including you are not thanked enough. So I'm here to say thank you. We're also encouraged that you proposed to expand pre K opportunities and are focused on investing in social and emotional support for both staff and students. Learning in

041a pandemic. It's not his required stranding was challenges. For staff and students, so prioritizing those emotional effects are critically important . We look forward to working with you, as you know, you know, chapter founded the George Thomas Learning Academy. We look forward to working with you as you work on tutoring reach out to us when you decide how you're going to prioritize tutoring going forward. In closing, We stand with you, Superintendent McKnight. We stand with you. Board of education. We're here to support those efforts, including any efforts to whitewash and water down your historic community historic. Thank you, miss. Thank you. Next is Annemarie Boyd. Did afternoon . Thank you for the opportunity to speak today. My name is Anne Marie Boyd and I am a longtime volunteer with moms demand action, every town for

042gun safety and be smart. Every town's nonpartisan initiative to educate the public about safe gun storage. I am also the mom of the McGruder High school junior Who recently spent a very traumatic Friday afternoon in lockdown with his classmates. After one student shot and seriously wounded, another with a ghost got School safety and gun violence prevention or very much on my mind these days. And I'm sure you are wrestling with how the board will respond to those issues going forward. But I urged the board to take a few relatively simple and very positive steps as soon as possible. First please pass the resolution that reinforces the critical importance of safe firearm storage. And ensure that parents and guardians acknowledge receipt of that message. Second GPS already approved the distribution of smart postcards in February of

0432020, however, widespread distribution of this safe gun storage information. Which can be done electronically has not occurred. Please provide system wide guidance to school administrators to ensure the immediate and equitable distribution of the be smart message by all schools. Finally as a McGruder, mom. I ask that EMC PS clearly and directly warned parents and guardians about the threat of ghost guns in our community and the ease with which Children can obtain these weapons. With potentially deadly consequences. Mm CPS should also take an active position in support of the bill pending before the Maryland Legislature to limit Children's access to ghost guns. These practical measures can be implemented right now they can truly make a difference We have and they may save lives. Thank you. Next is Eric Gray, notes. Gray Knowles, Greenalls. Okay? Thank you,

044Superintendent Dr McKnight and Board of Education . Hello My name is Eric Reynolds . I'm the father of two CPS students and volunteer with the Maryland chapter of Moms. Man Action. According to every town for gun safety, approximately 75% of school shooters under the age of 18 acquired the guns they used from their homes or the homes of relatives or friends. An estimated 5.4 million Children in the United States live in households with at least one loaded, unlocked firearm. In Montgomery County. Handgun permits doubled in 2020, many of which were issued to first time gun owners with little safety training. I witnessed firsthand how easy it is for a child to access an unsecured firearm. And 2015. My youngest son was three years old when he walked into the kitchen of the home. We were

045visiting, holding a revolver in his left hand. We immediately removed the gun from him. The gun was not loaded. We got lucky. At the time of this incident, I had been a gun violence prevention advocate for several years. So believe me when I tell you, if it can happen to my child, it can happen to anyone child. Therefore I called on it on the PPS board to pass a safe gun storage resolution that educates gun owning and non gun owning school families on the dangers of unsecured firearms. I also call on em CPS to expedite the distribution of safe gun storage. Information from be smart for kids dot org and electronic form to all middle and high school families and in postcard form to all elementary school families. En CPS already approved this distribution in

046February of 2020. I also urge CPS to host a community conversation in which a trained be smart for kids. Org Volunteer discusses how gun owning and non gun owning families can avoid the dangers of unsafe gun storage. Thank you for hearing my testimony. Thank you. Nexus Paul Geller. Good morning, President Wolf. Good afternoon, Vice President Silvestri distinguished members of the Board of Education, especially you, Dr DACA. I love you all admitted publicly. You're always my favorite, and Dr McKnight. Congratulations to you for being our new superintendent. I believe in you. I know you're gonna do great things and just be yourself and everything is going to be fine. Trust me. You are the one Q. I'm here today. Really To thank you to thank a lot of people in the Carver Educational Services Center. For

047actually something very personal to me. My son didn't Eagle Scout project here. And he did it because he wanted to thank the four teachers in the interim Instructional services office who helped him graduate. My son has been quite sick for about four years now. And I was shocked when he said he wanted to do his Eagle Scout project here, Carver. And I questioned him about it, and we He pushed the issue and we met with Mr Hollis, who runs the building. And he took us around Daniel. It's seen a spot in the interior of the building, Mr Ellis said. There's another spot. I want you to see. He took us around in the front of the building. If I had a nickel for every time I complained about the shape of the front of the

048building, I'd have about five bucks and Nichols. It looked downtrodden. It didn't look so great. He wanted to put the mosaic up there to thank his teachers, and, frankly, to thank everyone who works in here. He did that You came up with the idea of doing landscaping as well. Many scouts worked on this project, and so did many DPS employees. I put all of their names in a document to thank them. It meant a lot to Daniel to do this project and it meant a lot to all of us, Especially because last year was the 70th anniversary, the Carver Educational Services Center and the 50 and the 60th anniversary of MM CPS being here. I'd be remiss if I didn't mention Mr Warren Crutchfield. Mr Warren Crutchfield was in the class of 1952 here at

049Carver. We have your testimony. Next is Don. I am no Oka Han. Here we go. I'm gonna Hanako Han. I'm the mother of two boys and a licensed mental health therapists with over 21 years of experience working in various school settings on June 11 2020. Caitlin wrote an article titled County Leaders Call for more mental health resources after three student suicides until weeks, this was to middle and one high school student and that was 20 months ago. Where are these more mental health resources. For the current school year, 10 weeks in police responded to 48 reported assaults and now here we are in February, and things have only gotten worse. Here's a few examples. Northwest January, A student was murdered in a 2021 grad died by suicide. Whitman December three students charged with first degree

050murder In January student died of an overdose Seneca Valley, December two Bomb threats in a week Blair November, a student was stabbed and the next day a different student brought a knife. Northwood, November student found with a gun and ammo and January four students charged with assault and robbery. Wheaton January student at BB Gun in another family pot and a handgun BCC January student died by suicide. In February. Just the other day student assaulted a security member. Churchill January brawl at a basketball game versus Blake and McGruder. CPS had its first school shooting on January 21st. The lack of urgency on getting more mental health professionals into the schools has left em CPS with blood on its hands. And this isn't the first time I've said that The difference now is that more student lives

051have been lost. How many more kids need to die? How many more violent acts will it take for you to put mental health as a top priority rather than wasting money? On home test kits serving no purpose K N 95 masks that don't fit most students, So I'm going to ask you again, where the more mental health resources that were promised 20 months ago. The new pandemic is one of mental health crises. And this can be fixed with restorative justice. Two weeks of virtual mask mandates or saying yes to the test. Next is Amy Wycoff. Good afternoon. Thank you. Members of the board and Dr McKnight for this opportunity to testify. In the spring of 2021 4th and fifth graders at Ashburton Elementary School, read a book meant to help them further the school's goal

052to become more quote, anti racist. The book. This book is anti racist by Tiffany Jewel, whose hobbies include quote dreaming of how she can dismantle White supremacy. According to Jewel quote, someone described racism to me is the smog. We breathe. It is all around us. Racism is everywhere. Our lives are polluted with racism, and it harms us all. Unquote. Do a believes racism can only go in one direction from white people towards anyone outside the quote, dominant culture, unquote. Quote Being racist against white people is not a thing. Remember racism is personal prejudice and the systemic misuse and abuse of power by institutions so I can have a prejudice against white people. But there is no system that has been put in place for centuries to keep white people oppressed in our society and her

053bold reverse racism is not real. In her view, the only people who benefit from this institutional racism are white people. The white Children had Ashburton we didn't reading these words may come home with feelings of guilt and shame. However in a recent response to a letter from a concerned constituent Daniel Susskind, coordinator, Legislative Affairs Office of the Board of Education, insisted that GPS does not promote the blaming or shaming of white students or families for the actions of others. Jules words prove otherwise. Be mindful of the space you're taking up black , indigenous and other folks of the global majority are continually silenced, Talked over and pushed aside if you're bipac take up space. Go to the head of the line. Speak first. If you're white step aside. No wonder this type of teaching is

054bringing divisions into the classroom where there were none before before I call this racism has no place that step is the pier encourage a bar? Good afternoon, President Wolf. Um congratulations, Dr McKnight. Welcome to being are permanent Superintendent and other board members. My name is Ekeus encourage a bar and a resident of silver Spring and I have two Children and M. C. P s. I am here because I'm concerned about the reinstatement of police in our schools. I am a member of the Silver Spring Justice Coalition. Also I'm the director of racial justice now where we focus on institutional and systemic racism. Particularly anti black racism. I want em CPS to make sure that we're living up to the things that we write on our websites and the things that we put in policies as

055it relates to equity. Black Children, particularly when it comes to academics and discipline continue to have the most suspended and expulsion rates. And when police were in schools, they were the most arrested. I believe that there needs to be wellness centers in each of our schools, particularly in our high schools and middle schools. My son who was in high school comes home to me weekly. There's constant fights at the schools. I don't believe that a police being there to arrest these Children and criminalize them is the answer clearly. Children are suffering mentally and socially . We've been out of school. We're living in a global pandemic and they need support. I support the idea of mental health therapists and counselors. But particularly culturally competent mental health counselors and therapists also support the idea of restorative

056practices and would like to see them CPS actually. Invest deeply and restorative justice and having staff not just at Central Office but at our schools four times. Not people who are stipend it and only work part time and can't handle 1600 kids. There needs to be a full on, um, wellness center where you have community intervention workers and so many others who can support the social and emotional well, Children. Thank you. Next is William Richburg. Thank you for the opportunity to speak and congratulations, Dr McKnight. Hope hope for much success. I wanted to start this testimony with a quote from a parent. Who happens to be black. He said that racism in America would be dead today, if not for certain people and certain institutions, keeping it on life support. And that includes public education.

057There is nothing more damaging to society than to tell a child that she or he has grievances against another child. There is simply no point to that. In doing that our Children and putting CRT in the classroom. Ah CRT does exactly that It is not combating racism. No matter what these high priced charlatans may tell you, they are in it for the money and you have fallen for it. We come here month after month to tell you what we see is going on our schools yet not a peep from you. What are you doing to address our concerns? Have any of you looked at the propaganda being read and taught in the schools. Have you questioned a single principle or teachers to find out what is actually being taught and not what they say is

058being taught. I challenge you to give us a report as to what you find. For example, on what basis do you justify the race Hustler consultant recommendations and require psycho educational lessons, such as training. Mm CPS staff as equity literate leaders or requiring all schools to implement lessons about the duel pandemic of Covid. And systematic racism occurring in Montgomery County. Personally I don't think you believe we're worthy of a legitimate investigation of CRT in our schools. In fact, I would bet you think we don't actually know what CRT is. Let me be clear. Parents and taxpayers have your testimony. Thank you. Next We've received two audio testimonies. First step is Evelyn Chung. Please play the audio. My name is Evelyn Chung and I'm testifying today as a parent of two M. C. P s Children

059are Children and teens are facing a mental health crisis at the same time that applications to buy a gun in Montgomery County have nearly doubled. Removing access to guns is integral to preventing our teens and Children from harming themselves or others. Most teens who died by gun suicide used a firearm that belonged to someone in their home. Three and four school shooters used a gun they took from a parent or close relatives home and then nearly half these shootings. This firearm was easily accessible or was not stored securely. Although parents believe that their firearms are well hidden 87% of kids know where their parents guns are kept and 60% report having handled them. Maryland State law requires that adults secure their firearms from access by minors. And studies have shown that locking guns and ammunition

060greatly reduces the risk of gun injuries among Children and teens. This past December. I asked the principles at my Children's schools to circulate be smart postcards teaching safer gun practices, even though M CPS had already approved the content before the pandemic. My cluster will not do a postcard distribution until April. Why are we waiting? And why do parents have to initiate this at each school? CPS itself should be reminding parents, parents and guardians to lock their guns and ammunition in multiple languages and through written and telephone messages. They should be hosting community be smart presentations to spread the word about safe gun practices. We cannot wait to take this simple action to keep our students and staff safe. Please pass aboard resolution regarding safe gun storage and requiring CPS to inform parents system wide about

061their responsibility. To keep firearms away from minors. Next is Naomi Nim. Please play the video. I mean, the audio. I o me, Nim and I'm speaking on behalf of the Silver Spring Justice Coalition Mental Health Committee. I am a psychotherapist and was the founding executive director of community bridges. Young people have experienced unprecedented loss, stress and disruption to learning during the pandemic. Leading to a crisis and mental health and development Without a doubt, Violence in our schools is troubling and tragic, the fear and stress that engenders and parents and school personnel is understandable and could lead them CPS to return to harmful strategies We absolutely must provide safety for our Children . But bringing police back into schools is not the answer. Rather it is urgent that we fund and infusion of mental health staff

062at each school. The presence of police signals danger to black, brown and immigrant, youth and youth with disabilities for these young people, when police are present , there is a heightened potential of criminalization of behavioral and emotional difficulties. That are rightfully the responsibility of mental health staff, teachers and administrators. Schools must be compassionate communities where every staff member understands how trauma manifests and young people When a student's response to trauma is to shut down or to be persistent state of activation In anxiety, they face barriers to learning and engaging with peers and teachers. We urge them CPS to keep police out of schools fast track hiring mental health staff , whether they are counselors, social workers or expressive arts therapist by raising salaries and benefits and by working with regional universities to identify candidates and

063interns, fund youth development nonprofits to provide in school counseling. Established peer counseling programs fund wellness centers in every high school and develop small learning communities within large schools to build safety interest. Thank you. We have eight video testimonies. First step is jealous. If so, for. Hello My name is Joey sulfur. I'm 1/6 grader at Julius West Middle School in Rockville . Thank you for allowing me to provide testimony today on school safety. Covid has been very stressful for kids. We will spend almost two years dealing with isolation, quarantines and cancelations of many plans, celebrations, sports and other activities. This is what to so much uncertainty and anxiety for kids, while Covid and virtual school was stressful, we at least had a break in worrying about shelter and place and lockdown drills. During the stay at

064home order many businesses closed, including a printing store right near my neighborhood. In its place. A gun shop opened. We could see the lines outside of people waiting for their turn to buy a gun. In fact, in Montgomery County, there was a doubling of handgun applications in 2020 versus 2019, and this trend continued in 2021. My concern is that my peers who are dealing with mental health issues will be able to access guns in their homes and use them to hurt themselves or others. I'm asking you today to commit his steps to educate families about secure storage of firearms. Please pass a resolution regarding safe storage and commit to informing parents of their responsibility to keep firearms away from Children and teens. Pre covid This board approved giving up be smart postcards, which provide simple

065tips on gun safety and safe storage. Please refer, affirm your approval of distribution and help ensure that the postcard goes home with every M CPS student. Lastly I asked the M. C. P s host of presentation on school safety that focuses on gun violence prevention and includes that be smart presentation. Please don't wait for another tragedy to happen before you take these simple concrete steps to keep me and my classmates safer. Thank you. Next is Melissa Lad. Good afternoon. My name is Melissa lad and I'm first and foremost the mom of two. Sure with high school students. I am also an M. CPS substitute teacher and the chapter leader from Maryland Moms demand action for gun sense in America. Last Thursday was Dre 16th birthday but instead of a birthday party with friends and family,

066the McGruder High School sophomore spent in a hospital bed in critical condition after being shot at school. While M. CPS has done many things right in terms of school safety and gun violence, there is still much more that can be done. This school year. 21 through 22 has seen the highest number of instances of gunfire on school grounds in American history. This is due in part to the exponential increase of gun sales since 2020 Another significant factor is the increased availability of ghost guns on serialized untraceable firearms purchase easily from a website with just a credit card. As you know, five Ghost guns have been recovered on em. CPS property this school year alone. In order to make our schools as safe as possible from gun violence. I urge you the board of education to

067do the following things. Number one passed a resolution regarding safe storage of firearms and GPS s obligation to inform parents and guardians annually of their responsibility to keep firearms out of access of Children. Number two mandate the M CPS promotes and institutes a system wide distribution of the be smart materials, as well as an equitable and central office driven distribution of materials at each school. Providing guidance to administrators to ensure timely and widespread delivery. The be smart campaign works to communicate with adults, their responsibility for secure firearm storage. And these materials were approved in 2020 by M. C. P. S. Number three hosted presentation or community conversation on school safety and gun violence this spring. Next is Daniel Vaeth. My name is Danielle Vis a parent of two m CPS kids, and I worry. Every

068day they go to school. One Sandy hook happened. My oldest was in preschool, the fear of sending her to kindergarten. Let us to send her to a small private school where she might be safer. Our kids were there for four years before enrolling in M. C. P s next year, they'll enter middle and high school, and it feels like every year the risk of being shot at school rises. When I was in high school, I had several suicidal friends and took it upon myself to try to help them. I never told an adult . If a gun had been involved, their temporary pain could have been fatal. Our kids don't tell us everything, but that doesn't mean we're powerless to keep them safe. If we focus on preventing access to guns, anything kids in pain

069do is more likely something they can recover from. Firearms are the leading cause of death. For American kids. It's time for a community conversation on proven methods of preventing gun violence, whether school shootings, unintentional shootings or suicide. When a kid brings a gun to school. We've already failed them and anyone they hurt. And our goal of safe , supportive schools. Let's focus on prevention, not punishment and resist pressure to do things that don't work just to comfort white parents like me. Research shows sorrows Don't keep kids safer and hurt our most vulnerable students. What CPS should do is send home info about safe firearm storage. From the National Be smart for Kids program and require parents to sign something acknowledging receipt. It's been done and Howard and Frederick and in schools across the country serving

070two million students. I also ask you to support state legislation to address ghost guns HB 4 25 and SP 3 87 Maryland moms Demand action has fought for this for four years. The incident McGruder didn't have to happen. Finally I urge you to read the every town for gun safety report keeping our schools safe, A plan for preventing mass shootings and ending all gun violence in American schools. This is happening on our watch. We need to do more. Next is Vita Larkin. I am Vita Larkin, mother of three CPS students in a volunteer leader of Moms demand action, Montgomery County local groups. The tragic incident at McGruder brought school gun violence to the four but our volunteers have been bringing prevention efforts to your attention since 2019 We know that gun violence in schools almost

071always occurs by current or former students and their firearms most often come from the shooter's homes or the homes of family and friends. I advocate for CPS to encourage parents to safely store their firearms, so students cannot access them. I recommend that the BOT pass a resolution regarding safe storage of firearms in the homes of students because CPS has an obligation to inform parents and guardians of their responsibility to prevent child access to firearms. And CPS previously approved distribution of postcards in elementary schools, informing parents about safe storage and responsible gun ownership and initiative called the Smart. They were never distributed due to the pandemic . So I request that the bill, we ensure that CPS commits to promoting and instituting a system wide distribution of the beast Smart message and helps expedite equitable and

072reliable school level distribution of be smart postcards. Mm CPS should also host a community conversation on school safety and gun violence featuring the benefits of the be smart message. The pandemic has only exacerbated issues that contribute to school gun safety. Gun sales have spiked. Our students spend more time at home . People and students are depressed and anxious. The combination of more guns in the home with increased stressors creates more risk for unintentional shootings, suicide and gun violence in schools. Taking these simple, vital steps for multiple means of notification of this life saving information will help reduce school and student gun violence. Thank you. Next is Tiffany Patterson. Hello My name is Tiffany Patterson. I'm an easel teacher at Rocky Hill Middle School and a parent of two M CPS students today, I would specifically

073like to address the lack of communication for two of the focus groups and the equity model. Black African Americans and Hispanic Latino students in the last couple of years. Numerous surveys and questionnaires were written in a manner that would elicit bias and misleading and the answers from these focus groups. The most recent examples of this form of communication was the questionnaire about the instructional snow days on Thursday, January 27th 2022, the first mention of this survey was sent out in attacks buried in the things to no communication. There were minimal options to choose from little information regarding those options and no opportunity for comments. The survey was kept open for four days. As a parent, I was concerned that a decision had already been made and the survey data would not be used to make

074her decision representing all equity focus groups. This thought was confirmed when I read this survey responses According to the But that's to beat about 46% of the 24,707 responses were from the parents of white students. White students make up about 25% of the district student body. About 13% of responses were from the parents of Hispanic students who make up about 33% of the student body. If the communication styles not reaching the families of your African American, black and Hispanic Latino families That means that 55% of the district is not being communicated with in an effective manner. Perhaps it is time to pivot and find a different form of communication , so the majority of the population will begin to feel connected and valued in the school system. Perhaps that will lead to involvement, engagement and

075achievement. That communication style that you have been trying to do is no longer working for the majority of the population. It's time to find a better way and show that you truly value the students and families that make up the majority of our school system. Thank you. Nexus Cara McNulty. Hi My name is Carol McNulty and I am the mother of two of the 160,000 students that are in your care in M. C. P. S One is a student at Lakeland's Park, which was one of the schools that during transition to virtual learning earlier this January This was remarkably unfortunate as the absence rate among the students was less than 3% And there was very little communication about exactly why the school was transitioning to virtual For me. This was yet more evidence that CPS

076is incapable of planning. The reopening that happened in spring 21 was poorly planned so that many students only had access to live school for less than 20 days during that entire school year. The fall. 2021 reopening was poorly planned with no quarantine guidance included in the initial reopening guide, followed by absurdly aggressive quarantine policies and the Winter 22 reopening was chaotic as M CPS had no testing plan or ability to manage to covid wave. I have three requests for you, there will be another wave. Could you please plan for that now? So that you are not reactive As you have been so far, Number two. Can you please all read the Children's Hospital of Philadelphia policy lap guidance for in person education in the K to 12 educational settings, which reflects latest public health thinking

077and prioritizes live education of students. And minimizes the need for counting cases in our highly vaccinated environment Number three. Please hire the health officer position which you announced in September after your chaotic reopening in September, you had a five point plan. To address the challenges . Very few of those points have been fully attacked, and the one gaping hole is the lack of the health officer. Given the lack of planning so far, you clearly need expertise in this area. I look forward to an announcement about who will be gaining that position. Next is Tiffany Kelly . Hello My name is Tiffany Kelly and I have 1/7 grader and GPS. Covid 19 and the virtual learning and isolation that followed it. Let my son in a state of depression and anxiety, like I've never seen before.

