Whitefish School Board Business Meeting April 14, 2026

001call this uh Tuesday, April 14th monthly business meeting to order. Um, would anyone like to lead us in the pledge of allegiance? Jerry would. >> I pledge algiance to the flag of the United States of America to the republic for it stands. One nation under God, indivisible, with liberty and justice for all. >> Okay. Are there any revisions to the agenda? >> Um, yes. I would like to um move the trustee the student trustee report to now before public comment. That way our student trustee has other things going on in her life. She can battle on out of here. >> Right. Sorry, you are on the spot. All right. So, I'll start with the high school. Um right now we have construction taking place after spring break. Um it is taking up a few of

002the parking spots but overall um students have adjusted really well. Uh as for sports we have baseball and softball starting it up as well as track. Um some things that have happened recently we just had juniors participate in taking the ACT. Sophomores taking the pre ACT and freshman I ready. And we also have the seniors doing community service in the morning and then bowling in the afternoon. Uh some upcoming events that are taking place this week are the career fair for sophomores that's taking place on Thursday and we have the NHS introduction or induction ceremony has Monday night at 7. The upcoming talent show April 28th at the pack. We have the eighth grade orientation also at the school as well as land. We just had a district music festival happen at Glacier High School

003for as for school trips. We have the orchestra trip to New York City DECA going to Atlanta. All right. in April is in full swing. Students in second through fourth grade are engaged in special activities each Friday afternoon in April. These activities encompass everything from arts and crafts to culinary treats to sports. Thanks to our parents and community members for volunteering their time to make this happen every year for our students. Um, kindergarten roundup is April 24th. There will be no school for our current kindergarters on that day, so staff can make room for incoming classes. We also have been conducting the screening for the new early learning program as well as the semester jump start classes that will run from the end of June to the end of July. This year's summer jump start

004will include literacy and math interventions. Now we have the school report. The White Fish Middle School Math Counts team made up seven made up of seventh and eighth grade students representing Whitefish Middle School well at the country the county competition. Overall, the team took third place with one of the eighth grade students making first overall and she'll be traveling to be Seattle. All of students were treated to the White Fish High School drama performance of Robin Hood. There was lots of positive compliments about the show. Um the eighth grade students also had a privilege of registering for Whitefish High School with the support of the White Fish High School freshman team and the Whitefish High School counseling team. Um Luke Swenson presented to the seventh and eighth grade students receiving a lot of positive feedback

005from the students and staff. Whitefish Middle School hosted the annual talent show providing the entire school with a showcase of amazing talent. And the seventh and eighth grade girls and boys track season has started. There has been a lot of participation by the seventh and eighth grade students. There are about 30 seventh grade girls and about 30 seventh grade boys. In the eighth grade, we have 35 girls and 40 boys. They have their first meet last Friday with a lot of success. One of the eighth grade boys broke a 36year-old record in the mile event. Highlighting a White Fish Middle School club, we have a fifth and sixth grade chess club. join the eighth grade chess club that meets with great participation. Thank you to Mrs. Barnes and Mrs. Stavn for their kind each week.

006Um, Whitefish Middle School students experienced success in authors of the Flathead writing contest. Out of 100 plus entries, Whitefish Middle School writers won four prizes. Second place non-fiction, ty third non-fiction, and second place That's it. Yes. Thank you. Anyone have any questions? >> Thank you. >> Okay. So, we will move on to item number D, which is public comment. This item is the appropriate place to make comments about an item not on the agenda, but within the board's jurisdiction. Each action item on the agenda has its own public comment period. In order to protect individual rights of privacy, avoid comments that identify students or staff members. Additionally, public comment cannot be used to make comments regarding contested cases, grievances, or legal proceeding proceedings. Due to open meeting laws, the board cannot respond in any way

007to comments made during the public comment period. That applies to questions. So, if you guys ask us a question, we cannot respond to that question. So, we're not trying to be rude. It's the law. Um the opportunity for public comment and participation during a schoolboard meeting is provided by attending the schoolboard meeting in person. Um and so I will open it up. The other thing is that we do have a twominut on public comments as well. So we'll try and help the keep track of that. We'll help doing that as well. So is there any public comment this evening? I have received one from You want us to line up or do you want us to stand up or what? >> Do you have to come to the podium? >> Yeah, it helps if you

008come to the podium there. >> Just turn in your >> And then if you Yeah. Turn in your just so we know who you are. >> Yes. Good evening board. My name is Megan Zonich. I am a volunteer track coach at the high school. This is my fourth season as a high jump coach. Um I am the only female on staff. At the beginning of the season, I was looking forward to working with another female um that I was told was going was going to be hired. Unfortunately, that fell through without any explanation from the board. Uh as the only female on staff, it is my responsibility to uh to oversee the over 60 females that we have on our team in the locker room and on the bus. It is impossible as a one

009person to do that. It is negligent to have a size of a track team that we have over 110 students and not have a female on staff. That is irresponsible and unacceptable. I have applied myself for the open position. Um I understand that there is a policy that the the school district has that you are not allowed to be a volunteer coach if you are in the process of applying for a coaching position. That makes no sense. I would love to have a copy of where that rule is listed in the district handbook. So I have withheld my application until mid last week because I was going to be out of away from practice that therefore not penalizing my athletes for not having a coach. I was told today that that co the coaching position

010has been closed. Again, no explanation, just that it was closed. Um I urge you to reconsider bringing a female staffer on board for the betterment of our children. Our job as coaches are your job as board members are to do what's in the best interest of our kids and we are getting hosed this year as a track team. Thank you. >> Is it okay if I run a timer on my phone? Sorry. Oh, totally. You have a little sheet sheet. Hello, my name is Grace Williams. I'm a teacher at Waybush Middle School. I coach two sports. I instruct CPR for the district. I facilitate MTSS for one of our buildings and I act as a district wellness leazison. I'm very fortunate to expand to various positions beyond a classroom educator. And I hope to continue

011doing this to help out our district and our students. Um, I want to start by thanking our board members for you guys' continued dedication to our students and staff. I really appreci appreciate each and every one of you and the time and energy that you guys take from your very busy lives to help us and our students. It means a lot. I'm here today to comment on our hiring procedures and how they may change. I want to be very clear that there is something out there that I do not only condone, but I find entirely inappropriate. and I understand that it is being discussed in an effort to cover up previous discrimination that occurred in an internal hiring process. I feel really fortunate to work at this district. I'm fortunate that I have a board

012that I believe will at the end of the day hear me and protect me. And I am fortunate that I have not disagreed with admin up until this point in my career here. It is unfortunate right now that we are teetering on becoming a district that penalizes outspoken, hard-working educators who challenge wrongdoing and the misuse of power. It is absurd to me that we are working to pass a policy that would prevent educators in our district from further contributing to student success. This policy would create a situation where we hire out of district strangers who may have actual real non-discriminatory letters of reprimand allow them to work with our students over the highly qualified members of our school community. Thank you for your time. I enjoy teaching your children. I want to remind you that

013none of us are coaching, running meetings, or holding crossing guard signs for the lavish amount of extra money it brings. We are coaching and teaching because we care about your children and the students in this district. Now is your chance to care about us. I believe you will see this injustice and understand what this policy is truly about. You are wound up to give a slap in the face to the hardest working educators in this district. Please don't do it. Thank you. >> Hi, my name is S Homequist. I am a student athlete here at Whitefish High School. Um myself and my fellow captains are here to discuss some of the arising issues that we have this season. The Whitefish High School track program is extremely short short staffs which has caused an unsafe environment

014for athletes training under limited and inexperienced coaches. We're extremely grateful for all of the coaches who have stepped up this season to coach events that they're not necessarily familiar with. that without properly trained coaches, it's impossible for our students to have the most success. Um, our current jumps coach, for example, is a distance coach, and while he has been exposed to horizontal jumps, he has no personal experience with the me mechanics or technicalities of the sport. A potential coach this season who was ended up not getting offered the position, however, had more than enough experience, which is crucial for allowing our athletes to have the same opportunities for success as those with coaches that have collegiate or high school experience. The addition of another female coach would also be beneficial to our team as a