078When he returned to in person learning, I was shocked to see that CPS didn't take this into account nor two years of watching people that look like my son. Be assaulted and murdered by police. They went back to business as usual. My son went into school defiant and not trusting any of his educators. It has been a long, tough battle. But what I got. Were teachers and professionals that refused to give up on him. They listen to me. Listen to him . They consulted with us and they helped him figure out what was going on. It has turned him back into and engaged and accomplished student. My son is doing better than he's ever done in his academic history. However. My son cannot walk past a police car. He is afraid of police as well.

079He should be. We know that police and s R O s have more adverse interactions with students that are black, brown and disabled. They are involved in routine disciplinary matters that they have no business being in because no one else wants to deal with it. We need to say, and sorrows are not safe for all students. They just start We have so much footage and data showing them Routinely hurting Children. For minor infractions that they should even be involved in. M. C P s. We need to reimagine what safety looks like for everyone. We need to be innovative and creative. We own the solutions. The parents, the teachers and the students. Keep SA rose out of school business. Our final testimony comes from Julie Stadio. My name is Julie Talia and I'm the parent of

080an M. C. P s 10th grader. Today I'm speaking to express disappointment with how EMC, PS and acting Superintendent McKnight have handled the recent covid search and to urge that we not hastily engage in a quote returned to normal agenda that will put vulnerable students, staff and families at risk. In early December. We already knew Oh, macron would be sweeping the county upon our kids return to school after the break Yet this time was wasted by M. C. P S what Prince George's County had a plan in place to prevent its culture. Its mission. Our kids return to the same overcrowded, poorly ventilated classrooms and cafeterias where hundreds, even thousands would be unmasking at the same time indoors for lunch. Instead I'm CPS forged ahead, understaffed with teachers and maintenance staff and literally left kids

081stranded at bus stops in the cold. Mask provision has been insufficient and notification of in school. Covid exposures remains faulty at best . Meanwhile parents had to come up with their own solutions that Blair attendance records showed 25% absenteeism in mid January. It wasn't until more than three weeks into the new year that parents were allowed to keep kids home with excused absences and the good grace of teachers who would share work with them. This latest surge maybe subsiding. But even now, new, some variants are emerging. Even a mild case for one could result in long term disability for others. Maryland Children have died and others have lost loved ones. So please ignore the loudest voices in the room, many of whom don't even live in our county or have kids at M. C P.

082S who have been denouncing vaccine mandates and masks in schools. Studies consistently show that indoor masking reduces transmission and Children are in protesting masks only a vocal minority of adults with the political agenda emerging you to be proactive, not reactive for the next stage of the pandemic to improve ventilation of classrooms continue to require masking and offer flexibility for parents and students where and when it is needed, moving forward. Thank you for your time. This concludes our public comments. The next business meeting of the Board of Education for Public Comment is Thursday, February, the 24th sign UPS will open the evening of Thursday, February 17 at this time, I'm going to entertain comments from my board members. But I have a comment first, and I believe this Communist for a doctor. That's Dr McKnight and

083Michelle. If the last sport meeting I thought I was remembered asking for the redistribution of advanced storage cards, and I just wanted to know what the status of that worth absolutely, President Wolf. So we initiated the process working in collaboration with the Office of General counsel. It went through all of the review process. We communicated with the schools the last week to indicate that they will be receiving them and we anticipate that they are going to go out by next week. Thank you. And I just have a question for, um Dr Nixon. Ah! Are you going to do an update on the hiring situation for social workers and psychologists? Because it's so I can defer my question until then. So as part of our presentation this afternoon on strategic recruitment, Mr. Will be we will

084be addressing it. Yes All right. Thank you. This time I have received a message from Mrs Evans that you wanted to Okay. I'll start with Dr Draft quick. Let's start with this Allouni in it comes straight down. Sure. So I've said this before, but I feel the need to say it again after some of the comments that were made today. And this is me speaking as a My own self and not on behalf of the board, but, uh, in response to some of the comments about critical race theory today, I can tell you As a student of the school system for 13 years that our school system does not teach critical race theory the complex legal framework in that sense What I can tell you is that the way we teach the history of our

085nation has changed. It's changed because perspectives and, um, stories that have historically been suppressed and not talked about are now being talked about. And the reason for that changes because we've had dozens of students walk through those doors and come up here over the years and tell this board of education until the school system that they don't feel like their history and their stories are being adequately reflected by the content that we teach. So that's why the changes that we've made have been made, and I'm looking forward to seeing our school system continue to do that work with the anti racist system audit and continue to prioritize diversity, equity and inclusion. That was just my first thing. And then the second thing was, um As a follow up to miss Wolf's comments about safe gun

086storage communication. I appreciated what a few of our representatives for moms demand today had to say about making those communications digital. I think that would certainly help with access and also making sure that they're available in a variety of languages. Thank you. Thank you, Doctor. Jaffna's Yeah . I just wanted to follow up on missile loonies point about CRT. I just have a few points about that. First as I agree with her CRT is not taught in schools. CRT is a legal and academic theory that if anything, is being taught in college and beyond And it's certainly not being taught in schools in Montgomery County. Second of all , UM, schools and educators certainly do not intend to make Children feel guilty. Or bad about themselves, but it is important that we understand our history.

087And about the contributions of individuals beyond the white culture in our country. I'm Jewish if we didn't teach about the Holocaust because it made certain populations feel bad. I'd be appalled. And third and finally , in my mind, protesters against CRT need to come to terms with policies such as those past in Oklahoma. That prevent the teaching of the Tulsa massacres. A major historical event that I personally learned about two years ago. Um who benefits by not teaching. That Type of history. I'll leave it at that. Thank you, Miss Evans. Not have any comments, Mark, colleagues said enough. And then you asked the question that I was going to ask our staff to ask him senior leadership to address but it will be addressed during the presentation. Thank you. Miss. Mr Burst, Okay? Missed Smell.

088Drove ski. Yep. Thank you. I want to thank all of our speakers from coming here. The. I don't want to be repetitive. But I did want to ensure that we are sending out those cards because and that the public is aware that we are ready had passed that, um You know request and that it is being done. Um I do know that in terms of legislation, our state's attorney is working with the state Legislature on passing legislation to ban Ghost guns, the sale of ghost guns in Montgomery County or in the state of Maryland. And I would just like to request that perhaps we both as a board and as a school system, sending a letter of support for that legislation. I was going to say, but I'm just putting it out there while people

089are here. So um, if that's something we can couldn't do, we will vote on it, I guess, but, um, it is important and we do need to do it now. So thank you all. Thank you, Miss Harris. Yeah I do want to thank the moms demand activists for their cogent and very pragmatic testimony today, and I just want to make clear that we are. I think there are maybe some apples and oranges, So I think the school system has some messaging that's been created. Um And then there is also the be smart messaging that the volunteer activists have been supplying to schools for distribution in our elementary schools, Um, going taking all the steps to get that those postcards approved by CPS for distribution. And so, to the extent that where those are two different

090things I would appreciate, especially in light of mist. Miss Chang's testimony that we make sure that we are communicating with all of our elementary school administrators , The appropriateness and urgency of distributing those cards that are being delivered by volunteers. Now I'm not sure why. I mean, I do know we have Couple times a year where we approve mass distribution through our elementary schools of various kinds of messages from community agencies and organizations, But I think this is this is urgent. And to the extent that those volunteers have already distributed those messages, cards to the schools or are standing ready to do so if we could make sure that those are being distributed With all deliberate speed. I think that would that speaks to the moment that we're in instead of waiting. Thanks. Thank you,

091Doctor, Doctor. Yeah I agree with everything that board members have said, particularly about the history that we would like to have. Everybody's history included. And I was fortunate enough to be able to teach educators here in Montgomery County ethnic groups in American society, which did talk about the contributions, and we need to look at that again. Some teachers feel that they don't know enough about it, and they don't feel comfortable doing it. We've got to do something so that they will include everybody's contributions because This is how the country came to bed. And about the gun safety, Um, one of the speaker said that we should put these put the information out about gun safety with parents and making sure that everything is locked and not accessible. And then ask for them to find that

092they have seen this and we've done this before Having parents signed to say that I have seen and understand what it is. We're asking about. And I agree with, um. Mr Mahon drove ski and Miss Harris about the gun safety legislation that Susan Lee Senator Susan Lee. And representative Lesley Lopez have put together um and we hope that it will be accepted if there's just such a difficulty with the parts of a gun being sold over the Internet. It's very depressing, and that is what happened at Macgruder. I don't know it was the Internet, but the student was able to buy parts of the gun and that we've just really got to keep an eye on this. Thank you. I'd also like to ask about the health officer position that was raised . I don't

093know if that's going to be a part of your report on human resources. I do know and I want to say this. That every jurisdiction has having trouble hiring their health officer because they have felt so abused during this whole covid process that it's become very difficult to find. People willing to take these positions. But do we have an update on where we are with that? Good morning, Miss Wolf. Yes or good afternoon. This wolf. Yes, I can provide an update on that We have advertised that position on multiple occasions and a variety of ways are now in the screening and interview process are hopeful that we will be able to identify a strong candidate and we will continue to keep it up or updated on the process. Thank you. Okay. At this time, we're

094up to item number eight. I'm gonna ask Start to make night to proceed. Thank you so much President Wolf and ask our HR team Hardy team to join us up front, please. And if we could bring up the PowerPoint presentation. Right? So today. Oh, hrd will be sharing the progress check from our November 9th 2021 presentation. We came and bought some preliminary information that we wanted to expand on specifically. Around pathways and other projects at the board had an interest in so we are committed to continuing our efforts to recruit for diversity, equity and inclusion , and today the team is going to come forward and talk more specifically. About the strategies that we have put in place to focus on those key areas. So with that, I'd like to turn it over to you.

095Data Nixon, Right. Thank you. Good afternoon, President Wolf. Members of the board and Dr McKnight. My team and I are thrilled to be here with you this afternoon to share our updates and our progress since our November meeting It is with great enthusiasm that we also display some of our marketing materials that we've brought to you today. And you may have noticed that you have a gift bag with you. Just a representation of some of the efforts as we move forward in our recruiting efforts. So we are very graciously wanted to make sure that you had that with you for this afternoon. Next slide, please. So the work that we continue to cultivate in HRD began over a year and a half ago when in July of 2020, the re imagination began. And there were

096four key areas that we focused on talent acquisition and recruitment, onboarding and induction, talent development and, of course, retention. And over several meetings. We have brought forward the recommendations that came out of those work groups and last November you will recall that we brought you some updates on some of the initiatives. Some of the new positions that you have granted us last spring. And what we were doing with those positions. And with that work next slide, please. As we share our focus areas today on strategic recruitment on the grow your own and on cohort and spire. We are also very pleased this afternoon to share with you the recommendations that have come out of our work group. That we worked in collaboration with our partners on on the future of work on the enhancement of

097career pathways and on the enhancement of what positions we don't even know yet exist. And how do we get our workforce prepared to meet the future? So we're very excited to share those updates with you as well. And while we've talked very much about a re imagination, we know that the re imagination is really thinking about new work thinking about innovation. But what we are very pleased to share today is that we are putting innovation in action. We've done some research with the Center for creative leadership and one of the things that one of their senior fellows has said in his leadership is that over 500 professional fortune 500 companies were asked. Where do you see your future? They all said 95% focused on innovation as our future but only 14% of the 500 companies

098polled said We're doing it and we're doing it well. And so with that, under the leadership of Dr McKnight, our new superintendent, she has tasked us with innovation. What are you doing to innovate? And so with that this afternoon we'd like to share what we in HRD are doing about innovation. And I would like to really thank my team because in the world and in the context of covid while we've been navigating that we've also not forgotten, there's a lot of future forward work to focus on. And so I thank my entire team in HRD for their tireless efforts and navigating the complexities of where we are, But knowing that we've got so many great places to be in the future So with that, I'm going to turn it over to Mr Willoughby, director of

099certification and staffing to begin the conversation on strategic recruitment. Great Thank you, Dr Nixon. Good afternoon, President Wolf and congratulations, Dr McKnight. And to the members of the board. Thank you for having us back. We're pleased to be with your today to share some exciting updates related to the critically important human capital functions of CPS. We hope that you'll enjoy the gifts from our team, including our recruitment team mask, which modeling for you here because we are all recruiters for CPS. During the course of this year, we have had a laser like focus on building and enhancing relationships with our college and university partners, both locally and nationally, as we have returned to in person recruitment events. When developing our strategic recruitment plan. We were intentional and selecting events , colleges and universities that would

100increase the number of diverse candidates and critical shortage areas. As I shared in November. We continue to compete for top talent locally and nationally with other school systems, which are D and D. C s have worked collaboratively with the Department of Communications to brand ourselves as a premier destination employer focused on excellence, diversity and inclusion. When we're on the road, we want to differentiate ourselves from our colleagues and other systems. As such, we've implemented an ace candidate experience when we meet stellar potential employees. The ace candidate receives an accelerated candidate experience that includes a priority screening interview early access to potential vacancies and individualized and personal support throughout the process. In a highly competitive completely excuse me and highly competitive recruiting, landscape data and analytics are critically important. We must be delivered in our approach

101to attract, recruit and hire the best candidates. We've learned that when implementing our before, during and after recruitment strategy, coupled with the experience and open contracts, were able to secure candidates earlier. For example , the team was recently in Georgia. And in advance of the event be utilized Handshake recruitment platform to directly connect via email with over 1600 potential candidates. The campaign shared with students that CPS would be attending events and encourage them to meet with our creators on site. As a result, when the team arrived on campus, many candidates recognized us and we're able and excited to connect. The events of yielded multiple candidates, several of whom are bilingual and using strategies like this to proactively interact with candidates in advance of events will continue to allow us to increase our exposure and help

102familiarize nonlocal candidates with the CPS brand. Next slide, please. As Dr Nixon shared during the board's recent budget work session we've connected with education students at Howard University. Miss Matty Hennington, our recruitment specialist and former teacher of the Year worked directly with Dr January. Vance director of school and university partnerships at Howard too bland, an event. Or students learned about the multiple and varied opportunities that exist within them. CPS We've received positive feedback and look forward to the ongoing relationship with Howard University students for the near and long term. The photo on the slide, and I think it's the next slide where you'll see it during our recent visit. Diversifying our attendance at multiple and varied events has been part of our overall recruitment strategy. We've had success with both in person and virtual events

103prior to winter break in. Prior to macron, we hosted an in person job fair focused on support professionals that was very well attended. We were thrilled to have over 303 100 Participants attend and the team which consisted of support from multiple offices, conducted over 190 interviews and hired more than 10 new employees. As we all know the support of mental health professionals in our schools is a strategic priority focus for the system. We've recently attended the Council for Exceptional Children, conference and Job Fair and will soon attend the National Association of School Psychologists event in the hopes of continuing to increase the pipeline of candidates. Additionally we've partnered with TLS and the Department of Communications and launched a campaign to recruit attracting higher mental health professionals. That includes increased advertising the use of linked in

104and handshake and the development of additional promotional materials We've already hired for social workers with additional candidates in the pipeline and have advertised for new supervisory positions that will allow us to hire recent graduates of social worker programs and allow them to advance their certification while working with and serving our students. We know that internal pipelines and partnerships will also support this critical work going forward , and we continue to collaborate with local colleges and universities to expand internship opportunities. Next slide, please. We continue to interview and hire substitute teachers on a daily basis, as well as part of our biweekly job fairs, and we're excited to share that since September, nearly 1200 applicants have been processed and over 500 knee substitute teachers have been hired, increasing our total active substitutes to 3790. This huge

105feet could not have been accomplished without the support of the small but mighty substitute office, a team of two who worked tirelessly to support our cadre of substitute teachers and school staff every day. We want to think innovatively as we move forward. And as such, were pleased to share that with the support of M C A and the Department of Labor relations, we were able to increase pay for all substitutes and launch a permanent substitute pilot program. The pilot will identify a group of substitute teachers to be permanently assigned to schools who have been significantly impacted by the substitute shortage. Substitutes in the pilot will receive enhanced compensation. Guaranteed work for the remainder of the school year and access to additional professional development. We've worked with over TLS to analyze trend data and identify the

106initial set of schools. Additionally we've had held an information session with substitute teachers and continue to survey and recruit for the pilot. We look forward to launching it in the very near future. Next slide, please. Are anticipated. Results include an increase in overall employee diversity and increase applicants for high impact schools, as well as higher retention rates. We will measure impact by monitoring participation data for recruitment events as well as diverse applicant data for teaching and support professionals on a monthly basis and at the conclusion of each hiring season. Next slide, please. Nationwide The pipeline of teachers faces many challenges, including a 35% drop in teacher prep program enrollment since 2000 and nine. Additionally perceptions of the profession have shifted in a recent survey, 54% of Americans shared that they do not want their Children

107to become teachers. We must work in partnership to elevate the profession. In collaboration with them. See a We're exploring strategies to elevate the profession, including partnering with their new educator action team, as well as plans to connect with students. In the minority Scholars program. We're thrilled to share updates on the grow your own program that we feel will significantly increase. The pipeline for teachers and also work to ensure that we're connecting with our students who have an interested professions other than teaching. We will connect with all of our students to help them see the wide range of opportunities available to them within the CPS. Most recently in collaboration with the GPS Partnerships unit we presented to over 70 summarize students during an out of school time event to share the wide array of career pathways

108in the CPS ecosystem. Our coordinator of future employment initiatives, Miss Tiffany and Goodson has been collaborating across them CPS offices to develop a strategic timeline for R G Y o efforts. As I've shared before. We are all recruiters for GPS. On this side, you'll know what our new referral program Which was launched earlier this year and is now live on our website. In the M. C. P s bulletin and within the employee pay stub email. We know that great employees, no great employees and as such, the referral program will allow employees to refer candidates directly to our recruitment team so that they can immediately follow up and determine if the candidate is a match for a position within GPS. We're excited to share that since its launch, the referral program has received 44 referrals. Next

109slide, please. Mm. CPS has students now who are enrolled in our teacher Academy of Maryland programs at Einstein and Kennedy High schools, who are eager to become teachers in return to CPS upon graduation. Please take a moment to enjoy a short video that highlights experiences that are recruitment team had during a recent visit to the TAM program at Kennedy High School. Please play the video. When it's strange, You already know where headed straight. Don't look back now go because it's a celebration. Teacher Academy in Maryland is an opportunity for students to pursue teaching as a career later in life. It gives them an opportunity to see what teaching is all about. So currently it's being offered at Kennedy High School here and then its in its second year at Einstein High School as well. The

110students in my program exhibit Passion, the exhibit dedication. They exhibited true interest in learning about teaching. I want to be a teacher because it's I was little. I always played school with my stuffed animals. I always prepared tests and everything. So I just loved doing that. And now that I spent time with the students, I just love it even more. I hope to be a teacher because I would really love to work with students. The shares future colleagues that is , and I really have an interesting in being able to impact people's lives for the better. I have been in this program for four years. The first year it was more like theory, how Children's brains work. Then when I had teaching as a profession, which is the second year I was able to learn

111more about the rules their guidelines. You have to follow us a teacher. Then you learn more about classroom management . You experience giving your own lesson plan, which was an amazing experience for me. I was so nervous, but I loved it. Then this year I am in my internship . Now I am actually experience in applying all of these three year knowledge to an actual classroom. But I learned in class it really Applied to my internship. The first thing that we're doing is we're engaging our students. Another benefit is that with the teachers, I get to see how they communicate with each other. And I really gives you an idea of what you'd be doing in the future Kids here at Kennedy we are actually a family , and they affectionately referred to us as

112the Tam Pham. I am the mother of the Tam Pham camaraderie that they have with each other, the camaraderie that they have outside of the building with their mentor teachers opportunity for them to get the experience now prior to going to college. After I finished this for your program. I walk away with credits that I can use for my college education . This is our Tam fam family treat and we invite all of our seniors to put their handprints on the tree. This is the first year that we've had in our classroom. This is our tree of future educators so excited. Very impressive. So we came here to Kennedy High School today because we're looking for diverse teachers. We really wanted to inspire our students to come back and teach from Montgomery County Public schools.