015whole. At the moment, we only have one female volunteer on our staff and five non-volunteer coaches for over a 100 athletes. For reference, our football team has 12 coaches for only 70 athletes. Additionally, our girls head coach is unable to contribute to locker room supervision and has little to no help with bus supervision. At this age, it is vital for young women to have a strong female role model and authority figures that they feel comfortable going to with personal issues. While myself and our other girls captains are more than willing to assist, we are students and have limited roles of authority. After losing two or more coaches last year, our team is in desperate need of experienced coaches to help monitor practices and keep our athletes safe as we are currently split between three separate

016practice locations. Your reconsideration of this issue would be greatly appreciated by not only myself and our student athletes, but by our entire codes of staff. Thank you for your time. Hello everyone. My name is Maggie Zonage. I have the privile privilege of being one of the captains chosen to represent our track team this year. The most frustrating thing about our transportation situation this year is how the school board allows just about every other sport to drive to their practices. Soccer drives, baseball drives, softball drives, tennis drives, swim drives, and golf drives. And none of these athletes are required to fill out an alter alternate transportation form because those off-campus locations are where they're required to go. We are now required to go practice at SE Falls. So why is our team being treated differently than

017every other? Because our practice schedule is so up in the air, having the flexibility to drive ourselves would be most effective in getting somewhere and being efficient with all of our time. I understand the concern with having underassmen drive themselves. So our solution to this is we have every senior and junior go into the locker room and write their whiteboard, write their name on the whiteboard with the number of spots they have in their car and underassman go and sign up in those spots. They I am then responsible for those underassmen. Um events events vary with end times. So events will drag together. For example, I take all the high jumpers. So homequist takes all the throwers. Sam Niss takes all the sprinters. This is so we don't have to have kids waiting hours for

018everyone to get done at the same time. There are solutions. We do not need to keep over complicating our already very complicated season. The decisions made by the schoolboard affect me and my teammates directly. This is my senior season and while we cannot control the construction that is already underway, we still need to address the problems that are affecting our team. Let us drive. Give parents a release fund and let seniors and juniors take kids. Our team is already struggling. Do not add to the burden of our season. We have been denied practice facilities. Please do not deny us the flexibility of driving driving ourselves. Thank you. >> Hi, I am Sam Niss. I'm a senior at Whitefish High School. I'm a captain. Um, and I would like to talk to you about the inconvenience

019and safety problems going on with the busing at Columbia Falls. First of all, the buses are known to not be very reliable source of transportation in the school district. They frequently break down. They are frequently late. You can ask any coach. I'm sure they will have many stories to tell you about them. On top of this, last practice that we had in Columbia Falls, only one bus came to pick up the track team. It was 20 minutes late and there was only one. That is a safety hazard. Those buses legally can only seat 74 students and we had 100 plus students fitting onto this one bus. The solution to that is either have students wait and then the bus comes and pick picks us up later or everyone overloads the bus which is a massive

020liability for you as the school and is also a safety hazard for us as the students. On top of this, as was said stated before, different events take different amounts of time. As a member of the NHS, like as NHS member and as someone who has multiple AP classes, that extra time that's being wasted, I need to spend study. I'm missing time studying right now for several teachers that are in this room. >> I could be doing assignments, but instead, I'm here talking about this um because we're we're having our time wasted, quite frankly. And I would love to have that time to study. I'd love to have that time to spend with my family and, you know, do what a high schooler does. So, that's my point. This is a major safety concern. There's

021a major inconvenience and I'd like it to be addressed. Thank you. My name is Willie Roach and I serve as the head boys track coach at Whitefish. I am writing this and speaking to formally express my deep disappointment in the board's recent decision to trump the administration's recommendation to hire Addie Connelly as assistant track and field coach. Coach Connelly went through the application and interview process that our district has had a status quo for many years and many coaching hires. After the interview process, the hiring committee unanimously determined that coach Connelly was the correct person for the job. So, we recommended her for hire. That recommendation came from myself, head girls coach Matt Beckwith, AD Eric Harris, assistant principal Hi Copang, and superintendent Dave Means. Every h person hired by this board to make these