113Students need to know that they're going to be supported their very first year of teaching, which is something that M CPS does really well today put our presentation was to really talk about the different pathways that our students can take to become a teacher. They can become a pair of professional. They can come a substitute, and then that leads them into the track of being coming to teacher. We have to understand that our students need a lot of support, and that support is also financial. What we need is scholarships for students so that they can go to university and come back and teach. But the teacher Academy of Maryland is so important to the teaching profession because we want to grow our own. We want our students to come back to us because they're going

114to make the best teachers because they know the county and they know what we can do. It will be a big factor paying off my college or as well as tuition as well as getting a good salary here When I once I come back to Montgomery County, I plan to come back to CPS because they have a lot of teachers support. I would love to come back to teacher and CVS . One thing that I do tell them is that you know, no matter what career you choose, you're going to be teaching somebody. Teaching is it's everywhere. Thank you and a big shout out to Cindy Somerville and all of our Tim students and, of course to GPS TV, the for the excellent work that they do and creating. These videos were really excited and

115cannot wait to celebrate with these students and others across EMC PS who are interested in returning to teach in their home community. As we build out our grow your own program were eager to reduce the barriers and think innovatively about the ways in which we can partner with local colleges and universities to ensure our students are set up for success on their pathway Back to M. C. P s. We hope that you'll be able to join us this spring during our signing day as we recognize the importance of the mutual commitment that CPS and the students are making to return to teaching them. CPS next slide, please. Your own will be a multi pronged multi year effort and we anticipate an increase in overall employee diversity and an increase, of course in the number of

116CPS alumni, teachers and staff. We will measure impact by monitoring monthly enrollment in the TAM program as well as career and technical ed programs. Dual enrollment summarize at this time I'm going to turn it over to my colleague , Mr Jason McCoy, coordinator of administrator administrative and supervisory staffing. Thanks so much. All right. Thank you, Mr Weed. Good afternoon, President Wolf board members and Superintendent McKnight. I'm Jason McCoy. I am the and staffing coordinator for HRD. Next slide, please. We are happy to share a few updates on our leadership recruitment and development efforts. We're excited about our information sessions for educators interested in working in high impact schools. We had approximately 40 current and aspiring leaders participate in our first two sessions. We are in arranging opportunities for participants to visit and shadow administrators currently

117leading in high impact schools so they can see this important work firsthand in action. Some participants were motivated after these sessions to join cohort inspired in which we will share in a few. We just completed our second application window for prequalified principal list and principal internship. Having multiple application windows allows us to increase opportunity and access. For internal and external candidates as we continue to build our principal pipeline. In partnership with our Leadership Development office. We continue to have recruitment and support sessions for aspiring principals and aspiring assistant principals. To date we have engaged with over 350 aspiring leaders. This consists of internal and external candidates. Oh, HRD is partnering with EMC PS affinity groups. We worked with powder for Latin X educators and bond for African American male educators to promote leadership opportunities and

118GPS. Most recently we had a session with 20 bond members interested in school leadership. And after that one session, we have 20 individual follow obsessions, which is pretty exciting. We look forward to also working with other affinity groups that support our diverse leaders in CPS. We know that our recruitment efforts have to include personal touch points. And supporting. Educated at the grass root levels. In addition to recruiting and hiring, diverse leaders were also increasing opportunities to support our leaders of color. We have applied to the new teacher project that offers a three year cohort program to support and develop black and Latin X school leaders. We will be notified to find out if we awarded this Grant. Keep your fingers cross and certainly we look forward to updating you on this exciting opportunity. Next slide,

119please. Cohort inspired. We're excited to bring you this exciting, innovative initiative called inspires an outgrowth of our Board of education and Superintendent McKnight's commitment to supporting our high impact schools. In addition , cohort inspire was created as a result of the most poverty impacted schools, project teams work. Called inspire was collaboratively developed with a cab school based administrators , Central office leaders and input from the Black and Brown Children's Coalition. This is an amazing opportunity to support and inspire just as the name of the cord is by a current and aspiring school leaders interested in leading in high impact schools. To participate in dynamic leadership development. When we were here in November, we were in the planning stages for cohort inspire. We're excited to update you That cohort inspire has started. We had over 50

120applicants and 40 are participating in this first cohort. We have a diverse group of administrators. I'm sorry. We have a diverse group of participants that consists of administrators, principals, assistant principals, assistant school administrators, as well as central office leaders and teacher leaders. We have a fantastic group of individuals who are extremely excited about leading and high impact schools. We had an amazing first session in January, We kicked off our first session with the author of High Impact Leadership for High Impact Schools written by Pamela Zalazar, who also was our guest speaker. And we have included a copy of the book in your Gift bags. We hope that you have an opportunity to look over. This will give you an idea of some of the cohorts work. In addition, we excited about additional guest speakers to

121share best practices and research. Joining us for future sessions will be Dr Luis McCoy, professor N y. U and author of Inequities in the promised land, race resources and suburban schooling. Pamela Price, a former community school principal in Harlem, New York. As well as our very own MCAT president, Dr Handy and other CPS leaders. We want to share some of the participants excitement for our first session, and we promise next time we'll bring you a video. So some of the comments in terms of the feedback I found it energizing to engage in conversations about equity and high impact leadership with a small group of leaders whom I don't see every day. I enjoy collaborating with fellow leaders and overall receiving meaningful professional learning. The ability to hear different perspectives. Participants being excited about the opportunities

122and new ways to frame high impact schools. The opportunity for collaboration with other leaders and hearing different perspectives and ideas. I also value our guest speaker Dr Salazar about what is needed at high impact schools. And the last comment. It was fantastic to see such a large group of people all come together to support the much needed change in our schools. We look forward to inform you of cohort inspires progress. We look, we have another session coming up in a couple of weeks, and the participants are excited about this opportunity. Next slide, please. We're excited to announce a new partnership with Bowie State University doctoral program and educational leadership. This partnership was established by our high educational partnership office and NOHRD. There was an amazing response to this opportunity with over 50 applicants for 20

123available slots. This is also a very diverse group of school based administrators, Central Office leaders and teacher leaders. In working with our professional growth systems colleagues. Mentors will be assigned to new principles to support their growth and development. These mentors will be M. C P s principal colleagues and serve in a non evaluative support role. A standing. His mentors is based on feedback from our first year principles and Macapa. We are committed to ongoing professional learning. That his job embedded and self directed for our experience principles. And this is based on the feedback we received from our veteran principles in our focus group meetings. We look forward to working collaboratively with the principal supervisors and looking at existing spaces and structures to offer this professional learning based on data needs interests. And certainly input from

124the principles. We will continue to update you on I'm sorry. We will continue to update you as this evolves over time. Next slide, please. We continue to strive towards these results in our Lisa recruitment and development efforts. We anticipate an increase in administrative diversity. We are excited about our work, resulting in an increase in the number of applicants for high impact schools as well as retention rates. We will continue to monitor participation data in our support sessions. And in our current and future cohorts for leading and high impact schools. We will measure the impact of our work monthly and at the end of the hiring season. And our work is directly aligned to our school systems, focus and commitment to our most poverty, impact of schools. As well as our professional and operational excellence. At

125this time, I'd like to turn the presentation over to my colleague Natalie's Water Roll Korea Pathways program specialists. Thank you. Thank you, Jason. Good afternoon to the Board of Education and Superintendent Dr McKnight. I am Natalie Border Row Career Pathways program specialist in NOHRD, and as an introduction, we'd like to play a short video for you. Please play that video. The career Pathways program is a one on one resource for support professionals who were interested in growing their career. Some services that are provided through career pathways are resume building. Helping to prepare for an interview, researching positions and GPS and helping them prepare for their interview if they if they're close to selection. If an employee is interested in having a mentor, I can match them with the mentor that would be able to talk

126to them about either a position or help them research further into a department that they've worked in before to give them advice for supporting service professionals who might be interested in becoming a teacher . There are partnerships that are available through our higher education university partnerships. Our ultimate goal is that we make em CPS, a destination employer, where employees can have their entire career with us so that they enjoy what they're doing that they feel trained in what they're doing, and want to spend their entire careers with CPS. It gives us a challenge and our desire to stay with an an CPS. Where I've been searched outside . It provides within support for trainings, even advanced schooling and basically coaching me and giving me the belief that they haven't made. I haven't myself to continue.

127And ultimately get my gold job and want to remain within, um CPS. The career Pathways program is an initiative that focuses focuses on providing high quality business and career services that are essential to the educational success of students and promotes improving the efficiencies and competencies of support professionals in their careers with CPS. The career Pathways program acknowledges the importance of meeting CPS employee and operational needs, as well as raising the standard of living for support professionals and their family. The program is led by the career Pathways program specialist Me providing guidance to all support professionals for setting career goals and planning. Employees have greatly benefited from the services provided by career pathways program over the last six years. But the program has reached its potential with the current aligned Resources. Knowing the current workforce needs

128of the school system for your pathways needed to learn from stakeholders specifically what employees need to reach their greatest potential while meeting the operational excellence expected by the board. Next slide. In an effort to seek stakeholder feedback on how the program can better serve support professionals. Oh, HRD conducted 10 work group sessions with offices, divisions and committees whose work is aligned with the operations of the school system. After this listening towards the nine member workgroup with represented representation from all three associations and unions was convened to process through the feedback from the original work groups and make a recommendation on the expansion of services to support professionals through the career Pathways program. I'd like to personally thank everyone who contributed next slide. These combined efforts resulted in an expansion in four areas. Greater systemic career

129planning, outreach, training, continuing education and mentoring needed to specifically address hard to fill em CPS positions. In addition and to support efforts aligned in Dr McKnight's vision for the district to be a destination employer entering current support professionals for the future of work, the career Pathways program is recommending three well defined operational and technical pathways. And additional full time employees to execute an organized training and mentoring program. These pathways to the trades will enhance an employee's skills and knowledge that can lead to mastery in their current position, career growth and advancement in critical need areas. The proposed pathways will provide systemic supports matched or organizational goals. To effectively deliver the pathway to the trees, opportunities to the inaugural cohort of 25 to 30 support professionals. CPS will need to expand the services currently provided by

130career pathways. This expansion will allow for actual on the job training, mentoring, internal professional development and external coursework at Montgomery College career development and advice and job shadowing. Support professionals will receive high level experiences in a specific trade to be quite highly qualified potential candidates for current and future job vacancies with CPS. Candidates will receive individual resume support, interviewing preparation training and an intense internship to learn the skills needed to provide to perform the job duties on day one. Next slide. Research says that nearly one half of employees reported that career advancement opportunities within their organization were very important to their job satisfaction and morale. The career Pathways program looks forward to serving as a vehicle for professional and operational excellence and M C. P s. Thank you for this opportunity to share updates today,

131Miss Wolf. I'll turn it back over to you. Thank you. At this time, I'll ask my board members if they have any questions. So. Doctor doctor. Well, I don't have any questions . I really want to thank you for all the work that you're doing. These are ideas that have been around for a while. But you actually Dr Nixon have caused these things to happen, and I really appreciate it. I think that the telling. Statistic that is really important here want well 35% reduction in teacher Preparation programs. And I've noticed that when we go to the fairs they are always promoting their their science or math, But they are not talking about education, so there's no wonder that we have a shortage of teachers and have had it for a while. And. I just wanted

132also say that Madeleine Harrington was on here as one of your workers in the career path. She was a teacher of the year here in Montgomery County. About three years ago, she So dynamic. But even before that she won that $25,000 prize. Then I can't remember what it was. I don't know what it was called, but she was Gaithersburg middle, So she's been a star along and these are the kinds of people that we Think you're working with and I liked the program. Grow your own at Kennedy. And is it Tam Tam? What. Okay Okay. Maryland Tam. Anyhow I think that's really important and something we have been talking about and Leadership, recruitment and career opportunities and mentors. These are all wonderful things that I'm so glad that you're tapping into those because I think

133that can only make things better. Thank you, Miss Harris. Yes Thank you. A couple of specific questions and one builds on something doctor. Doctor just mentioned fascinated by the Teacher Academy of Maryland at Kennedy and Einstein. Um I'm assuming the name Teacher Academy of Maryland means it's not unique to us. So is this is a program that comes through MSD. Yeah So it does come through MSD and a partner closely with Towson University. And so this is something that offered at high schools across the state of Maryland and their variety of different programs that you know if you did what used to be future educators of America and things like that educators rising Different programs, but this is something that's specific to Maryland and through MSD. And I was I was interested in the video

134of some of the students seem to be mentioning that They were getting college credit at some point in the program. Yes So there are a variety of different ways. Obviously to get those college credits one is to be enrolled in a dual enrollment program with Montgomery College in that associate of Arts and teaching program, So it's possible that that's in Colorado and in addition to the experience of the Tampa program, There are opportunities to get some college credits toward the way and that's sort of what one of the ideas as we think about the ways in which we might be able to expand access and opportunity for students is through both that 10 program But what are those additional partnerships that we might be able to continue to grow that both through EMC and some

135of our other local colleges and universities, So we are also in communication and talks with the University of Shady Grove. In addition to EMC, And I am. Do we have plans to expand? You know those both So Kennedy and Einstein are both in the D. C. C. A. We've looking to move. So our goal would be definitely to be able to have an opportunity to expand these programs and whether it's done through a tam or through educators rising. We're trying to look at other programs that may be beneficial for us to engage in So, yes, The overall goal is to certainly look at how many different kinds of pipelines that we can build and ways that we can aspire to have them in in all of our high schools would be ideal. So that as

136we continue to grow, grow your own. We have an opportunity to as you saw in this video that I wish I could bottle that energy and enthusiasm and if they were a way to have it in every one of our high schools, that's what Ultimately, part of this vision isn't NOHRD is to find a way to be able to grow it and expand it. Yeah Thank you. I think maybe Mr Rigby, I can reach out to you directly and get just a deeper understanding of the components of that program and what it would take to do. Get certainly, And of course, we would be remiss if we didn't recognize our colleagues in hotels and the career and technical Ed office because they do ultimately are engaged with the work of Tim as well so they'd

137be able to support that request. And one question I had so you talked about, you know. The. Coming up with a mutual commitment at the end of the students. Trajectory through the TAM program, and I'm just wondering What are we committing to do for them after they leave us after their four years and we definitely want them to keep that energy and to go forward and then to come back to us. So what is it that we're if it's a mutual commitment? What are we committing to do? So ideally what we would love at at some future point to be able to do is to provide scholarship. I heard mention of that. And as we look at how to perhaps plant some seed money in future budgets, That's something that we would love to be

138able to explore. In the interim. What we can commit to a signing day would be that The students who complete successfully a program. With positive cooperating teacher evaluations at the end of their student teaching experience that they would be guaranteed an open contract with us and then we would also like to explore ways of bringing back the students to help support summer school through T P T. So that we can make sure that they understand that There are multiple ways in which they can have a presence in CPS setting, The other thing that's critically important that we would also foster and nurture through HRD is to make certain that has continued part of the recruiting. Say we have in this first cohort. I'm just saying, I'm round numbers here 20 students who are going to

139go to their future universities. We would commit to make certain that we knew who those 20 students were that we have a very active distribution list that when they students come back, say for their winter break their spring break. That they have an opportunity to touch base with someone in NOHRD, and as they plan for their summer if there is a way that they are going to be in the area and living here in the summer, and we can leverage DPT funds to have them work and support the summer school programming, so we get to know them better. They get to know us better they continue to commit to their teaching practice. That at the conclusion of their bachelor's degree that they would have an open contract with us, But I think the key feature

140Miss Harris is that we would create an infrastructure through HRD, where they would always have a contact person because because they will meet other students at their universities who are teachers, and they will bring a friend. So those are some of the things that we can commit to right now. As we continue to grow the programming and as we continue to see what we can invest in it financially. Hopefully that commitment will evolve over time, but in the short term, that's what we can offer. And every thinking about expanding to create mentorship partnerships with students, so partnering them with the teacher mentor. With during as they're going off. Two on their educational journey and then possibly been apprenticeships when they're coming back to work alongside that mentor teacher. Yeah So I would say that Certainly

141there are those opportunities. Part of the 10 program is that they have some of those experiences within the system. But yes to your point. And to Dr Nixon's point, we want to build out a program that's going to be a progression that includes experiences, especially for those students because we know they'll be returning home right during the breaks and during different opportunities. To be able to think about how we can be creative about making sure that we provide connections with stellar teachers so that they can have those experiences and then ultimately come back to us. Begin I bet a lot of questions. I'll just ask one more so looking at all the overarching areas of work and you talked about you've done some recruiting group for social workers and going off to different conferences and

142the event with Howard. And the administrators, the cohort inspired group. As part of that work are we sort of intentionally making sure that we ask potential. Professionals who might be coming to us what, in their view would make us that destination, employer and to get their real insights and I know I know, for instance, we have with our mental wellness professionals. There is a glut. There's a there's a deficit of those professional expressed even to try to attract and it's we can't try to attract some of our you know, there's professionals who work for partners to come to us. But Are we asking them? What would have made them think about coming to us initially and maybe in the future. Thank you, Miss Harris, so I can speak to the leadership recruitment piece, and then

143the team can can add their comments to as we think about the Holistic employee value proposition, right? What What in our branding makes someone want to come to us when we first started having these focus groups with our principles, the things that we heard overwhelmingly from principles was that If I'm a veteran principle in my career, I want continued professional development. I don't want to grow stale in a position if I've done something for 11 years, I don't want to feel like there's nowhere else for me to go. So we've heard And some of the comments that that Mr McCoy shared Principles that attended that cohort inspire information session. Many of them were veteran principals who are looking for that spark that new enthusiasm for something and I think they found it in cohort inspire.

144In the book study. We got really positive feedback on the book study and in the speaker's bureau because what people like to hear is what's happening across the country. They want to know that they're not in it alone. Their other like experiences happening across the nation. And what can we learn from each other? The other thing is this sense of autonomy where creative problem solving was really important? And so I think part of the book study and the Speaker's bureau discussion allows for this. How can I solve issues at my school differently and This whole spirit of thinking about things Innovatively, I think trickles down as well. We don't have to do it the way we've always done it. And so what We heard from the principles is what can we get at this point

145in time in our careers, and I think the other the last piece that I would add, is that whole professional development component. I have this professional conference. I'd like to attend, and now that things are slowing down, hopefully with covid cases falling people want to get out there again. They want to be part of professional organizations they want to. Actually they want to be mentors to other people, too. That was the other thing I've learned so much, and I want to share it with someone. So hearing this feedback from the focus groups, I think, is what really helped to start kind of build the spirit of cohort inspire and the one thing the other thing that I just will share two is And I am not able to go on a lot of recruiting trips.

146Once upon a time. I did But one of the things that we know in this new generation of educators Coming up through the ranks. What's where, what's very important for them in their future employer is that they have a sense of corporate social responsibility that they work for a school district that has committed to things like being inclusive. That they work for a school district that puts Children first. Those those Kind of overarching themes. People want to work for an organization that has an inspirational leader that is not afraid to be first at doing something and taking the lead. And so those are the things the stories that we hear , and I think that's what helps to make our employee value proposition for future candidates. Um really important . I mean, people are struggling

147with substitutes, and we have to, but we now have over 3000 in our pool, and we couldn't say that two months ago. And so I think this is part of. I think what's changing and having a dedicated recruiting team which we've never had an M C. P s. We have two full time recruiters. Thank you, and that can really their sole focus. Is this recruiting and that's a testament to your vision into your commitment, saying that this is what we needed and I've been into other districts that don't have dedicated Soul recruiting teams, and we've been able to do that. And that's not a typical characteristic of a K 12. Well thank you. And maybe you can also tell them they're looking for To work for a company with a social conscience. Better new, aggressive

148sustainability policy. Absolutely The green initiatives are high on students is mind that are coming out of a bachelor's programs right now truly I just want to follow up on one thing, Miss Miss Harris said. Tams is going to be a Kennedy and Einstein. Well I understand that, But, um, when is the plan to expand Because, you know, I'm concerned about the lack of opportunities available all over the county. Yes agreed. And so that's that's our current work. We would love to be able to expand to a few more schools next year and actually put a phase a phase in project timeline. So that we can continue to grow this and again , whether it's a model like Tam or something like educators rising. We are looking at what some of these programs can be in

149the way that we grow this pipeline, But these two programs in their current form are really great base models. Genevieve Floyd has done a tremendous job and so what We want to be able to do through the HRD team as well is help wherever we can to recruit for those programs, but also figure out other ways where we can grow these in other schools. That's that is definitely something that we would like to do. Well, I would like to see some opportunities available all over the county. Because as you know, that's been a concern about one other one other thought none of negative I saw some students present that we're in this program can't remember where they came from Saint Mary's. Or Saint Mary's Mount ST. No, it wasn't a college. It was one of

150the local school districts they presented it made. And their students were actually doing students interning of younger students. Do we offer that opportunity? Yeah Yes, I was part of the program that internship pieces there, so it is consistent across the state in terms of the curriculum and the different requirements and Towson University is the university that is working closely, and they are actually working with educators rising, which is out of PDK because they were doing a whole semester of teaching. I was amazed they were high school seniors. Said Thank you, Mr Pendarovski. Yep I have a couple questions. Um really quick question The cohort inspire. Can anyone join that? Yes And M. C p s. So we started out just internal. But we have those information sessions for leading in high impact schools, which we

151had two so far. That's open to internal and external. Okay I just wasn't sure how people joined it. And if it's something that you know anyone who's interested in joint. To the point about expansion of the program. How are students for the growing our own programs? Can anyone is this? One of those are these two programs that these two centers, something that kids from other schools can apply to if they want to, and be part of the program. I know you mentioned that you were kind of taken it as far as the right resources Allow. And but in terms of its spanned ng it So if I go to Gaithersburg High School, for example, can I apply to participate in this program at Kennedy. Point is, you have to be that has to be your

152home school. Yeah I believe right now that it's just it's limited to those two schools. I don't believe but we can follow up and get back. Okay Thanks. And I would love to have that conversation as to what kind of resources that would would be involved in terms of expanding it either to a Anyone can apply from any school or putting as many programs across the county as as possible. Um And then my, um. Other is this a four year program or two year program? So I have to. We'll have to get back to you and all of the details. Like I said, it's not a program right now. That is out of Ohr DS per se, but we can certainly reach out to Dr Floyd and get some additional specifics for the board. Okay

153And Miss Munroe asked if I just wanted to remind the team that this is the first year we've had a dedicated Full time person in HRD working on the grow your own pipeline. And so one of the things that Tiffany and has been doing is working with Mr Murphy and these programs to get the recruiters in there. To work with the students to get to know them and figure out where they're going so that we can start building those relationships with them as they leave, learn more about those internal programs to be replicated. In and trying to leverage the resources in HIV to help do any of that, as we partner with Oh TLS. Additionally one of the other outreach components is Talking to students as young as middle schoolers will recall that on any

154given career day. You know, we would bring in guest speakers from El walks of life, but we would never really highlight, um , the teacher to talk about being the teacher. And so one of the things that we And Mr will be alluded to this is we have partnered and have been in conversation with EMC a around. We need to work collaboratively to really flipped the script and change the narrative on what it means to be a teacher. To elevate the profession. How we talk about being a teacher. How to dispel the myth and sometimes the way that it might be characterized in the media. That this profession is kind of the seed of all professions, and we need to work with our union partners across the board in all three Because it really is

155imperative that. We're facing a possible shortage, and that is daunting. But then we also want to make sure that as young as middle schoolers that we are reminding those students that this is a noble profession that this is a profession that has many opportunities. For Growth and expansion, and that's part of what this idea of the CPS branding is the way that we show employees and show our students. That we are hiring that we are a place where you can commit your entire 30 years too. And the things that we have in the way that we market above and beyond salary is the compensation package. Tuition reimbursement, um, helping people to see and I think that's part of what Tiffany has been doing. Working with the teachers. As young as middle school kids. And building

156out that vision and helping them to know if you're interested in something like Tam, or as we grow these programs in our high schools, maybe through educator rising that. Look at look at this pathway, earning his college credit. And then also becoming a teacher. And those are things that we continue to work on. But again, having someone fully committed to a grow your own pipeline. Also a very unique feature in a way Ciardi that came out of the re imagination and out of the support of Dr McKnight and the board to say this is an important enough project. That we're going to commit someone to it. And in his last eight months, I think we've made great progress. But Miss Wolf to your point. This is something that we want to grow. And part of

157our three year plan is, how do we get this or a program like it in more schools? I appreciate that , because part of why I was asking is how we're promoting it to make sure particularly because the scholarship aspect of feel like it's a big one. I know it's great that we do tuition reimbursement, but I talked to so many students who say they love to do that. But then They're not gonna be able to afford to go to college, necessarily making sure that if it involves like participating in the partnership that the dual enrollment partnership with Montgomery College that they are aware that that's something That can happen before it's too late and all of a sudden they're not able to participate and benefit from it. And so just making sure that we're

158doing that, and then my last question is just what type of certification Do they graduate with or do they graduate with anything like Is there anything that They graduate from high school with while they continue their higher education, um, years that allows them to start working with us right away, like, you know. So great question. And so certainly there are a few different pieces that we could connect on one thing that it took. Consider as Para educator substitutes right , so substitutes in a pair of educator role is something that coming out of high school. We could certainly look at the other thing that I think we have been trying to think creatively around is What are you know? As I said, I sort of multi pronged or multiple pathways to coming back to us.

159And it may be that yes, they're coming in, and they're working as a support professional to start and then if they're in a permanent position, they have access to benefits, and they have access to the tuition reimbursement, which can support Sort of moving forward through the pathway, but we want to do is break down any of those barriers and help our students understand what are all of those different opportunities and pathways because, as we all know, it's overwhelming. And if you are lucky enough to know 17 that you do want to know what you want to do, then we shouldn't have any anything in the way because ultimately, when we talk about that mutual commitment, we need them right to come back because of a variety of reasons. But we also know that 60% of

160teachers teach within very close to their home , so we know that there's really a potential here to build out a pipeline that hopefully you know where better to come back and teach the CPS where you went to school. Thank you all very much for this work. It's so important to doctor doctor's point. You know, It's something we've been talking about for so many years and as I sit and reflect on how it's progressed. I'm extremely grateful for the fact that we are here where we are, and I look forward to seeing how the future of it goes. I love you have a follow up question to Ms Men drove skis, too. Is this a opportunity for the virtual academy to be considered through the virtual academy so that it works right out to other

161schools were quickly. Virtual Tam. Of L. Yeah we can certainly look into it. Absolutely We're all about innovation here. If there's if there's anything that will do, we'll take a stab at it for sure , three years plan just sounded a little long program get well, so right, And I know that three years sounds like a long time and it is. It's just, you know, being mindful of the pacing and , um what things would cost Certainly, but virtual Academy can certainly look into that. Absolutely. You missed the best you. Um I cannot emphasize enough how grateful I am for this presentation and all the work that you have put into it. Dr Nixon When you told me about the grow your own that you did at Fairfax County public schools. I think that was

162maybe. During the pandemic or before the pandemic. And then the pandemic came and we couldn't really implemented. But at last , we have a plan and, ah, some very concrete goals to establish so I am just delighted with this presentation to hear. Thank you, Doctor McKnight for putting the money for the staff for HR because this doesn't happen on its own needs dedicated people, and it's so important because people are people organization if we don't have people. We can't operate, And so I just can't thank you enough for the budget that people and your excellent work in both recruiting. Grow your own. That video brought tears to my eyes. Those are our future teachers. Those are the teachers that are bilingual, bi cultural. They already live here. They know the cost of living. So um,

163And so this is where our future workforce is, and I cannot emphasize enough that this was a right move. And we have to stick with it and be relentless and make sure that we are successful. We did a pilot with scholarships couple years ago, 56 years ago. I don't know what happened, but let's not let that happen again because it fizzled. And we had to start over again. And so, um Thank you. Thank you. Thank you. I do have some questions that I had already shared with you, Dr Nixon. And that is around the work around new principles and your efforts to bring leaders to high poverty schools. And I commend all of your efforts to do that. I wondered, Um, What have you learned from your focus groups about what they are telling you

164. It will take for experienced principals to move to a high poverty school. So I will start and then I will ask Mr McCoy to, um to fill in as he has been facilitating the cohort, inspire meetings and has been actually working with these principles face to face. I think, and I alluded to it a little bit earlier. Some of the things that we are hearing is that, um there is this continued need to grow in their career. There is a continued need if they are going to make a change in their career , whether they are going from elementary to middle or middle to high They they would like. I don't know if assurances or guarantees the right word, but they really just want the confidence. I think that's the best word. They want

165the confidence that they will be supported and coached and nurtured and mentored. And you may recall in November when we presented we had Dr Moran and Dr Dyson with us, and they really showed us about the way that Oh, TLS has like deployed this model of support to schools. That's the continued support that our principles are saying that they need and the way that HRD can help to fill that is facilitating the professional development opportunities that they have and making sure that we're being intentional about the way and we are in the way in which we are providing experiences for them. To learn from to benefit from to grow their careers in. And then also , I think one of the things that they really talk about is because no one wants to get stale

166in their practice. They really want the opportunity for these professional learning communities. They don't get to see their peers enough. I think what happens is especially in the context of covid. They will call their principal colleagues. How are you handling this? What are you doing about that? And those are all very transactional kind of managerial things. I think where they don't have a lot of time to really just talk. Oh I'm sorry. Where were they really don't have a lot of time is to really focus on those professional conversations about instruction about how to help them. Move instruction. What are you doing about inclusiveness in your school? Those kinds of Conversations that really move the needle in terms of making environments in schools better for Children. That's where they That's where some of that Community

167is that they're looking for So, Jason, do you want to just echo? Um I mean, certainly cohort inspire has kind of created that space. So that's been sort of a sampling of the spaces that we need to create for are not just aspiring administrators but especially for veterans administrators. They're looking for those places . Spaces, right? Um and we want to work closely with TLS. As Dr Nixon shared. They talked about the shoulder to shoulder support. Coming into the school collaboratively working to develop and to really promote the development of the principles we have learned from cold inspired that you know that space of Being able to talk problems of problems in practice . Being able to brainstorm with colleagues is something that they really want more of. So we plan to work with TLS

168and the principals supervisors because this cannot be done in isolation. Just like we talked about. Everyone's a recruiter. Everyone is a developer as well . So working in partnership with TLS and principal supervisors, looking at our current spaces and structures and how we can Sort of create some of that space for more dialogue, more embedded professional learning. That is certainly something that is very attracted attractive to our veteran principles, and that's good for all principles. For all you say support from hotels, but also peer support what people other practitioners are experiencing in their schools. Absolutely, and especially as we look at our high impact schools. You know, we have a lot of excitement about Future sessions for cohort inspiring when we look at problems of practice, where some of our principals who are in the

169cohort inspire actually going to be assisting us with the problems of practice. Um we have other principles hosting visits for members of cohort inspires. So you know, we want to use some of those elements of that cohort , uh, to help guide us for additional professional learning. So the professional learning search. It certainly is a major piece. Um, you know, I know there's been discussions about exploring monetary incentives, You know, certainly , you know, working closely with a cap and through the labor negotiations. You know, That's a discussion that happened and that space through those proper channels and another thing that we've heard from administrators . It's just that autonomy. Each school is different. And, you know, giving principles tools to Be creative as in regards to staffing and that autonomy around staffing is something

170that they have also expressed. Thank you and this related question. Maybe it's the same answer. But one of my concerns is that you go through all this effort of attracting highly qualified new principle for high poverty school. And then they turn over quickly. And so what is the work? That is required to make sure that after going through all this effort to get them to a high poverty school that they're going to stay for whatever them The minimum number of years. What are what are we? What is it? What is every tension work look like so that they stay and if they're successful where we want them to be with our students. I'll start in NJ. Okay, so the retention effort comes from several places . I think it will come from the work that

171our partners in O T. L s do as they work. Um on that kind of day to day shoulder to shoulder work with the principles in the schools, so that comes from the support that is given to the principal in that regard. I think it comes from asking and making sure that as part of our engagement strategy that we are asking principles, how they feel about where they are and where they're going. And what they might need to continue being successful. I think that's part of that whole what I would call engagement in that work really is about Are you beyond the job Satisfaction? How are you kind of fulfilling yourself professionally And personally, do you have the right work? Life balance? How are we being very keen on making sure our leaders are not

172burning out. And if we're seeing that, Harold, what kind of interventions are we doing? How are we monitoring that we talk? Obviously, about The social, emotional Um, you know, integrity of our our students of our teachers of all of our staff members. I think that's part of it to the principal ship is a very difficult job. So how are we being mindful about where those difficulties are and what other supports? They may need and I think, too Um, we talked about and this is often part of the conversation. The financial incentives are there there ways to incentivize it. We know that through the blueprint, they're going to be opportunities for incentives for teachers through the Pathways, but the career ladder pathways those are gonna be part of perhaps The blueprint issues for administrators as well

173and we're certainly going to be meeting with my cap to talk about ways in which we can , you know, explore expanding that, too, So I think it's. There are a lot of things that we know and have contribute to how someone is engaged in the work. Engagement is not always monetary engagement is about creativity, Autonomy. Where do I see myself in this work and my making a contribution, And I think Our job collaboratively with oh TLS. One principles are reaching out to us when they are asking questions about their careers when they are asking questions about their contributions. To be excellent thought partners with them and finding ways to keep them motivated. I think those are I think it's a It's a big answer, but I think engagement is something that Comes not only

174from the support they feel from the superintendent to the way in which the board supports schools . I think it's all of that all together. I would just encourage you as a final thought here just to track that as a key indicator because it's a lot of work to recruit to train and then there's a big turnover so Retention should be just as important as recruitment. Thank you. Missile loony. So I am so excited about this Grow your own program, and I'm excited because I spent a lot of time. Visiting our high school students at their schools, and I'll mention our initiatives that we're doing in our HR rd sort of off handedly and I will see students eyes literally light up. Especially when we talk about how we're not just talking about making teaching

175a career that's valuable, um and enriching, but we're putting money where our mouth is. And I think students see that in their inspired and they see doors and possibilities open that weren't previously available to them. And so. I know that we can't bring this program in person to all schools , all 25 high schools, But I also know and I know we all know that we have students who are interested in pursuing teaching as a profession who working for CPS in other ways. At all 25 of our high school. So Miss Wolf got to it before I could, But I really, really think I talked about the virtual Academy a lot because I really think that this academy has so much potential to relieve inequities that we see in course offerings across the district. Stick

176open doors for students, right? And I really would like this to be one of the first things that we do with the virtual Academy. When we talk about not just enrolling are 3000 full time students but using this as an opportunity to expand specialized programs. I really think that that could be A big thing that we could do and innovative things that we could do As Dr Nixon, you said. This is such innovative work that we're doing, Um I had a question about signing day. I know this year with our budget. It may not be possible and probably isn't going to be possible to offer tuition upfront for students who want to come back and work for us. So in the meantime, for this year with our pilot signing day , What's the incentive for

177students to, uh. To be guaranteed an open contract. Doesn't that just limit their options and wanting to teach elsewhere after they graduate? What's the incentive? So, um. I don't want them to think about it as limiting. I want them to think about it as guaranteed employment and I want them to think about it as not only guaranteed employment, but I think we alluded to it earlier that For many of the students that come through the program. They look at it as being of service to their schools to their communities to the places where they lived O'Looney. Back in December, when in this room we had the members of the S G A . I think from the different schools from that night alone. I've had outreach from three students have want who have I've met

178with or I'm going to be meeting with. In the next month. You want to talk about teaching who aren't necessarily in these programs, but through the various conversations that we had rotating Have expressed. How do I get into teaching? What would I need to do? So while. Signing day doesn't mean somebody goes off to the University of Maryland. And then all of a sudden has to move to California. You know that life happens, but where we can intervene and where we can be cheerleaders and where we can say that to 21 22 year olds. We need you. Your school community needs you. Montgomery County needs you. We want to be able to have that opportunity to say that. From K to 12. We educated you. We've invested in you. And we know that you're you

179know, for somebody who has in their heart that they want to be a teacher. That means something right. That means to me that they have a compassion and a and a capacity for empathy and connection and relationship building. And I think that their communities matter to them, So my hope would be that for the students who go into their university lives and come back in the summers or Come back at their various and different breaks and connect with us. We're going to keep investing in that relationship because for us as we say in Nohrd, the touch points is what really matters. We are a people organization. And the thing that we have to remember is that when you are in an exchange with someone Even if you are 25 30,001 of 25,000 in those moments

180where I'm either I with you. You want to feel like you matter, and you have a place in your contribution means something. And so that's what we do in our recruiting trips, and that's what I would say to these students at signing day. We want you we want you to come back. If life takes you somewhere we wish you well. Um but but that's what I would say to that. And our hope is that as we grow this, that one day will be able to Do a scholarship and we're going to grow that we're going to continue hammering away at that and finding ways to do that. But in the meantime, we can do this and then help. You know, our plan is to certainly do more. I really appreciate that. I think that's a

181beautiful answer. And I've mentioned this to you before. But if you need a longer list of students get you I can get you a list of students want that list emailing me. Um yeah, And just as a final note, I really hope that we can continue to think about how this work connects with our ongoing operating budget work. Specifically surrounding the virtual Academy, but also in other areas. Thank you. Thank you. I'm reminded that we're behind schedule. Doctor DACA. Yes Thank you. Miss Monthsof Scheme made me think of a certificate. We give the certificate through the state for bilingualism. There's a possibility that we can have a certificate if they go through the TAM program. And. The things you've said today are so wonderful and our innovative but does our general staff know about it?

182So then I thought of Dr Dawson's letter. For news sheet that she sends out with her staff to talk about what their activities are. Maybe that would be a good thing just to let people know that you have recruiters that you have all these Career opportunities that they can get mentors. They can figure out how to do there. Resumes that kind of thing. I think it would be important and the last thing I wanted to say is that we have a very Um, close relationship with Bowie. It's dear to our heart. Because we've had programs with them before, But I know there's new program is really much better and much more organized. Delegate Proctor was the father of one of our employees probably kill me. Stephanie's father, Stephanie Williams. He had a building named for

183him Bowie, so there's some really very strong ties that we have with Bowie, and I'm glad to see that you're working with Thank you, Miss Harris. Just quick question. Looking at your pathways to the trades that you're that you highlighted here and you're looking at. I'm assuming RCT students and bringing them back. With the career pathway. You're lifting automotive technician, general maintenance and it systems are we Are we looking to grow that because I could Talk all day about the SETI programs at Edison from my teaching there, and I see every single area of work done in that school is developing professionals that we could use from Plumbing, plumbers and electricians and X H back technicians and carpenters and, you know, building a pipeline from our Academy of Health profession. Students to partner with DHHS

184so they can be our next generation. School nurses and school health text. I spent a day with editorial, graphics and publishing group last week. Computer aided graphic arts and design. Be perfect mesh for that. There You know that pipeline employees are we looking to increase these pathways to the trade specific programs? Sure so the career pathway to the trade is for employees, current employees. So what it does is it mirrors what you're doing for students now. So what we're looking to do is help employees who currently have these skills that are learned through experiences in their lives, you know, from their grandfather as an auto tech or teaching themselves computers Um, it's but they don't have the experience on their resume. So this opportunity, the pathway to the trades gives them the experience . They

185need to compete for those positions that are CPS. Missed opportunity for not going to get the students at Edison and Seneca Valley. Are we looking to expand? So I would say that you know, as Natalie describes that career pathways piece specific to our employees. To grow your own pieces We're thinking about our students is exactly what you're talking about, And it's certainly part of our plan, and I think when we talked last time in November, you also brought it up which we were excited about. And so we will continue as I sort of shared the multi pronged effort related to grow your own, not just teachers, but Thinking about some of those students that you reference that are in RCT programs and elsewhere and then recognizing that when we do hire them, they may end

186up wanting to be a teacher, at which point the career Pathways program might lead them to that route, or it could lead them elsewhere. So I think You see the grow your own with our own students, eventually becoming employees at which point not only jumps in, and the career pathways program can 󗜂n accelerate them as well. Because we always need CT teachers, too. Miss van drove ski be really quick, just coincidentally, Last yesterday afternoon, I had a conversation with someone from the comptroller's office at the state, and, um, you know, that might be some an area where you can reach out to talk about Having state provided funding for scholarships ahead of time. They were definitely interested in the work that we were doing on this, But and then I was someone just reminded me

187that, um Have you considered doing it if you've done any kind of surveys at all? Anonymous surveys of like principals, administrators, teachers, even to find out what kind of barriers they might Find? You know, I've heard some concerns about the interview process for some of these positions for some of the New positions are different positions and, um You know? Being concerned about. Applying to different things, just like you know anybody And so I didn't know if we've ever surveyed people or if that's something that you think about doing just to get some feedback on sure, so I'll highlight just a few pieces related to the teacher side of the house and so something that we do do as part of sort of after New hires are working within the system. We do administer some surveys

188to get a sense of what was the process like for them, And how can we utilize that data to think about process improvements going forward? But also. To believe it was Miss Wolfram, Miss Silvestri that was asking about that That level of survey data to try to help inform what are some of the reasons that they have come to us, right? And so that's something that we're looking to. Gather additional data on and so when the team the grow your own team met with the summer rise, folks, we surveyed them and ask specifically what they were looking for in an employer. And so we'll be able to share some of that data as well, because I think again to everyone's point. We have to get a sense of where people are in terms of what