022kinds of decisions agreed that coach Connelly was the right choice. Coach Connelly is already a teacher in this district, our head volleyball coach, and a respected leader in our school community. With her being a teacher in multiple buildings and her extensive coaching experience of our high school girls, she has a major role in students lives from their first years till their last years. She's exactly what we needed. What happened in the March 17th board meeting was in one word wrong. With no discussion, no explanation, and zero transparency, the board chose to override the collective judgment of every admin and coach involved in the process. It felt as though conversations were had behind closed doors that something should be public knowledge. School boards are meant to make informed decisions on the systemic processes that are put

023in place. And this time, the board decided to disregard the process and make an uninformed decision. I want to be direct. When a school board disregards the recommendations to soup, admin, AD, and both head coaches, it sends a clear message that the people hired to make these decisions, myself included, are wrong and untrustworthy of making that decision, which is incredibly disappointing. The board owes us an explanation, not because the law requires it, but because the students, the staff, the parents, the community, and coach Connelly deserve one. Our season has already begun and our athletes are without a coach that they should have had from day one. Thank you. >> Hi, my name is Matt Beck. I am the head girls track coach at Whitefish High School. Um, I'm here today to express my extreme disappointment

024in the recent decision not to hire Eddie Connelly as an assistant track coach at Wfish High School. The recommendation for hiring this position was made by two track head coaches who are closest to the program and most in tune with the needs of Whiteish High School track and field as well as athletic director and assistant principal. This recommendation was also supported by the superintendent. We believed adding to be a strong hire who would bring many benefits to already strong program. Our job as coaches and educators is to care about kids. Addie has shown time and time again the level she cares about kids through many roles in this district. Proof lies in the many positive relationships she has developed and maintained with student athletes even after graduation. Those relationships do not just happen. They are

025due to Addie's dedication to the kids she works with every day. Kids were excited that Addie was a candidate for hire as an assistant track coach. We had several additions to the track roster simply because students wanted to spend more time with coach Connelly. We will still offer those all of those students a positive experience and opportunities for success, but there will be some disappointment from our athletes. This also has a substantial impact on the Whitefish High School track and field program. Currently, we have roughly 100 student athletes spread over 17 events. With a full staff and a handful of volunteers in a normal season, it can become quite a task to offer every student athlete the attention they deserve and need daily. We are now short a staff coach, which means our coaches are

026sharing duties. Our coaching staff will adapt and make situations work, but ultimately that means kids will not get the attention they need every day. This track season is also quite unique because we do not have facility for the majority of the season. As a program, we have a plan in place to adapt and make the best of the situation. However, that plan needed a full coaching staff. Once again, coaches will be spread thin and kids do not benefit. I feel this decision did not benefit the high school track and field program and more importantly, it did not benefit the student athletes of Whitefish High School. Thank you. Good evening. My name is Carl McDermott and I'm also here to address the board's recent decision to override the recommendation of the administration and the hiring committee

027regarding Addie Addie Connelly. Um, I read Coach Willie Roach's letter to the board and I agree with it. I support his perspective on the process. In short, Addie's qualified. The administration and hiring committee are the individuals most equipped to make that determination. And it is concerning that the board chose to disregard their recommendation, especially without providing any explanation. Perhaps the most concerning part for me is how I think the board is conducting its business. Now, one possibility is that each board member by themselves believes that they are better equipped than the administration and hiring committee to assess Add's qualifications. Taking what you each personally knew at the time, you each independently came to the exact same conclusion that she should not have been considered for the job. Or another potential possibility is that discussions have

028taken place outside of public meetings and decisions are being shaped or effectively predetermined before the board convenes. If the latter is true, it raises serious concerns about transparency and potential violation of open meeting laws. The public has a right to observe not only the final decision but also the deliberation process that leads to it. Thank you for your time. >> Uh my name is Brett Boy. I've been in this district for coming up on 20 years. Um, and I want you guys to know that none of us in this room are here because people asked us to be here. We are here because we believe in what is right in this situation. Um, tonight I stand before you more frustrated and confused than I have ever been in my time here as a coach. Uh,