189they what they might be looking for, and that would help us inform the recruitment process. But we definitely do some of that new hire data. And then of course, the other piece that we do is Exit survey data. So when folks are separating from CPS, we have a robust survey that again. We're working on analyzing some of those patterns and trends because again That also provides us insight as to whether or not there are reasons that folks are opting to separate from the school system, as well as exit interviews that are occurring. After a period of time after they have left because we recognize that it is often emotional enroll when you were leaving for whatever reason, But the and the research supports that doing those interviews. Approximately six months after someone has left are

190much more insightful in terms of the data that is provided. Dr McKnight. Yes I just wanted to say I know we're short on time. There's so many other programs The team could have bought up and I just want to highlight one the monitors that we had during the pandemic. They have in some way become a grew your own and which we have benefited from in so many different ways, And that's that's one of the programs we haven't even touched on this evening. So I just wanted to say that this This should be an ongoing conversation because there's so much more to this. I want to Thank you. Natalie. Jason Travis after Nixon. I mean , the work that you've done around. This really is bringing the vision to fruition and in real time and I

191just deeply appreciative court and we look forward to coming back and continue to share the data that we collect on all of these programs and the success of it with you as a regular update. I, too want to thank you for sharing with us today and remind you that these opportunities need to be available to all of our students, not just to a select few Thank you very much. At this time, I'm gonna Comments, Suskind. Good afternoon. Thank you for having me here today here today and to give you a quick legislative update and ask your position on four bills. So the 2000 bills a little over 2000 bills, 2100 and 72 have dropped so far they have until the 10th to continue dropping bills. We're tracking 132 of those bills so far, you saw

19240 bills in the platform, which are all things that fall clearly under what you've already voted on. So these four bills are just four bills that either didn't fall clearly, or I wanted to make sure you had an opportunity to vote on them in public. The first one is a data disaggregated data disaggregated in policy. This bill was a local billet does now have a house number. It did not have a house number when it came to initially. This bill really came out of a misunderstanding when we produce, um, our achievement data. We have it in three different forms. One of those forms is looking at it and focus groups when we look at it and focus groups We combine certain focus groups based on trend data. Legislators had a lot of anxiety as they

193felt that that was the only way that we were sharing data I have shared with them the link to all of our public data that says it is that is not the case. They revised the bill. So rather than calling out one specific Racial group. It just says all racial groups, so we actually already do this. I spoke with the sponsor of the bill. I said We can support this bill because we already do this . We disaggregate all of our data, but it's here because I wanted you to understand what the conversation was around it. And to know that I did reach out to the sponsor. I did go to the hearing on this bill. I did explain to them. They decided they wanted to codify that we should disaggregate by all racial and

194ethnic groups, which we already do. So the vote on. I'm sorry. The recommendation is to support. But wasn't there point that they wanted us to disaggregate white student data from Asian student data and we will do it, but we don't present it that way. So that is correct . Although the amended the bill to say all racial groups, so the initial bill was because in the focus group data looking at the equity Accountability Framework , we had combined White and Asians because the trend data of which groups were performing over time. Lent to that view. That is only one way we look at the data. That was the way we happen to share with the Legislature, Um, in their meeting with us in the board meeting with us, and so, although I've shared that we

195have all of the rest of it. They had some concerns and decided they wanted to codify it. Having groups would there be? There are seven groups that are that are federally defined, and those are the seven groups that we use. There are three service groups, and we use those three service groups as well. So it's just the federally defined groups crowds because they noticed that delegate bar basil in here as well. So yes, okay. Go ahead. Again The recommendation was to support so I think I need emotional approval second. All in favor. Raise your hand that is unanimous. Thank you The second Bill House. Bill 1 18. This bill came before you because we were requesting an amendment whenever I put Amendment for language forward in your name, I always ask you to approve it

196first. However I went to the Education Step Committee last Thursday on this bill, and this bill has also been amended. This bill allows students excused absences for mental health We've discussed before the state does not recognize excused versus unexcused. However the community does. GPS does allow this. The initial bill had had a Caveat that said if a student was out for more than three days for a mental health issue they needed to meet with a mental health professional. That was what we were asking for an amendment for we don't say a kid has to meet with the doctor. We didn't think that was appropriate Sponsor has already amended that language out. So the recommendation on this is to now just support there will not be any Amendment languages. He's already made our amendment. So the

197recommendation is to support. There. Any discussion? No. Move approval, Okay? All in favor. Raise your hand. And that is unanimous. Thank you. Okay, this third Bill House, Bill 3 13. This bill actually requires a vote. I put in a note position because this is specific to the board. This is a recall, bill. This bill will allow, um Elected legislators and all elected officials, including board members, so it lists out all of the positions. Board of Education members are one of the positions that are listed, and it would allow for a recall process for any Elected official . I have this as no position. This is major. This could be impact each of you directly. Therefore it's a it's a board decision, not a staff recommendation. Is there any discussion on this question? Address? Key? How

198How are they defining the criteria for this? I mean, just a group of angry parents get together and say we want to go on Then you're gone. Not exactly. They have to file a petition because they we do has to be an office at least 120 days. So there's a number of steps that have to be taken. I can tell you those steps are in line with what it is and other states in any kind of recall. The Board of Election Board of Education are the last ones on that list, so it's really designed for Um State Legislators County Council County. Exact Um state delegates and. There's another set of folks. County commissioners, which are different in some counties, then from US Board of Education members are the last ones on that list, but it

199is a process that would apply to you as well. So it would have to be put on an election ballot. To have you recalled. There has to be. They have to get a petition and then they have to go through and I'm sorry. I don't know the process off the top of my head. It says recall election procedures would have to be established because we don't have them already in our state. The only thing that they're putting in is that there has to be a petition and you have to be in office for more than 120 days , so the exact details would be worked out after the bill is passed. I don't think that the fact that the board of it is that the bottom is harmless as you think, because we're at the

200bottom of the ballot. Exactly Yes, did not mean to imply then as people are met all the time. We were not. The intent was not for board members. We were added on it doesn't matter At the end of the day, it impacts. So you're just want to know if the board wants to take a position or not? Yes. So we need emotion to either remain no position, support or post. I moved to oppose. Secondly I saw Dr job to speak. I think my question got answered. Okay I'll second that. Okay We have a motion and a second to oppose all in favor. Raise your hand. We already had this discussion. Further discussion. No all in favor. Raise your hand. And that is Doctor Docker. Miss Harris, Miss Monroe Ski, Miss Silvestri. Miss Wolfe. Miss Evans.

201Dr Jarvis dropped. Just are you abstaining or Europe? Every pose pose, okay? That's what we did oppose, right? We're posed. That's that That was OK. I didn't see your hand. Sorry And after Jack No, I favor of it. No, I know I'm not in favor of the. Of the pose. The bill opposed the ability. I oppose the vote to oppose the bill. Oh, okay. That's. Okay Because you're taking notes, you know position. Also abstain. Just to be clear. I'm not abstaining. I'm I'm opposing proposing proposing you okay? Did you get that down? So that passes Okay, Just so you got the last bill That's on your list is very reminiscent of the conversation You just had And so we do not normally as a school board weigh in on gun legislation. It is not part

202of our platform. So any time we want to take a position, I'm going to bring these bills before you. This is the bill that was mentioned earlier today that is sponsored by Senator Lee and by delegate Lopez. This would, um Spanish essentially would allow every aspect of untraceable guns which are what we know as ghost guns. It would have left it would you couldn't purchase them? You couldn't build them. You couldn't sell them. You couldn't have them. You couldn't anything. The recommendation is to support this bill based on our collective community feeling of what's been happening and the need to get ghost guns out of our schools. So I asked for a motion to support this bill. I'm definitely moved to strongly support it. I had one question in reference to the but if somebody

203wants to 2nd 1st, Okay , um, in terms of the ordering, you know, someone has asked me about Um, whether or not like how this would be if they're if they're going online. Essentially would it be a overall state mandates? So where if you go to purchase order something online, it would come up as a Sorry. Not able to send their yes, right, Similar to the way it currently works. If you if you buy a gun from another state, you have to go through a dealer. You have to have to go through this whole process. That it would be, there would be something that would come up right away. If it happens on alcohol for service like wine that says you cannot do this in this state would apply the same way certain kinds of

204guns you can't own. It would apply in the same way. Perfect Thank you Reason regional, Um. Effort to end this because 20 minutes from D. C. And if I drive down there, I'm just curious as this is a statewide bill. The regional question is a good answer. I know my friends in Virginia are working on similar legislation. I have not looked at DCs legislation. I'm not sure what they're doing. They tend to. They tend to be similar to us. But I can tell you the other school systems who also do not usually jump in on these are deciding right now with their boards whether to jump in on the gun bills. And after we voted supported. I just know that if it's not a regional or federal thing, I don't know how we control it.

205So we have a motion and a second on the floor all in favor. Raise your hand. That is unanimous. Thank you. Okay, And I just wanted to give you just a couple of quick updates. One is we also talked about a gun storage bill that was dropped by delegate Carter yesterday, so that Bill will be coming before you at the next board meeting because that will require a vote as well. But I want you to know we are paying attention to that. That is going to be about proper gun storage. Second, I want to tell you bomb Stewart's bill about adding a member to the board did go through the Ways and Means Committee and was that the education subcommittee When he spoke on the bill. They only allowed sponsor testimony. But I wanted to

206tell you that, he said. I'm telling all of you in ways and means that the board of Education is not paid enough and there needs to be a conversation about their compensation. And I'm putting this bill forward as a placeholder. But please know next year we're coming back with another bill. So I just wanted to make sure you all knew that conversation took place in the ways and Means Committee. And finally, there is a bill out there on student members of the board. That Bill is going to be coming. Actually we support that right under our platforms, so you will see it when I send you the platform bills. But I wanted to, for the sake of Mr Looney Let you know that Bill actually will not impact Montgomery County or Arrundell, which are the

207two counties that have voting rights. But this will give voting rights to the rest of The small members, and so I wanted you to know that Bill was out there and it is a bill that how do I get tasked to talk about because there are only two small in the state that have voting rights? And that is it for me. I just wanted to let miscellany know that I did indicate our support for the bill Yesterday's legislative meeting. As you know, there are 24 districts in this state. And I was the only one in support, even in Arrendel didn't say anything yesterday. The others adamantly oppose it. I appreciate that, Ms Wolf, and that's why I brought this up to Mr Skin so we could talk about it today. It's been there's been a

208lot of fierce opposition. I've been working with my other student member colleagues. Um where they've been shut down at their board table. Nobody wants them to have voting rights and as one of only two counties in Maryland that has a full voting student member. Um I think that it would really mean a lot for our Board of Education is the largest in Maryland to show our support for this. Not just because I think that this position over 44 years has benefited the work that we do at this board table, but because I think it benefits are larger student body to be exposed to an electoral process. At a young age as young as 12 and keeping an elected official accountable which they certainly do. They work very hard on that, So yeah , I just

209wanted to say that I think it will mean a lot for our board to show support for that bill. And we did it, and it's already gone forth as opposed just so that you understand that part we tried our best, didn't we? Yes, Maybe it's centered may proposes it, but we as a board can still support. You can absolutely do that. And I will highlight it for you when it comes up in the platform just so that everybody knows Pendarovski . You have your light on. Yeah, I had a question. I was curious as a follow up if you have had any conversations or gotten any information in terms of Either the county Council putting board of educations. Oversight on the referendum, yes as a referendum to the to the election ballots. On that that

210is that we can talk about it offline, but it is a conversation that is out there about potentially putting in case folks don't know balance a referendum specifically about the board of Education's compensation. You can put it on the ballot. Not board members can't put it on the ballot, but a county council member can so there is a conversation about looking for a county council member to sponsor legislation to put that on the ballot. We do not have a sponsor yet. So if anybody is has a connection or a conversation that they'd like to have about that, please reach out to me, Okay, Thank you Talked to a couple of them who have Been interested. At this time we're going to break for recess. It will be on recess until 4 10. Thank you. Welcome

211back at this time. I'm gonna ask Dr. No, actually, I'm going to ask Miss Mondrowski. We're up to item number 11 action on board politics. She wants to get started. We are so thank you all for being here. We're here reviewing the proposed provisions to policy F A in order to clarify and strengthen the process and criteria that we use to evaluate school names. Mrs O'Neill was especially interested in revisiting this issue and requested that staff take another look at the policy and come back to us with recommendations. In the policy committee initially reviewed the framework for revising the policy during its May 21st 2021 meeting for background. The committee reviewed the draft policy on December 9th of 2021. And we are asking that we take 10 or being asked to take tentative action on

212the policy that we have now so that we can send it out for public comment. If all of you Are good with comfortable with that, so that's the background and with that, I will turn it over to staff. Thank you, Mrs Lundowski. Staff from student family support and engagement prepared to present on this policy. Can we have the slide deck, please? Next slide, please. Mr Everett will begin the presentation. Thank you, Mr Not first of all, good afternoon to the board of Ed and also to Dr McKnight. I'm honored to represent student family support and engagement around our naming school policy. F F A. In addition to working closely with the Office of General Counsel, I also want to thank our colleagues and schools, support and improvement as well as the colleagues and S FSC

213for their collaboration. For context. I wanted to share the purpose of this policy. Simply put this policy establishes the board's responsibility for naming CPS schools and facilities and set forth criteria by which names are evaluated. And reconsidered. I'd also like to note that the policy directly aligns with our strategic plan, Part already number priority area number two well being and family engagement. We have conducted community engagement in drafting this policy, which you will hear more about as we continue with the presentation. Next slide, please. Although the title of this slide is issue, there is a positive connotation in that it really is a high honor to have a school named after a person. I recall the honor a fellow church members shared when the school was named after one of his relatives. Not only was

214it an individual, joy and honor, but also a celebration for our community and for the entire family. Additionally it is important to note that the school our facility naming is a commitment of public resources. This honor should equitably which is again in the alignment with our core value equity represent the diversity of our county and is reserved for the ideals, core values and commitments. Expressed and board policies. For example, policy, a CIA nondiscrimination equity and cultural proficiency. At this time, I will turn the prison notation over to Miss Frost. Next slide, please. King. Good afternoon. Um first, we'll talk about the position and the criteria that's listed in the proposed policy. The proposed policy maintains the position that adopting names for schools and facilities Remained as the board's responsibility. Naming a portion of the school

215or facility is within the superintendent's responsibility and naming the generate financial gain is prohibited unless Expressly approved by the board. We also laid out the criteria for acceptable names for a school or a facility. One item that is new is the first one listed there the ideals or concepts or curricular objectives may serve as a name for a school. We also laid out that a geographic feature could be a name for a school and we retained the criteria that a school could be named after a person emphasizing that the person must have been deceased. And made a demonstrated contribution or example far as core values. Um of the school system, and we encourage that they're strong consideration for persons who represent the diversity of Montgomery County. The policy also proposes languages for unacceptable names for

216a school and that is a new feature in this policy. We also want to emphasize these criteria are also to be considered when somebody petitions to rename a school. So that is a new feature . They must show that the existing name does not align with these criteria. Next five, please. As we worked on this policy. We also engaged in stakeholder engagement through focus groups. We went out to a few. Um uh stakeholder groups and also held dedicated small focus groups. These groups included parents of students. Representatives from the Montgomery County Historical Society in Montgomery County Planning Department so that we could also have a historical aspect on how other organizations approached. Naming facilities. We talked about the criteria for the names, criteria for renaming and the responsibility. Of naming school facilities. You'll note that

217the priorities from the focus groups are reflected in the priority in the policy. They mostly agree with the existing name criteria that we went over in the slide before. That school and facility name should reflect the diversity of the county. Um and there was also conversation around the history of the persons whose schools are named for and their contribution to society and their controverted beauticians toward or the disregard. For Equitable society. And they confirmed as in the policy before and is maintained in the policy that the school community should have input in the school naming selection. So now I'll turn it over to Miss Sally Davis and she'll start with the implementation strategies. Thank you, Mr Frost. So what is not changed is the board maintains a list and the community is welcome to add

218suggestions to that list at any time. What we have clarified a little bit on at the bottom of page for is that the board will receive a regular review of the names for alignment with naming criteria and relevant policy. That's to keep current with emerging historical research. Next slide, please. Next slide, please. The naming school process, for example, for a new school is not largely changed. You see, it would start with board action to select from the list of names Force for names for consideration. There would be a community engagement process. And the community would be invited to add two additional names and then create a private prioritized list. The board would receive the board The communities list and a summary of engagement activities conducted and then it would be the board's decision to choose

219from that list. Just some some upgrades to that and I will note. A related project that the policy management committee is involved in is their work on policy. ABBA community involvement. There has been a substantial amount of work done on that, so that it is a more robust community engagement process. Um using some of the tools available that have been developed by the by the school system. So that is referenced as the process that would be called upon for doing this community engagement. Next slide, please. The process of renaming. The existing policy names says that there can be a petition at any time. So this process has just been developed a little bit further that a petition Ah! Can come from from the community that We have added some language that says that the receipt

220of a petition does not automatically mean that a school review renamed But what we have laid out is a first stage to the process where the petitioners received. It is reviewed for adequacy. Does it does it contain the required elements? There's a board decision to conduct the engagement that goes forward. There would be a community engagement process to inform the community. That petition has been received. And then to seek input on the meaning of the name for the current school community. There is end of that there would be More robust information than just a petition provided to the board for their deliberation that would give them more. Broadly developed sense of where the community stands on the name. And then it would be the board's decision to name or rename At that point, assuming the

221board But if the board decides to move forward with selecting a new name, the cycle you saw in the previous life would commence and there would be the process of four names chosen by the board. Two nominated by the community community engagement, a prioritized list and then the board could choose from that list. Um. So that is the two step process we have laid out. Next slide, please. So going forward. Depending on your discussion and deliberation. Today there would be a proposed public comment period during the end of February and March in April, 21st Review of the public comments by the Policy Management Committee. And assuming these deadlines are met, it's possible that the Policy could move for final action by the full board on May 26. So that concludes our presentation. We are prepared

222for your discussion Questions. Thank you. Mr Madrid of Ski was just going to see and say thank you for all of the work that you did on this. The policy management committees very appreciative. And, um Does anybody have any questions or comments? Well then and then look sorry. Never know. I'm sorry. I don't understand the petition to rename So any, um, school community can. Can you just touch on that again so one person can make a petition and what's the board approval or denial process before it moves forward? Page seven, so there are some required elements. So a petition must include some analysis that demonstrates that the name does not meet the criteria. Or that it otherwise demonstrates a reason to change the name. In a manner to align with the categories and criteria in

223the policy, and it should show demonstrated support. I must try to support. Mm hmm. Okay. Is there any other discussion? He also many questions on Page seven. If you want to look at it there Since it's coming out of committee, it does not need a second, but I will read the resolved. So that we can take a vote on whether or not to move it to public comment. And that's resolved that the Board of Education take tentative action on the committee recommended draft board policy of a Naming school facilities and be it further resolved that the draft board policy of a naming school facilities be sent out for public comment. All in favor. Raise your hand. That the doctor that is unanimous. Thank you. Thank you all very much for your appreciate your work. I

224did want to say thank you to is so straightforward. We get so many comments from the public who are confused about how every naming process works. So this should Help. So thank you. Hope you put it on Twitter as soon as possible because their communities that are asking about it couple of them. So we She's on. Okay We're up to item number, 12. I'm gonna ask that to make night to proceed. Hey, thank you so much. President Wolf. So at this time, we're going to begin by sharing some brief updates related to CPS operations. Please bring up the slide presentation. To begin operations. We're going to share some general information around Covid 19 response, including updates on, uh transportation and human resources. We're also going to provide some work that we've been doing around well

225being safety and security. I mentioned that earlier today. We've had a number of groups that have gotten together and collaborator of the past few weeks groups who have been meeting since the beginning of the year to address a number of the issues that we have seen impacting our schools. Since they've come. Students have returned in person this year. We are committed to ensuring a safe and equitable environment and all 209 of our schools, and I want to just reiterate the social emotional wellness is a key component of that. And so I look forward to getting to that discussion. As they as we get into that discussion today, I also want to say that I want to thank the board for including an additional meeting on this Thursday when we will have an opportunity to follow

226up and have more discussion and hear from community stakeholders. Around their questions, concerns and feedback regarding our students. Well being safety and security and M C. P s. You're also going to hear information about the work we've done with many various stakeholders in our communities, including the Montgomery County Police Department to evaluate the community engagement officer program. That was something we committed to at the very beginning of the program will be implemented this year. And we want to make sure we're coming back and sharing with you. The data that we have and what updates we need to share with you based on adjustments that we work with them on making in that program. So with that said, I won't hold us up any further and I will turn it over to Ms Heather Dublin City.

227Thank you, Superintendent McKnight. Good afternoon. Members of the board . I'm excited to share with you today. Some positive covid 19 updates related to case rates and GPS and an update on M. C. P s. Covid case investigation previously referred to as contact tracing. Next slide, please. Next slide again, please. As you can see, reflected in the chart on this slide. The beginning of January was very difficult as we returned from winter break and saw a significant surge in Covid 19 cases due to the omicron variant. We saw a high of 2833 cases reported in a single day on January 5th. And although of 37 cases towards the end of the month on January 29th, you'll see lower points Men month and these reflect days where there was inclement weather or their weekends when lower

228test utilization was occurring, and those are typically times where people Don't actively seek out testing is frequently I am happy to report that are positive. Covid cases continue to decline as we hopefully around the corner from the omicron variant. Next slide, please. Although the positive cases within this system continue to drop, we remain prepared to support schools with the work required. When there is a positive case on site. Thanks to the advocacy of Dr McKnight and ongoing collaboration with the Department of Health and Human Services. We have increased the number of case investigators available to support Covid 19 cases. Case investigation and the many time consuming pieces that go along with the process is no longer the primary responsibility of principals and school administrators. DHS as contractors that have been supporting schools were doing rapid

229tests, and our triage rooms have been trained on covid case investigation processes. With the addition of the DHHS contractors and the existing DPS employees over 120 case investigators will be available to perform covid 19 follow up. Allowing school administrators to focus on the important work of their students and staff. I will now turn it over to Dr Dawson to share about Covid 19 testing. Thank you. Next slide, please. So as we continue our collaborative partnership with the HHS, you can see that we have 50,000 rapid test kits. They're coming in each week. The health kits as a mitigating measure to continue our battle against Covid. We continue to distribute every three weeks, three march to all students and staff, which would be roughly over 190 close. 290,000 students and staff will be asked to report

230positive results. Through CPS Covid 19 reporting tool. As well as we continue asymptomatic testing and all schools as another Covid 19 mitigating measure through our vendors high. Um we'd like to also address a recent issue that occurred occurred at the end of last week. It's when which we became. Where of welcome to cleared for A message that was mistakenly sent out to all CPS individuals who consented to asymptomatic covid testing with Cyan. These messages from Siam where unfortunate and unnecessary. On Friday, Scion did release a statement to speak to that, and our desire is always to be as communicative to the importance of testing for Covid 19. And make sure that our school testing is managed by this vendor in a way that we are not creating issues. We're glad they reached out to parents

231to clarify that mistake. In Sion Diagnostics used clear for work to as an application management . Reporting of the test results for Covid 19. It's a highly secure and HIPAA compliant site. The messages for cleared for initiated by scientists diagnostics, We're not spam, and there was no breach of data. This is not phishing email was only intended to go out to our newly consenting individuals. We have worked with Cyan to ensure that this will not happen again . And they've assured M CPS of this because they've adjusted their welcome message. The future welcome messages to CPS parents will outline steps to access their students test results. Using a multi factor authentication with cleared for work. Next slide, please. In I turn. This next section two transportation updates and as my colleague Heather had some good

232news we do as well. We did have 11 school days that did have interrupted bus routes since January. 21st We are 12 days at 100. And continue to recruit and hire additional bus drivers through our training program and our other outreach, so we are glad to be in this This spot for our students, So thank you. Next slide, and I turned the presentation over to Dr Nixon. Thank you. So this is the final slide for this section. This illustrates for us where we've been from January 5th through the 31st in terms of fill positions for substitutes and unfilled positions in terms of assignments taken for the day. Just want to clarify that. A manager, we can see there has been a steady decline, and I'm very happy to report that in this very short month

233of February, the decline has continued in our fill rate has climbed to over 60. So that is really good news on the horizon for us as well. And as Mr will be shared. A little while ago that we do have our cohort program up and running, And so we are able to use the substitute teachers that we have designated for some of those hard to fill schools and the schools have been identified, so that's that's a very positive step in the right direction there. And as we continue to see these numbers decline and the fill rate, um Climb as well so that the decline of the unfilled and the climb of the fill right is really what we're after here , and we continue to recruit and continue to have the bi monthly job fairs.

234So those are all positive steps in the right direction to reinforce the substitute pool that we have and again with the work through labor relations and a and adjusting the pay rate. All of those things have contributed. I believe, too. Helping alleviate some of this stress around substitute teachers. So the trend is looking good for us, and our numbers are getting back to what a normal day would be for a school of our size. So we will continue to keep you posted on the sub data. And that is the final slide for this section. Does anybody have any questions? Ms Aloni? Yeah Few questions. Thank you. So much for the update. First is surrounding the Covid 19 reporting tool is that just referencing the Google Forum that's found on the front page of every website.

235English Spanish. Okay Is there a way that we can get that available and more languages? Um no one really great example of a form that I think was well done was our opt in testing form where they live form was available in like 10 different languages. The first question was. Which language would you like to take this survey in We have a really diverse community, and I'd hate to have that form be inaccessible to More people. Thank you. Mr Lenny will take that feedback as we're looking to enhance and revised the form and provide you with an update, Great and another. I guess either if there's an update on it that can be shared now or just something to think about is how we incentivize regular testing and reporting right because just sending those tests

236gets home. I know a lot of my peers, classmates, people I've spoken to take them. Or if they did take them. They didn't report their results. And I know originally with the first round of, um distribution of testing are sort of incentive was if You want to participate in extracurriculars? We have to have a negative result from you . But I guess we can't really do that moving forward Or is that something we're considering? How do we incentivize reporting? With the new distribution that went out. We sent recommendations of when the test should be used because we really want them to be available to families when they need them. Whether they're student has been exposed. Whether a student or staff member is symptomatic and needs quick access to the test. We'd like them to hold

237on to a kid once we do another distribution for after spring break before they return. So we gave recommendations of one the test should be applied to that they are using a strategic way. So this is different from the first shipment or first distribution where we asked students to take it, regardless of How they were feeling. Okay. Understood Thank you. Um Mr Linney, may I follow up on one thing that you said earlier about the actual reporting form ? We've had an opportunity to gain some feedback from our advisory team are Covid 19 advisory team just about the form. And one of the key things that we've seen. I think with this pandemic is things change needs change and how we need to do things and so we did get some input around the form.

238We are working with our technology office as well as other partners to be able to do some revisions and to release a form that is more for the time of where we are now. So within the next couple of weeks, we will do that . Definitely taking into account . Um, some things that will make it more user friendly, making more accessible to families and kids. As well as to make it seamless in terms of the information that we're receiving, and how it's cataloged as well. That would be great. I appreciate that. And just because this is such a different test usage of our tests from the first round of distribution. I just want to make sure or emphasize the need for that to be really clear and communication right? Because the first round of

239distribution we really emphasized that everybody needs to take those tests, regardless of Their circumstances, and now it's the communication is different. So we have centered principles. A letter to distribute with the test to send home to students with the test and that's translated into multiple languages and gives those recommendations of when to use the test as well. Great Thank you. Um I had a question about bussing as well having no unserved bus routes since January. 2 21st is a really, really great thing to hear. I have been hearing from a lot of students, though, that because of our, um lack of bus drivers, there's been a lot of condensed bus routes right, so bus rides that were 15 minutes before and now 30 minutes or an hour. Where are staffing numbers right now, like where

240they are, in comparison to where they need to be for every route to be completely staffed without needing to be condensed together. Thank you for that question. We are still about 100 drivers short, we average approximately 102 105 down to 95 just before December before we left, we had actually gotten down to about 84. And we were able to put as opposed to double backing. Um we were able to just stop some of that in some of the routes. But right now, until we Move forward, and that's our long term plan, um, to really be able to reduce those numbers to get that back because we are still doing some of these double routes, and that's where it We have that takes a little bit longer to do those. Thank you. Miss Sylvester. Rapid fire

241questions for rapid fire answers. You said. We are close to a 60% kill rate for subs. What is our normal percentage? Closer to 70 75% Okay, And my other question is we have case investigation more than 120 MBPs and DHS case investigators. Are those fully hired. Yes, those are fully hired. We're working on getting them trained and on board and giving them access to the resources they need. But those the agent desk contractors have already been working in our schools supporting with rapid testing in the triage rooms. Thank you. Miss Monroe ski quick questions as well. I'm so happy to hear that we have gotten all of our routes back or that no schools have. But I do know that also along with, um Ms Loonies comments about a longer routes that more kids are

242I think we've also compounded some of the routes. I'm wondering how we're communicating to families have heard from some people who like they would have driven their kids to school. If they had known that, um we were going to be Putting routes together, for example, or however it is that we're addressing it until we can hire enough bus drivers. But thank you for that, so the schools actually have helped us with some of this in terms of the supervisors from the bus route, supervisors are calling to let schools know if a bus is running. Extremely late. So if around is already about 15 to 20, maybe 30 minutes late. They would be notified of that. Have however, you know when we are double backing routes, those routes will be late, and that is part of

243what is communicated up front about that route. Um but if we are, we're running late in a school We do notify and that is something that we've really tried to do up front as much as possible. Um So it's really trying to reduce the double backing as much as we can know, and I appreciate that timeliness is critical, but also, um Crowded nous like I was saying, you know, there are some people who put together carpools and take Bunches of kids if they were aware that there they might need extra space on the bus, just trying to keep make sure that we maintain communication with their families on those type of things. And then my last question is Where are we with extracurricular activities sports after school activities, whatever it might be in terms of

244medical or religious exemptions, are we Doing that, or is there are people able to apply for things like that, or no? If. In terms of employees who want to apply for religious or medical exemption. They would do that to our A D a office that's for our employees, I think for students I'm not 100% certain in terms of athletics or after school activity. I can jump in on this student piece. So right now there's the vaccination requirement for athletics for winter sports. The requirement was that all student athletes be vaccinated or have a medical exemption. We're currently in the process of reviewing whether to expand that to a religious exemption for spring sports. As it stands right now, it's still required vaccination or medical exemption. Trump. Miss Harris. Thank you. Just a couple quick questions

245about our screening testing in schools. How are we, with the number of students that have opted into the screening testing? So currently we have about 72,000 students or 44.3% have consented to screening and we are, you know. Working with the schools still to make sure that we're trying to get the numbers of students. To show up for these screenings as they come in for asymptomatic, Yes. Okay. And are we also looking at whether those are schools that have lower uptake with with more focused messaging? Yes So, um, I know that we worked with communications that has done a push out to only two people that have not consent, you know, had a consent form, So that's been a push and we've got more. From that That's been very helpful and then working with the schools

246themselves if we need if we see that we have a concentration, we've actually tried to move some more testing there to support that. Is that we have more testing done. And how are we doing with their capacity? So we had to say on as our contract contractor in the fall? We've added 2020 now, so the goal originally was to be able with the expansion. With the second additional contractor. To be able to be. Did you screening testing in schools more than once a week. And then that way, increase the rotation of students who were being tested. Have we been able to do that? Well we haven't gotten to doing schools more than once a week yet. What we have done is be able to Center more teams at a school at that time to be

247able to provide extra support or extra testing at that time we have when we did have several schools out on virtual Learning we took. We did take those teams and move them to other schools to provide extra support and testing. So that was helpful. And are we are we at a place where we're convinced, And maybe this goes to Mr D'Andrea keeping the dashboard up to date regularly with the We're emphasizing the need for folks to report So are we able now to keep that dashboard pretty current. So I can start another as we went to China, and But yes, so there is data that's being posted every single day showing the number of students, staff cases and all of our 209 school sites, and there's ongoing work in collaboration with coat and officer. Technology

248and innovation to be able to upgrade what's available on the dashboard and provide more comprehensive information. Thank you very much. Definitely. Thank you, Mr Maloney. Yeah, while we're on the topic of opting into Covid 19 testing episode this before, but just to reiterate, I really think we would benefit from doing direct outreach to students, especially at the secondary level. Where I know we're lacking more than at the elementary level in opt in forms. Um if students understand the importance of why they need to say yes to the test, I think they'll be able to convince their parents, especially for our students, whose Parents may not speak English, so I would really appreciate direct emails . Letters sent home. Just direct communication with our students. Thank you. Okay. Thank you. I think we can continue. You

249will have the team transition upfront to begin. The discussion on GPS is comprehensive, well being safety and security initiative. We have em CPS staff with us, Miss Rubin and Mr Monti, Nani and we thank you Assistant chief Carmen factually from Montgomery County Police Department who's joining us here today again? You've been covered Regular at board meetings. Thank you for making the town. Thank you. And congratulations, ma'am. Thank you. Cal turned over to you at this time, Mr Rubin. Yes Good afternoon if we can get the slide show Good afternoon, President Wolf Vice President's Office Street members of the board and Dr McKnight. Um we are here to present today on GPS is comprehensive. Well being Safety and security initiative. Um this is extremely important and certainly timely given all that we heard in this morning's,

250um, Public forum. But all that we've been doing for the last Two years in reference to addressing this, I'll take the next slide, please. Just to serve as a reminder. We came before the board a few weeks ago and really spoke about the continuing and every time that we come around this issue we're going to really be talking about. Well beings school culture. Equity and then safety and how all of those things come together and coalesce as we think about what we need to do for our schools, And so when we say that this is a strategic response, we are responding to What our surgeon general has classified as a youth mental health crisis in our nation where responding to the increase physical, emotional and psychological issues that have arisen As a result of the

251continuing human health crisis and the needs that present themselves in our schools, not only with our students but for our staff members. And certainly within our community and our families. I'll take the next slide. And so just to talk a little bit about the vision. If you see we are really talking about a comprehensive shared vision between Montgomery County public schools Our partners in the company, Montgomery County Police Department as well as our partners and the Department of Health and Human Services. And it has to be a shared vision. We need the same language. We need to all agree that we share the same beliefs about the why this work is important. We need to have the same practices and understand what those practices are. How we implement how we measure and how we evaluate

252and all of these things when we can do them in a sustainable way will lead us to those safe and equitable schools that we're looking to have and maintain. Here in Montgomery County public schools. Next slide. So our work together our work together really has an overarching vision of as I've said, Well being, And so as we've worked together diligently, there are few things that rose to the top. Key and foremost, how do we enhance our structures and processes? Those are things that we need to address immediately. And take a look at our work has to be in iterative. It has to be ongoing . We have to use it much like we do our school improvement process planning where a school has a plan. It's not supposed to be tucked into a drawer shelves

253somewhere. It is a continuous process where the school is looking at the data that can be perceptual data voice data, the actual quantitative metrics of student achievement. And really looking to see what's working that we've put in place. What isn't working and if it isn't working, what do we need to do to change those circumstances? And that will be our approach with this work as well? And then finally, how do we develop those proactive practices to support and sustain equitable school environments? Here in Montgomery County public schools? What are the things that we're doing ahead of time? To anticipate the need and respond to it in a timely fashion. Next slide. And so there's some key questions that we wanted to share because these questions will help to ground the work as we presented both

254to you here and as we continue to explain and work with our community partners Our school based staff are central services staff are community around. Why this work is important and why we've come to this particular vision as to how we move forward, And so first and foremost, what are we doing to create the circumstances? For equitable schools through an anti racist lens. What does equity look like in our collaborative work with our law enforcement partners, and we've had some significant conversations, Key of which was Friday when we had the opportunity as agencies to really spend an entire day together. Looking at this work having some of our Montgomery County students zoom in and talk about their fears. Talk about the things that they want to see happen with this plan. And having us then

255ask questions to them and then use that to influence and drive the way that we're creating the plan. What does it look like for the whole child? Academic, Physical, social, psychological And then what is the impact? That impact is mutual. We have to be looking at the impact here in Montgomery County public schools and also, what does it mean for our law and for law enforcement partners and how we working to improve those processes? Next slide. And so equity at the forefront. I know we've used this word quite a bit in Montgomery County public schools in I believe, because of the nature of the work. It is important. So before I go through the equity Impact questions for us. I'd like to ground and frame it. In some some level of personal experience. I think

256for many families of color, I want to acknowledge that in the work with our triple SW and swag, what I heard repeatedly From families of color students of color. There's a great deal of pain in the community. Pain that is rooted in experience either personal or family members and for those that are not of color that our allies and I've heard a great deal. Specifically to our student voice, which has been lifted up in this work. Um Many of the students people will say Haven't really experienced these things. These aren't their experiences, but we've taught our students to lift their voice and ally ship. We've taught our students that to be good citizens. They cannot only be concerned with the things that impact their lives. But the things that impact us as a society And

257so when we see our students doing that we have to acknowledge that and we have to praise that. And so part of that is part of the pendulum. The other part comes in. Those conversations that happened that pain that exists within families of color. The other side of that spectrum has to be what I can anticipate what happens in the homes of those of our law enforcement partners. The fear and the anxiety their families feel when they leave home every day. Each of us wants to come home every day to our families for some of us, depending on what we do. That likelihood doesn't look the same percentage wise and that abyss that is the gap that we have to close. And so when we come before you as a united front today, it is

258to say That we are prepared and ready to engage in that meaningful way on behalf of our students. And for us, That is what equity looks like. So when we say for whom does this practice or decisions, serve or neglect? Or whose voices are dominating or lacking from the conversation. Those are the things that we're talking about next slide. And our final questions. What steps are in place for ongoing data collection and reflection of the outcomes. I think this is going to be key and seminal in our work. We must consistently managed the data. Look at it and when it is not reflective of our vision, make the changes that are necessary to ensure that that doesn't happen. And then finally, how diverse are the stakeholders leading the implementation? Significantly important, and I do want

259to state that for our students. They want to be felt if they want to feel seen in any of the work that we do. They want to be able to present as their full Selves when they enter into our school buildings, and they really want that opportunity to be able to live their lives in a meaningful way and have a choice. And so that really undergirds a great deal of our work, and especially when we stay keeping equity at the forefront. That is what we're talking about. Next slide. And so our stakeholder engagement. You heard me reference this briefly broad based in wide and it hasn't ended. I heard a parent present earlier. That I would love to have her voice in what we're going to call the community engagement panel. We need different voices.