029coaching in schools has become less and less desirable with each passing year. The hours are long, the headaches are many. Uh, for example, this will be the first year of my coaching tenure that we have more applicants than positions available first time. However, we as coaches choose to continue down this path because we believe in the possibility of posit positively impacting a student. Tonight, I'm here not only to advocate for the coaches who are being denied that opportunity, but also to explain the ramifications of what feels very much like an attack on the service happening within our school district. Last month when the board did not approve coach Connelly to be an assistant track coach and gave no explanation as to why so many questions arose. We did not receive any reasoning or explanation which

030only has led to more rumors and more questions. This has also happened within our baseball program which is also inadequately staffed because of a decision made behind PE but made by those people behind the table. I want to be very clear. Our student athletes are the ones who are suffering. They are the ones who are not getting what they deserve and we would like to know why. Transparency in these decisions would provide clarity and understanding in order to improve the entire process. Also, roughly one year ago, Coach Connelly was denied the same junior high track program because of an apparent policy which was involved or a a policy which was involved a written remand or reprimand. I hope that you can understand my confusion when I read when I read in the minutes about action

031item I on tonight's agenda, which seems as though it is retroactively fitting a decision made a year ago. To put this in context of our district feels like an eighth grader being denied the chance to go on the history trip because of something that happened in sixth grade. >> That's two minutes but sorry >> last sentence. As a coach in our district instead of feeling your support and gratitude for the work we are doing. We are left anxious, uncertain, and confused. I'm asking that you please trust the people who have been put in these positions to make them Any other public com you >> Hello, my name is Chad Ross. Um, I've been employed as a football coach or director or activities leazison on DECA and a whole bunch of things for over 28 years

032in the district. And I also want to support coach Connley, but for me, I more would like to just address the discussion things you guys are have going to have on action eye about the whole idea of the reprimand and how many years of that and going on. I don't want to repeat what Brett said. It seems like that we're going we're addressing something that has already taken place and it's trying to it appears and the only other pe the only people that are less paid than coaches are board members. >> So that I understand too that you guys volunteer your time and you do that. But in in appearance it appears that we're trying to implement something that's addressing an issue that's already taken place. And I know being on other boards that you

033can't discuss all personal things that happen and I understand that. But when Addy, we can say Addie because that's her name. She still teaches at two different schools right now and she's still the head volleyball coach. So if it was something that was deeper than that where you guys didn't have trust in her in her ability to keep that position, I think that it would affected the other things. So the outside of appearance of the board is like it's almost a personal vendetta or it's targeting upon an individual because she still holds positions that you guys allow her to do but you won't take allow her to be an assistant coach in a separate position. And then when I see action on my eye for discussion, it appears from us coming in or for me

034individually that we're trying to create something and you don't take you don't trust the people that you put in hand. The hiring process that it works right now that every applicant is screened. Adding that in there of the verbiage of if it there's a reprimand, the administrator themselves, the athletic director, even before it goes to the hiring committee would have the opportunity to look at internal references and make a decision of like, no, this isn't the best fit because of information we have that the hiring committee might have. So, it appears again that you guys are looking to absur usurp the authority that you've already entrusted into the administration to create something to cover something that's already happened. Thank you. Further public comment. My name is Julio Delgado. I taught school here for 30 years.

035Coach uh multiple sports for 20 years, over 20 years. And I think the problem uh has been created by you people and the administrators that you no longer hire teachers that can coach and coaches that can teach. you're having to go into the community and and ask people to coach that don't have the expertise uh of working with kids and athletes. And so consequently, you're you're getting some soft subpar uh coaching and you have in the past. You have administrators and a hiring committee that have recommended two individuals to be hired. It's amazing to me how you can bypass their recommendations unless there's some personal vendetta involved. I can tell you, I can speak for Ray Queen as I was able to coach him as a baseball player and as a baseball coach. You couldn't

036find a more qualified individual to take that position. From what I've seen from the head volleyball coach, it's the same thing. So, it just doesn't make any sense to me to come up with a policy that's going to narrow the amount of coaches available to you. The most important thing to a head coach is loyalty. And if you take that away from the head coach, okay, you're going to have coaches that are going to be backstabbing each other and the program does not run correctly. The head coach has to have basically the final say on who his staff is. Whether you like it or not, if you're going to have a program that's going to run correctly, you got to have him or her be the final say on who gets hired. >> Thank you.