260We need different people speaking about their perspective, so that it helps us to get better. But we have worked extensively with our principles at the high school, middle and elementary level. Um we had a forum last week that we're continuing and I do want to give a big big shout out to all of the specialists in O T. L s Who really helped us to pull that together about 230 of our students across our middle and high schools participating, and I did hear some things that were absolutely heart wrenching. And then I heard things that were just soaring and inspiring. We've had our our triple sws Well as our swag group, as I've mentioned before, there are members of a cap M C A S e I U HHS. And a variety of community partners

261that are reflected on those groups and those groups have been in existence for approximately a little bit over seven months. I believe or more doing some of that work. And so we have engaged across the board and as I mentioned will continue to do so, throughout this process. Next line. So now we're going to talk about what grounds are work, which is the mental, psychological and social and emotional services of the initiative that we're putting forward and I will now toss it to Mr Monti, Leonie to lead us through that portion. Thank you, Mr Rubin Ingredients to the Board of Education Doctor McKnight. And Damon Monteleone, assistant chief of teaching learning in schools, As Mr Rubin stated earlier. This work is indeed holistic, and we know that the foundation of safe and Equitable schools rests

262on the well being. Of our students, and we know that we've as we emerge from two years of operational and public health challenges. We know the path to successfully mitigating students learning disruptions is forged upon The road of strong, social, emotional well being. If you don't have that at the foundation, it's very difficult to build the other pieces on top of it. And so, to this end, the success of everything that you're going to hear today is predicated upon our ability. To deal with the mental health crisis that we are facing as a result of the pandemic. Next slide, please. So you're going to hear today about some recommended additional support structures. Um to address these mounting social and emotional challenges that we're facing. We must look beyond some of the traditional infrastructure that we

263have in place, and we need to bring to scale some of the creative and innovative practices that are proven to be effective and that are occurring in our schools across the district today. Some of these include ensuring wellness rooms or wellness spaces are available to every student staff member across the district, enhancing the capacity of our student, well being teams. Ensuring that each and every one of our students has time and their daily schedule for social emotional wellness. This cannot be left to chance any longer. Scaling up peer support groups at the secondary level and enhancing our ability to serve more and more students within our tiered continuum of support. In addition to these internal initiatives, we look forward to engaging with conversations with our partners, the Department of Health and Human Services as we

264strongly advocate for bringing a wellness center. To each and every one of our high schools. And a theme that you will hear throughout this presentation is that while each of these practices practices are happening in some way within our schools, we've got to act now to ensure That they are happening to scale and with fidelity for each and every one of our students, and so this is going to mean true collaboration with all of our stakeholders internally and externally, it's going to meet real innovation. It's going to mean funding allocations and meaningful staffing to be essential to our success. Next slide, please. So as we dig deeper into some of these, these proven practices, let's begin with wellness rooms or wellness spaces. As we know and has been clear, clearly documented as more of more

265of our students face challenges social emotionally wellness rooms are providing today in M CPS students with an option to disrupt the spiraling thought patterns right they may be having in class or in our schools and be able to deal with these in a supportive environment. This practice of wellness spaces and wellness rooms is occurring across more and more of our middle schools. I want to applaud our middle school leaders who have really taken the initiative and moving this practice forward. These wellness rooms are critical for de escalation practices and allow students to deal with some of the emotions before perhaps making choices that lead to bad outcomes. They serve as a key, proactive step in reducing stress, anxiety and decreasing traditional disciplinary action. And wellness rooms also serve as a vehicle for young people to

266learn about internal coping and modulation skills and further everything that you will see here today under our well being planned services away for us to identify students. Who here to four may have fallen through the cracks and link them to the resources that they need. So it should be noted as well that our partners in the archrival, SW Mental Health subcommittee have recommended the creation of a comprehensive and integrated crisis decision making tree. Right so that it provides different avenues for us to reply respond to students varying needs. This space is an example of an outlet on that tree. For which we can provide students support. Moving on to the student. Well being teams soon. Well being teams have been around since the beginning of the pandemic. March of 2020. As you may recall, and

267at their inception, they were designed for us feel to reach those students who who we weren't able to contact with. Reached contact with in order to bring them into our virtual learning spaces. These have evolved over time and currently perform a variety of functions, including identifying students who may be at risk. Supporting students in crisis, performing wellness check ins and connecting students with additional resources. We need to enhance these teams ability to serve all students and possibly serve as learning centers or train trainer of trainers centers for de escalation, de escalation, practices or practices that some of our staff are highly trained. It Mostly administrators, security team members, social workers and those staff members in our CSS programs. This is a skill that we believe more and more of our educators need. To be able

268to react in real time to the needs of our students and deescalate situations before they reach a point of no return. We must also recognize that the teachers and counselors who serve in these roles on our wellness teams are doing so beyond their defined duties. We have heard about the burdens that our teachers and our support staff have felt throughout. This year, so it's imperative that we honor this work and investigate providing stipends and other incentives. We must be mindful of their increasing responsibilities. Next slide, please. So here's some data from the beginning beginning of the year to date that breaks down. Really a variety of data, but certainly the students who have access to our well being teamed the reasons for their referrals. So what you can see is close to 80% of the

269referrals were around social, emotional concerns and attendance or engagement. And, as I would like to think, and from my experience, the former is often a cause of the latter. Additionally as evidenced by this data, there is a disproportionate disproportionality around which of our students are engaging with well being teams. Clearly, this is urgent work. And students are accessing these resources, and it's our desire to enhance these teams in a meaningful way, especially as we look to the additional wellness staff. We expected our schools in FY 23. Next slide, please. Time for daily social, emotional wellness. So it's very, very important that we ensure that each and every student has time for wellness built into their schedule as a central component of the work that we are about to begin. As I said, well being can

270no longer be seen as an ancillary activity in our schools. Indeed as a primary building black for safe and equitable schools and needs be part of our daily routine and culture. Time built into the schedule for social emotional wellness will go a long way and providing students a space for healthy communication of their anxiety, their stress for learning those coping skills and to build community amongst each other. We know that advisory periods currently serves as a platform for these spaces, and that all of our middle schools have that space in their schedules every single day at the high school level. Daily wellness time is more varied. Many high schools have not. All of them have began advisory periods. We need to really take a look at the advisory period. See how that we can build

271into possibly this space as we think about Wellness time built into the high school schedule. We know that this bringing this to scale is going to require a lot of collaboration with our stakeholders at our secondary schools and possibly with our association partners, But it is important for us to have this conversation. We looked at peer support groups. This is another proven and well researched program that we have in probably most of our high schools. But again, it's highly variable as to which high schools have programs that serve a variety of students that are meeting their needs and those do not. And so this is another opportunity for us to see where best practice are occurring. Dig into that research across the country. And be able to figure out ways to ensure that these are

272occurring again. We need to consider the burdens that some of our staff are facing and consider. How we are. We're going to bring this to scale as many of our counselors are leading this work. Next slide, please. As mentioned earlier. M CPS has long had a tiered continuum of support, and this continue of support is a way for students to enter into our mental health and social, most emotional well being support system. But as we see more and more students accessing these interviews, interventions and as we see increasingly intensive challenges, it's incumbent upon us to enhance these supports and provide the resources and staffing necessary to continue to implement this with Fidelity. We simply at this time are seeing a higher demand than we are able to serve through our tier continuum. Thank you very

273much. I will now kick it back to Miss Rubin. Alrighty. Thank you. Next slide, please. And so as you can see, we are grounding much of our work and continuing some of the innovative practices . We began in them CPS but also extending them. As a component of the well being safety and security. At this juncture, we will get a little bit deeper into the security and safety components. And specifically talked to you about our thinking as it pertains to enhancement of the current community engagement officer program. Next time. So when we consider the landscape, and we would be remiss if we did not say that, as a result of many of the social emotional challenges that many of our students are facing, we have seen heightened serious incidents in our districts. As well. That

274can be accounted through our previous presentation to the board and you'll see some reminder data from us here as well. And so with that in mind with all of the voice data that we've gathered There is an overarching need to revisit our current EMC PD CEO program that we have and take a look at what the staffing structures and processes that are in place and how we can further enhance those to the benefit of well being for all of our students. Next slide. And so in our collaboration with EMC, P s and M C p d. We have a shared We have a few shared areas of focus and they are important and I want to make note that these are extremely different from how we've approached the work in the past. So key to

275our work together will be grounding our work and relationship building. Wellness and community engagement. Engaging in shared learning that goes both ways. US learning and M CPS and our partners in em. CPD having shared goals and outcomes for what we would like to achieve and taking a look at what is the standard operation procedure. For how we engage with our students. How we engage in our school buildings and how we engage across the board in Montgomery County Public schools. The next slide, please. And so there are a couple of key things that I'll call out here that are important to note. First and foremost, we are looking for an increased partnership and relationship building between our two agencies. Mm CPS has access to be able to contribute or participate in the CEO selection process. That

276is something that is that will be ongoing between us, and she, Facciola can speak in detail to that later. We are also looking for CEO is to participate in school initiatives as we have outlined in our MOU and the current addendum that will be added to our MOU. For example, participating in Dare and great assemblies at schools participating in career days, study circles or restorative circles and staff and student extracurricular activities. Next is our annual agency collect our annual collective agency engagement. We will be instituting a process where district commanders and Montgomery County Public School staff will collaborate in gauge all of our school leaders at levels to discuss school and community initiatives or concerns. We're looking for that to be a monthly meeting. Time looking to also include that in our summer planning and

277programming when many of our district leaders that is a time that they're there, and they're planning for the next year. So looking to institutionalize that in our work one interest that we have an M. C. P s that we've discussed and it will take further conversation and deliberation on the part of our partners and M C p. D. Um is to consider the actual plainclothes detective style approach to uniform for our CEO. We feel that this may help em CPD to maintain their essential gear. But also makes them another trusted adult and member of our school community and for them to be seen in that way. The next slide, please. And this is a significant, um, ad and improvement to our work, shared learning and goals. So we are looking to have interagency shared summer

278learning and community building. We started this about a week ago where we brought together all of our CEOs. Mm CPD leadership as well as M C. P s leadership and we had the opportunity to meet in a meeting and I can't tell you there was just a different vibe after that meeting. People have the opportunity to get into groups and speak with each other about what their experiences have been and what they would like to see happen, and we've been able to use that infuse that and much of what you're seeing today. So we're looking to ensure those shared common understanding of the alignment of our work and our roles and I will take this opportunity to call out something. I think in our previous iteration There was some blurring of the lines and I

279will say, perhaps on both ends, but I can only speak from Montgomery County public schools. Discipline rests with us and them CPS and that has to continue to be what we are saying is a non negotiable as we engage in this work. So finally to establish some guidelines for ensuring that the program works with Fidelity and to invest in our professional learning on the right hand side of the screen. You see the courses that we've agreed Will help to enhance our work. If we're both learning from each other and taking these courses so that we understand what is best. What is in the best interest of our students. And I just point out to d escalation strategies. We've got to get that to all of our teachers and administrators, and we have got to be

280side by side with Montgomery County Police Department around these key key to our work. Next slide. And so as we think about our standard operations, um when we think about a cluster model for our CEOs, and then you'll see we're saying their lawyer and law enforcement engagement officers. Because in some cases if a CEO is not able to, um Be at a particular school site. Another officer will be deployed and we just wanted to make sure we were clear about that. And really, we're looking at a cluster wide model. We're talking about relationship learning and well being, and so having our elementary principles are middle school principals. And our high school principals able to have that access, so our structure will look differently, and we're excited about looking at that. So on a particular day,

281the CEO maybe at the elementary school helping and to welcome the students off the bus and making sure that that process goes smoothly. They might be at a middle school town hall or assembly. The one component of that meeting. But really looking to build the culture of trusted adult in partnership in our work and making sure that all of our schools have the ability to do that. Not just our high school spaces. Looking at a enhanced relationship building and community engagement across the board. Next will be our enhanced coordination of access and M CPS high schools. We are asking that the CEOs are offered a designated workspace at each high school. Understanding that they are not permanently stationed there. They will be having access to a desk, a telephone and a computer or laptop as

282agreed. And then finally engaging with wellness with staff were looking to have ongoing and consistent meetings with our CEO and our high school teams, including The counselor, social work and restorative justice coach. We're looking for many when we talk about discipline that needs to happen in Montgomery County public schools. For us to really put into practice. Those restorative pieces that we have historically set are important. Not that discipline does not happen. But this shouldn't be a 1 to 1 conversation between the principal and the CEO. This has to include others a trusted adult for that student with the understanding that the disciplinary outcome rests with Montgomery County public schools. Next slide. And so. Two new key components that we are proposing again. At the top of the screen. You will see there are non negotiable.

283In a moment , you'll get the opportunity to see the data that has been collected. On the part of em CPD , and that data is illustrative of some things that we've talked about historically in Montgomery County public schools, and so what we do not want is to ever go back to the place where that data is disproportionate. And impacts it impacts any particular student group. In particular students of color in a disproportionate way. And then certainly we're committed to the ongoing data driven refinement and enhancement of our work together as we move forward, so there are two things that we want to offer here. A discipline response team that consists of the administrator, counselor, Restorative justice coach of which there is one at every single secondary school currently A social worker, and you heard

284our work currently to continue that I really appreciate the partnership with HRD and ensuring that we can get to the place where we have enough for one at every high school. And then that trusted adult. They also will engage in a holistic review of the Stewart the students serious incidents. We have worked on a brand new database that we hope to unveil very shortly to the board, we hope will have the opportunity to come back with that. That will allow for schools to be able to look at their data with the click of a button to see what's happening at their school in real time, and we feel like the analysis of that data will help us. And as we look to the code of conduct and how we're utilizing that The second component. We

285would like to add as a community collaboration engagement panel. We were well served in our work in having the discourse. That's something I would like to say. Having the discourse creating our triple SW . The creation of swag allowed us to be closer to our community partners than we've ever been in the past and their input their insight. Has led to a great deal of enhancement and we would like to include that to meet monthly to be able to review the data and to continue to refine the work as we go. At having that opportunity for us, EMC P. S and M. CPD to meet collaboratively to hear that feedback about this process as we continue and these are brand new, they do not currently exist. But we are Proposing this as a part of

286this new structure. Next slide. And we thought it would be important to just take a look at exactly what we're proposing. So what you see on the screen before you as the sorrow model that was in existence in our district. B current CEO model that came into existence in 2021 is currently what we have in place and then our proposed model, and then the arrows. Hopefully help you align some of the key pieces but what I do want to call out about our proposal. Is It doesn't few things that we've heard voice data about it allows for the engagement in the relationship building. But Sweeney, the CEO, and the entire school cluster. It allows for direct line of communication between Montgomery County public schools and the schools and the CEO. It does not allow for

287the CEO to engage in handling of disciplinary school incidents. And it does allow for joint professional learning of which we've agreed to an outlined earlier in our plan and proposal. Next slide. And so this is, um some data that illustrate physical arrest reports and disposition as well as the response time of Montgomery County Police Department. And I will speak to it. And then I will ask Chief Facciola and so walk us through , but certainly I do want to say from the schools perspective, having this This was a key part of the conversation around where we went from the S R o to our current state. Where was the data? How often did we have access to it? How did we, uh, cut the data in a way that we could really see, and it

288told a story. And you will see here. It tells the story of the physical arrests as well as for the incidents that they were for, and certainly our principles and others have been very interested in the response time and you've heard a good deal of that. So with that. Badiola Thanks, Mr Rubin and thanks, President, Wolf. People VPs Silvestri, and I just want to congratulate again Doctor McKnight for your historic appointment today, which is arguably historic for the country. Congratulations and just want to walk you through the data here on the slides. Working through the different data sets of variables that we have. So this data represents August through December. 31st 2021 the first semester of school. Ah schools within Montgomery County called the Emergency Communications Center 1688 times. That means that there were 1688

289incidents where principal or a school Staff member requested police service. Out of those 1680 incidents, 563 required a police officer or community engagement officer to take a report. We break that down by the type of incident. 57 or 10% of those were for weapons. Ah the next category one of the top categories refer Control Dump. Dangerous substance. They were 76. We also include assault, sexual assault school threats, um, and conflict or disruptive behavior. This does not equate to arrest data. If you look, you will see that we had 11 arrests that was physical arrest where officers detained in individual and take took them into custody. That included five weapons offenses. One armed robbery, two aggravated assaults, school threat and export a violation and one auto theft. I want to reiterate with this data that does

290not always include students that were arrested in this situation. It was anybody on M C . P s property and we do have one incident where a 44 year old parents threatened school principal and he was arrested on site. We also look at the disposition. All data there were 39 cases that were papered. A paper terminology means a paper arrest. We don't take a student or an individual into custody. The charges are written and then referred to either the division of Juvenile Services or to the state's attorney's office, depending on the age of the person. And then lastly, I do want to break it down. Our emergency call for service time. So the first one is where you see the emergency Paul, which was 15.75 minutes. We classify and emergency calls. If someone dials 911,

291however, that doesn't mean when a dispatcher and a call taker goes through the questions and you'll see about 22 minutes and 47. Seconds and then to 39 where with call taker processing. There is a national protocol that we go through and triage of how to handle each call to the 911 Center, whether that's a medical emergency police emergency or fire emergency. When those questions are answered, then you go through a flow chart and dictates how we dispatch our officers. Once that cause dispatched our average officer response was nine minutes and 26 seconds. That is within with a little bit of variability. The standard response in Montgomery County for an officer for an emergency call. We can break that down. I have that with me. If you have further questions, the second chart, which is the

292average response time for non emergencies, those are what are we call routine calls that do not require lights and sirens response. And that is 45 minutes. That is standard based on the volume of calls that we received in Montgomery County. I want to reiterate two things, though. One with the emergency calls when 911 is called. An officer may arrive for their maybe secondary information and a supervisor whether at the emergency Communications Center in the field may then Change that call from emergency to routine. So instead of officers responding lights and sirens, they may get word that there is no longer an emergency, and it is our protocol and to turn off lights and sirens. And follow all traffic laws. So that incorporates that 15.75 minutes does include when lights and sirens are activated, but then

293turned off. And then for the 45 minutes. That is completely when they are. They're responding and following regular traffic laws, Those costs are also sometimes held, depending on the number of CEOs. An officer's working so if a CEO is at a school say around non emergency call comes in from a high school and a CEO is at a middle school. Whether either engaging the community Or or dealing with a problem that school that call may be held until the CEO then can respond so that that time frame while looks a lot. I just wanted to explain a little bit more in detail. Why has that very ability. Well thank you so much Chief Brashear, although and I would be remiss to say that the relationship and the partnership between our own Montgomery County public school

294safety and Security and Emergency Management Department And our cluster coordinators have been instrumental in helping us also to respond to some of what you see here. Next slide. And we just wanted to really bring this back as a reminder. Um when we're talking why this is so significant. Some of the changes that we've noted this year upon the return to school. And you can see why some of them resulted in some of that data that you saw previously this is from our own serious incidents. Next slide. And so, finally, just the stakeholder input and we thought and with some good advice and feedback that it would be important to share. As we take notes, which we do it all of our meetings. We just pulled out some of what stakeholders have said and wanted to

295illustrate how it made how it made its way into our plan. So at that first stakeholders sharing their if CEOs need to know all students, not just if they're accused of something, and CEOs need to build trust with students by trusting students first We'll say we have prioritized that in our plan around the community building and the shared learning and rooting our model in those two components. Um the second there speaks about the high levels of anxiety and stress. And students feeling on edge and the social media, which was one of our questions in the student forum. You can see our response and the plan to that is the enhanced capacity of our student well being teams. The wellness room. The pier supports and certainly we're advocating for those wellness centers at all of our

296high schools, which you will, which we will do equally at County Council. And then that final bullet there, the plans must reflect data and special consideration of discipline and the disproportionate impact across student groups. And you see, we have clearly outlined That the discipline response team discipline rests with M. C P s. And then looking at that community collaboration engagement panel as a way of holding ourselves accountable to the community. And their thoughts and reflections about this work as we go forward. So with that I will turn it back to you, Miss Wolfe for the discussion portion I know that we're covering safety and security on Thursday, and I kind of promised myself the whole questions till then. But I'm just a little bit confused by this statistics here. I really have to ask you

297said you had 11 arrests five weapons to assault and I Missed the other four numbers. But at that you also said you had 57 weapons. Before that, So I'm just trying to figure out how it got to 11 over here When you said you had 563 police reports 57 weapons 76 dangerous substance. I just couldn't reconcile that. I apologize, Miss Wolfe. Where Where are you looking at him on this sheet with the color what he was saying, But yeah. What you was what you said, is not on this sheet except for the 11th. Arrest I just wrote down that you said that included five weapons to assault and I didn't get the fourth thing because I got stuck on the weapons because you would set over here. 57 weapons. I apologize. Let me clarify that

298for you so Um as my computer dies, but they're the Mission. The written report topics so of the of the 1688 calls for service by the when an incident occurred. 563 of them included. Or resulted in a police report being filed. Of those 563 reports. 57 of those reports were for weapons offenses. That does not mean that individual or youth was arrested. It means that we either took a report that an individual had a weapon or we seize the weapon and reported it. Well I mean, I'm a little confused here. Some people get arrested for weapons and some don't What? What's your distinction there? So I would have to look into each individual. I apologize again. I was trying to pull it up on my computer. I have. I would have to look into each

299individual case of the 57 that were written. The reports were written versus the five in which an individual was arrested for You know, this is near and dear to my heart, But I'm trying to be quick. You all I really am and clarified the five. Those were. 50% of white males and 50% black males that were arrested for the five offenses of weapons. So that is so the race breakdown of those were they were all male. However the race breakdown was 50% white and 50. African American. I heard you say paper arrest, so paper arrested different from these 11 arrests. I'm assuming. But you know, it seems to me that that's an opportunity for The problem to develop for you to have a paper arrests exactly. What does that look like? So a paper arrest

300means there's not an immediate threat. To an individual or there is not an act of a crime occurring at the time that the officer Arrived to the school. So be so I'll provide you an example. An officer gets a report of a fight involving a weapon in a school when he arrives to the school. There are no visible injuries and the fight has broken up. An officer cannot arrest an individual based on Here say they would have to then. File a paper form and then that paper form or paper arrest. Would be reviewed by the Department of Juvenile Services. Well that just seems like it could result in a lot of inequities, in fact, could use that term completely. Yes I did. I wanted to speak to the other piece also. I thought our data

301showed that in EMC P. S. We saw an increase in knives , which we classify as a weapon , and I believe Montgomery County Police also classify that as a weapon. The other piece about the paper arrests. The next iteration of our work. Is to work with Frank Duncan and the Juvenile Services office about those paper arrest. What traditionally happens there is because the state attorney has diversion programs. But that decision who rests there, and we need to build in some communication about what happens and also get the breakdown racially of the amount the students who are on paper arrest But not just that. What was that this disposition where they sent to let's say it was for alcohol use or something. Where they sent to Alcoholics Anonymous. What really happened? That's a deeper dive

302that we need to also do on our end in M C. P s the nail on the head to me. By saying summer, referring to that diversion programs and that's their decision, not our decision . And so a paper arrest just looked like a way of avoiding to me some issues that actual arrest may have been Able to pick up. Do you understand what I'm saying? I do. I do. Um when in speaking with Mr McCarthy, what they're looking to do in their diversion programs is to not put the student through. The juvenile justice system and sort of contribute to that school to prison pipeline. It's the connection and the communication that's missing because we could pick it up on our end, too, and provide those wraparound supports. But we often are not aware of

303what the disposition is. Once they are assigned to that diversion program, which program with we just don't know . And we like to build that in just like you to keep some data on that. Absolutely get some information at the end of the and I just have a couple more questions. I'm gonna let you all have it because I know it had to raise questions and you're buying. When I like the idea of a monthly meeting to look at data So these groups that are participating? It would seem to me if you're going to look at data, some some of the staff and students from the actual school ought to be involved. Where is they may not be involved in these committees. I think it's very important in particular that some of the students from

304the schools be involved in these monthly reviews of data simply because The perspective you get from people looking from the outside in may be different than from the inside out. And the last question and then I know somebody else has. So what is maintaining essential items? Is that a gun? When you say the CEO is going to go into the building? And he's going to be D. Miller to rise but maintain essential items. I know I asked this before. I just don't remember. With the response was, I think it's a sidearm. Is that what? Yeah, so that? Yes ma'am. Let me clarify that question. So on her collective bargaining agreement, officers are. We have bargained what officers carry on patrol. That basically is bulletproof vest as well as a department issued weapon. Handcuffs and other.

305A central items. We have officers who are trained and Tasers if they are trained and certified, they that would be considered in central item on their person. That the thought process behind here is that we heard from the students that although they really enjoyed having the CEOs in their buildings that they thought that our uniforms were were, and I don't miss characterized their speech, but scary. And that their vests were scary and that they wanted they felt that they could be in clean clothes or or in a uniform. That was not as official looking or as combat looking as some of the students said. So we're looking within the collective bargaining agreement and our rights. And working with our labor partners to see if we can. Where plainclothes uniforms but still carry a weapon and

306whether bulletproof s if necessary. You heard from the students that participated in the arch rival SW and swag with those with those regular students, or were those that leadership student? Consult, but they're not the cross. Someone from every school isn't represented on that group because they would get unmanageable. Right? Miss Wolf. I can just jump in there. We heard that specifically from some of the 230 students that came from across all 70 schools last Wednesday. We also then had I think five or six students zoom into the Friday meeting with our Montgomery County Police Department partners. And engaged in. Really I mean, a dialogue or conversation in this came up there as well. Once in student even went as far as the comment about the difference between seeing an officer without a vest or an

307officer when they put their hands on their hips versus an officer when they put their thumbs in their vest. The students are watching right and they're watching with the officers are wearing and how that would affect is so that came and our police partners were engaging with them and answering questions and asking our students questions back. And really prompting the dialogue. If I may, miss Wolf, this is a conversation that we're having across the department in general . As we reimagine public safety here in Montgomery County. We are looking at what uniforms and our best approach. To policing and how our officers are displayed to the public. So we love the feedback from the Children and the young people, and we're also soliciting feedback more broadly, so that we can have a more customer service

308friendly department. I thank you for your work on. This clearly shows that you thought a lot about it. My last comment would be to ensure that the principles feel they have an actual say in this process because As I told you before, there was a feeling that They were basically silenced in a lot of ways, so I think that's important and I could see that you did a lot, but I'm not interested in the SA rose being returned to the schools at this time. And I know you're getting a lot of pushback on that. So that's my two cents. Thank you. I'm going to go to Ms Mandrell Ski. I see your light on. My first part was going to be in reference for our meeting on Thursday about the hiring process and just making

309sure that not just the principal has a say, but perhaps you know, there can be a students or couple students on the panel. The social, the wellness team, you know, so it's a group decision as to who's the right person for the right fit for the for each school. And then to Ms Wolves point about. You know, just when you present to us talking about the how do document daily activities and so that it's not just a record of, um, discipline, but we can also see if there's Positive advancements towards the engagement. Mutual engagement changes. Absolutely just wanted to clarify one thing that I said earlier. Those 1688 calls. Why did classify them as innit incidents? They are also engagements with young people, so they're not all we came to school because there was an

310incident but it was an incident that we whether it was Talking to young person helping out with traffic, Um, walking a kid across the street sporting event or something. Exactly Okay, well , yeah, the more we can document information, the better we all are, And then I just had a quick question for you. It was a social workers of the 15 new positions. I think you talked about it earlier. How many have we hired? So we've hired five and we one of the innovative things as you heard mentioned with HRD in terms of seeking this out, in addition to our part of our partnership with our institutions of academia. We also have as a first here response. We have instituted a supervisor, social worker position which we now have candidates for and are interviewing for

311if we are able to secure that, then that will allow us to hire Of behavioral therapist, for example, or another social worker who is still seeking clinical hours because that person has the license. Sure that will allow them to oversee that, and we feel like that will also open up . More possibilities for us is the county. Still helping provide resources to try and fit a Um, social worker in each of our at least secondary schools. Yes that's exactly right. Okay I didn't know if the your accounting are hiring as the same as they're hiring or separately. So the county and I think they've been great partners in this. We still have our tight alliance and allegiance with HHS, where their social workers and their therapists through linkages to learning or a variety of other

312programs are still serving, servicing our schools and our students. Thank you. Thank you for your work on this site. I appreciate it very much. Thank you, Miss Harris. Yeah. Thank you. I just want to start out first Miss Rubin by thanking you so much for Starting out by calling out the power of fellowship. I think. We have seen how incredibly powerful and influencing our students are and they're not all they don't all feel empowered to speak for themselves. And so it's the allies that sometimes the ones that elevate the voices that we need to hear most. So thank you for doing enough. And Mr Monte Leone. You're using two of my very favorite phrases, taking it to scale and implementing with Fidelity. Because I feel like what we're hearing now. In these elements that you're

313describing are things that we've talked about for a long time. And I realized there's such an evidence base behind it, and I think we're finally and maybe some of my colleagues will disagree with me. So I'm just speaking for myself now. Um You know, we talk about learning recovery and mitigating learning , loss and acceleration, and none of that can happen unless we start with well being. Because there are just too many reasons right now, people walking into our spaces, staff and students alike that they just cannot bring their best Selves. And he did more of the R Acknowledging that just as the reality And just creating those truly safe spaces. When I see six, a safe I mean, a place where people feel seen. And they feel Like there are people there that are

314going to support them when they struggle. And um, so I see so many threads of the work that we just absolutely have to. Have to focus on because I think we're all you know. It's a body blue every day when we see you know, so many of our students are so amazingly strong in Brazilian, But then every day we see another one that's crumbled. Which I think brings so much urgency to this work. Um. And so I hope one thing will be talking about on Thursday. It's a little more of a timeline for this implementation, bringing these things to scale. Um and looking at implementing the practices with Fidelity. You know good news. We heard. I think yesterday at the, um at the with the County Council. Looking at. We're kind of focusing on our

315support for newcomers. But one of the things that came out so very, very clearly was Clariion support for a wellness center in every high school. Um which is essential to supporting all of our families and all of our students. Well and so I think we're just in a moment and one of the other things that I'm hoping we'll hear a little bit more about on Thursday is the value. That county partners like the positive development Network and the Street Action Network are bringing to this work and especially in the aftermath in McGruder, they truly shown How valuable they are and how much how richly they can understand the what's happening in our communities and help us understand that better and then the one thing I did want to call out to is when we look

316at our public comment today. Miss Kelly's testimony. Thank you referenced it. Earlier Miss Rubin, the parents of the seventh grader who had struggled so mightily and then was doing so much better. With the support of staff and trusted adults in in in their school, But she had to conclude by saying he's terrified of police. And we have to make sure that we are also Acknowledging that reality for so many of especially of our young black and brown men when we're talking about Bringing on enforcement. In because, um and I'm so glad that you've had so many students participating in really dialogue instead of you know, I think a lot of our students sometimes have had not great experiences when we called them in to be Part of a workgroup or a task force or and

317they feel like they're talked at and they're not engaged. And so the dialogue that you talk about it's so important and I'm so heartened to hear that And also that it's. Going to. It's going to be a through line through this work. Um so. Yep, That's I'm just looking forward to hearing more on Thursday. And there was one more thing. One other thing that I is resonating with me. We heard about at our January 13th. Board meeting. Were It was a young woman was pointman from Einstein talking about the ongoing tensions between Einstein and Sherwood and how that this was an opportunity for us to kind of formative. We evaluate The processes that we employed initially in the fall when those tensions emerged in all that stress came out sideways and to look and see.

318Well you know, what are we learning from that? And how are we going to Adapt and change that response. Going forward in partnership with our students, who are the ones experiencing that on the front lines, And so I'm assuming that that will also be part of the well beings. Conversation on Thursday as we're talking more about, you know, as we're learning as we're going, and part of that is we Change as we go. Anyway. Um thank you very much for all of this work. Ms Aloni. Yeah So I'm still I guess kind of stuck on the gun issue that Miss Wolf raised earlier. I know this has been part of the S R O discussion for a while. There's a lot of national evidence that points to bringing an S, R O or CEO for

319renaming continuing with our renaming into a situation, it tends to escalate things. And part of that does have to do with the training that they receive, which it sounds like we're working on. But I think a really big part of it at all is also the fact that they carry a weapon and we talked about how students are so perceptive, right? We see a uniform and that really changes our perception of who were interacting with Put a weapon does to, um, And so there's no answer to that. It's just just a comment that I wanted to make a question that I did have those Here's in our CEO point to point model, it says, Um, the new CEO has a direct line of communication with the school but does not respond to school incidents. And

320those two things kind of seem contradictory to me. Could you explain where the line is and what that means? Sure, I'm happy to Um, so in the current existing CEO model, and I do and um chief patio look and speak to this. Also the school has to still call the non emergency. And or 911 to have the if there's a incident at the school where they need their CEO to be deployed there. One of the reasons for that was because of the date of right. So this was a great way You heard Chief Osceola speak about the number of calls and they have it, so that's the way that's one of the mechanisms that they're using to be able to track. Probably often the schools are calling them so one of the things we have

321to work with now, as we wouldn't want the CEO to be there and then for the school to still have to go ahead and call in the number just so the call is loved , and we have the data, so we do need to find tune how that's going to work and how that's going to look. The other part, though, to your question about what seems to be oxymoronic about it. The school incidents There was a little gray area where I'll give you an example. There's a fight at this school. The school calls the then s R O to come in. The zero helps to break up that fight. The S R O was hit. During the course of breaking that fight up. Now we have a different circumstance because the student has now hit

322the sorrow as a result of the S R O being a part of that. That's one It could be substance use. Um and the principal says Well, this happened. How do we want to handle it? Yes We want to go ahead and make an arrest. Now, all of those things outlined in our code of conduct. Allows for school administration and school security to respond to those issues and utilize the code of conduct to be able to do so without the CEO, president or sorrow Responding to that incident. And so part of our training is going to have to be . What are those significant issues? Someone using a weapon, someone who has discharged the weapon. Someone who was in possession of a weapon. What are the issues that the CEOs are dealing with that falls

323within their domain? Outside of the relationship building that we're looking to engage in. And then what are the disciplinary issues that happen in our school building that our school administrators in our school security teams are trained to respond to And utilize the code of conduct for without having the S R O come in and do that. Yeah And I think part of that that I think was from our discussion. Today was the role of school security. I understand when something crosses the threshold of the level of a crime, like sexual assault, or You know, robbery or whatever that Necessitates. Possibly police, but I don't really feel like we talked about the role of You know, we have we have seen incident and raise in incidents like fights. But that doesn't necessarily mean that bringing CEOs

324closer to schools. As the answer may be security could have filled some of those gaps. So um, I want to be clear that we're not. We're looking to ensure, um, safety and security but well being, that's really what we lead with and we feel as though it's a great opportunity to really build. The relational piece, one more trusted adult in a building one more trusted adult that a student can go to and feel like, Hey, um, that's someone I can talk to. I do want to also use the opportunity to highlight. I think part of what we missed. In the earlier conversation. Excuse me around, SA rose, where they were a lot of relationship building pieces that were done. Um they were they. There were students who confided who went and said, Hey, I kind

325of heard This might happen or hey, this happened over the weekend in my community , and we never really had the data about all of the things that were averted. I think that speaks to what I heard before. Which is how do we get some of that data that says, what are the engagement things that are happening? That are proactive in nature, and we are collecting it now, which is a great thing, So I think that's one as far as schools security. No we haven't talked about that. And Mr D'Andrea can certainly Raised the issue on that. I think they're valued members of the school community. Really It was the school. It was a school security officer that helped us at the McGruder incident. Valued members. Um. That we want to continue. There are part

326of this team at the school. There are part of this disciplinary response team and we continue that. I don't think that that changes at all. Certainly we have some staffing things that we'd like to address there to make sure That all of our schools are staffed up appropriately, but we don't see it as a easel, or we kind of see it as an end. And if I can chime in, if you don't mind, so today's presentation was to provide an overview and then Thursday there will be additional discussion at the board meeting Thursday evening, and then we'll be following up with an additional presentation on February 24th. And so there will be discussion and that incorporates more about security there. In addition to the budget work session next week, there'll be more discussion around. Um,

327CPS security as well. I appreciate that. I'm looking forward to hearing about how that factors in and then just taking some time to really recognize. I really think the student engagement event that was held last week was phenomenal. I don't think we've ever had student engagement done like that, where we don't go through the traditional channels that bring the same people in the same faces from the same schools that we always talk about, right? Um and we subvert that on purpose so that we can get new faces and voices and perspectives that usually aren't represented in these kinds of discussions. So I really I wanted to take time to highlight that and I think as a future step Making sure that we think about ways to capture all of that feedback. Better present it so

328that all 280 student voices that were there are accounted for. Thank you. Thank you, Miss Evans. Sure I appreciate the comments of the President Wolf. Ms Hairs on my colleagues and we did have some parents come and get tested money today. Um I didn't know who you were referring to buy no, that Kia's and courage, a par Based some great comments as well. So I know they were going to have this discussion on Thursdays on table what I'm going to say, but I want to go back to the mental health, psychological and social emotional services that Peace. We talked about how we're going to be providing additional support. To our schools around mental health, but I wanted to, um, help me understand? Because we are requiring staff to do to do some more to do

329more work right. Talk about the role of The directors and some of this works. I think for me, the concern is we have. Nine directors with about 24 schools each and as we're trying to do more, how they able to get to the schools to provide the support. And I know we have another budget Where session coming up. Does this look Like We need more directors like how do we do this work right and not stretch people even further. But how do we do it with less? I mean, it's alive. So how do we do this work and not Have the people in place because what I'm here and it seems like we need more people. Midnight Yes. Thank you. Uh remember Evans. So on What is it Thursday Monday of next week Budget work

330session one of the pieces that we will cover, bringing some amendments to the board of Education. Um, you know, we've done significant work around. Looking at. Social emotional well being and support. And you know some of these really extensive conversations we've had as a recently were not a part of it was part of the work that we'd planned earlier, but it wasn't as intense. As what we've recognized. We need over the past couple weeks, particularly we've had a chance to really dive in and understand more deeply what some of the issues are that are impacting us in the way that we've seen. So we will be bringing some amendments forward that reflects some of the additional investments we believe are needed to actually implement this plan with Fidelity, and so, um, I appreciate you asking

331that question because it will be a You will see much of the narrative of what we're describing in the conversation today, being very relevant in those amendments that we bring forward very good, right? Where people talk about this is you know we can't continue to act as if this is pre pandemic and that we're back to normal and we're not. And so that's part of it all. Look forward to that discussion. Okay, Thank you. Miss Silvestri. In the interest of time. I just want to put out there. What I'm interested in you are coming back to us with and Yes, a vote, too. Yes to wellness centers in every high school, So I 2nd and 3rd that Um , about the MOU and the amendment to tell about accountability and the details right? So we

332had a great MOU previously that was not adhered to. And so I want to see how it was not here to the letter of the MOU. There were a lot of good things that were put in there as measures of accountability and they were not implemented. And so that's what I want to see. So what is going to be different this time were promising. Great things. What's going to be different so that we are sure that we are meeting the letter of the law for this MOU. Um I also have heard this whole concept of officers getting involved in school discipline. And I've heard principles say, Well, I intervened when that happened that takes coaching and professional development. Some principles may not feel equipped to do that, and I think that's critical. To separating the

333roles. What's discipline? And what does the school administration handle? And what is it s sorrow warranted things , So I really want to hear about how our principles are going to be trained and equipped and empowered. To say no, this is this is my jurisdiction. Thank you very much. And finally. Ms Rubens. We touched a little bit about this, but in your very comprehensive model of wellness , I also want to hear what we're doing to help the kids that are getting in trouble. You know, Some of the cases that we've heard about there was no disciplinary history so we could have intervened. But there's plenty of cases where there is disciplinary history and I heard the version program but that's not ours. What are we doing to the kids that are getting repeatedly in

334trouble? So that. We helped them because that's what they needed to cry for help. So I just would like to hear more about that when you come back to us at a later time. Thank you, Miss Silvestri. Do you want me to address the issues that I can this moment since I won't be back on Thursday? Okay Um, so the MOU just just brought in the conversation. CEO program or the previous iteration. The sorrow program was under our patrol services division, so they were attached to the to the thousands of officers that routine patrol. With the reimagining public safety work with the reimagining ssw work. That the CEOs have come into a new division within the department that reports directly to me. And so there we have built in accountability measures into the new MOU.

335But one of the reasons that the assistant chief role is in place is so that there can be better relationships between The school , the public school system as at the end C p D and to have collaborative conversations about what's working. What's not to maintain, uh dialogue about the MOU and ensuring accountability. And as far as discipline. We are actively training are CEOs not to partake in the distant culinary process ? I think one of the one of the things that I can't speak to because I was not here. But what I've heard in the feedback of both The students and our officers is that they were pulled into conversations around school discipline because they were in buildings and they may have responded to a fight. And then there was a conversation help that

336had To happen immediately after that incident , we are now while the CEOs will be in schools, and they will have a designated workspace. We are we are taking measures to ensure that they are not part of the conversations. Regarding discipline if it is decided by the school system that they are not going to pursue criminal justice or juvenile justice, rent and then our CEO's with would no longer Be be president for that. Sure. Okay. Thank you . I just wanted to know if I could get you just send me a report on those 1688 incident. I don't know if you're yet able to overlay the schools involved. And whether it was arrested, paper arrest and the demographic breakdown. And what if I could use the word charge was Thank you really appreciate this. This

337represents a lot of work. This month. I know with everything we have going on. This is really a great effort and I'll be interested in and following through and seeing what the data is showing. Can I can I just quickly ask Could I don't know how readily available that data is, But if we if you have it, and we could have it before four Thursday or whatever for a meeting, then I think that would be really helpful. But if it's I mean, that's a short notice, so I didn't know if it's just something that just needs to be hit print. Or if it's something you have to put together. I also didn't know if it would be identifiable. And anyway, so I wanted you to, you know, put it together so that it was not

338identifiable. So if you need longer than Thursday That's fine . I just want to do. I will endeavor to have it to five Thursday but know that please know that our data systems are manual. So it requires. Analysts literally count all 1600. Idiot calls for service So we'll do our best man. Thank you. All right. I think that we really appreciate that. I think it brings us up to Item number 13, which is consent items. Is there any item anybody wishes to pull? Miss Sylvester? Yes I need to pull. Uh 13 1 of the think it's the contracts under 25,000 because there's a contract for Montgomery College there that I have to recuse myself for. Okay? Um what do you are? You recusing yourself from all of 13.1 or just that? One and I don't

339know what the procedure is. Okay, okay. Miss Harris. Yes I just want to pull item 13.8, the monthly financial report freak. Quick point. Yes, 13 point. Are there any others? Can I get a motion to move? 13.2 Through seven. And. Uh huh. And, um 13.9 and block Don't move. Second. Sorry. All in favor. Raise your hand. And that is unanimous. Okay so we'll start with 13.1. Missile Best move on move item 13.1. Okay? Yes, Yes, She's just okay. Is it all in favor? Raise your hand. That's the one that you Okay, so that's everyone except for Miss Sylvester. Thank you. And what about 13.8? Ms. Harris Yes, on the monthly financial report. I think Mr Riley is in the ether waiting to do just a quick walk through on We're looking at the end of

340your fund balance, which is projecting only. Balance of about $51,000 at the start of the 23, which is significantly less than what we're used to. So he was going to just give us a quick overview. Correcting everybody hear me. So the monthly financial report that's basically the outcome of our monthly financial monitoring process, and that's where we're looking at art budget compared to the actuals for this fiscal year, FY 22 Um, But as a pointed explanation, there's a little chart there on page two of this report and that walks us through our fy 21 under of your balance or audited balance. And then we look into the projected revenues and expenses for 22, the ultimate, uh, The bottom is what we're projecting for fund balance for FY 23. Now what we do already have a

341placeholder, therefore is the $25 million that we've committed to the FY 23 budget, which which you guys know, um but, Miss Harris, you're correct that 51,000 to 87 . That is that is a low number and we're going to do, uh, Be extra careful to make sure that departments and divisions stay within their budgets to make sure that doesn't we don't want that to go below zero. Ultimately with that represents is are unassigned fund balance with the 25 million million being part of our assigned balance, so Per MSD. We can't have an unassigned, uh, fund balance That's negative at the end of the year, so that's something we are going to be monitoring extra close throughout the rest of the months of this year. Thank you. Okay. Can I get a motion to move 13.8?

342Second All in favor. Raise your hand. And that is unanimous. Okay Item number 14 is for information only. Can I get a motion to move Ireland 15.1 at 15.2 2nd. All in favor. Raise your hand. That is unanimous. Does anybody have any new business? No All right, well item number 16 is for information only, and I think we have reached the end of our meeting, So? Move to adjourn. Second. All of those in favor raise your hand, And that is unanimous, we are adjourned.