037So we will move on to item number F which is our approval of we have quite a few of those. >> Sir are you guys going to do item C? I see is this vision of the agenda >> by by Robert's rule of boil and you could go back and look at Connelly and any one of the board members could ask for another vote >> not during this meeting >> since it wasn't >> during this meeting. >> Okay. >> Yeah. So just to clarify the item wasn't tabled so we can't pick it back up but it could be put back on the >> it's not >> but it would have to be noticed so that time have more public comments. Yeah. Thank you. So, we are moving on to item F, which is the approval

038of minutes and we'll do each one individually. >> Um, ready. Here we go. Approve. >> Okay. The minutes for April one. Um, motion. Okay. Darcy. All those in favor. So now we will move on to the March 17th. >> I move we accept the minutes of the March 7th and second that is moved by Jerry and seconded by Quincy. All in favor is not present. Uh we're moving on to March business meeting. Second move by placing in favor. Now we move on to the special board meeting of March 4th. Number one. I through 10 seconds. That was moved by Darcy and seconded by Quincy. All in favor uh special board meeting of trustees for March 4th number two. Accept a special board meeting of March 4th number. >> Second. Okay, that is moved by Jerry,

039seconded by Quincy. All in favor? >> Okay, now we're moving into March 5th board meeting number one. approve. I move approve is moved by Darcy and seconded by Katie. All in favor u special board meeting trustees for March 5th number two. >> That is moved by Katie. >> Second and seconded by Quincy. All in favor? Okay. And now we will move on to item H which is our W A WCE. For those of you in the room that don't know me, my name is Adrien Odell. I teach at the high school and I'm serving as our union president. stand before you this evening with a very heavy heart for both my colleagues and my own role in our district. As I share my concerns with you this evening, I ask that you listen with the

040intent to understand. The primary concerns I will share with you revolve around a destabilized collective of highly qualified teachers and administrators. My hope is that you will hear these concerns and consider the recommendations of WA in order to return our district to a state of sustainable and collaborative service to the ones who matter most, our students. Our WSD hiring process is my first area of concern. Our hiring process has been under review and revision. Many past practices have been adjusted at times causing confusion and inconsistency due primarily to communication breakdown. WA recognizes the need for review and supports the refinement of the hiring process for teaching physicians in order to facilitate transparency and efficiency for all stakeholders. However, concerns around the hiring process have continued primarily around the stage of administrative recommendations for hire. Under

041this category are contract renewals. Bulk teacher contract renewals being dissected to line items rather than following administrative recommendation. This specifically targets untenured teachers and teachers holding appendix B positions. This potential action by the trustees increases the likelihood of increased destabilization of our collective and undermines the working relationship between teachers and administrators. WA recommends the following that the human first number one the human resources director communicates directly with the candidate for hire during the entire process. The interview team continues to consist of teachers, staff, and administrators. Number two, a Whitefish School District work session is scheduled before June 30th, 2026 to gather as much stakeholder input as possible. Number three, if the denial of any position following administrative recommendation for hire occurs, WEA recommends the following. the HR director and/or the trustees engage in respectful practice,

042offering an honest explanation of the reasons for denial and suggestions for improvement. Number four, when a trustee has a personal conflict of interest regarding a Whitefish School District employee, please follow best practice and excuse yourself from discussions both in and outside of the boardroom, motions, and vote. My next area of concern, appendix B position for untenured teachers. WA cannot in good faith recommend untenured teachers take on these positions due to the severe lack of protective factors and potential negative impact on his or her teaching career. Appendix B positions have a separate evaluation tool that is not a part of our CBA. Number three, our activities director position. This is a non-administrative assignment with embedded supervisory duties, evaluations, communication, and duties outside of the contracted year. WA recommends the following. Number one, administrators, please refrain from

043recruiting untenured teachers for appendix B positions. The appendix B number two recommendation. The appendix B IBB subcommittee be reconvened before to September 2026 with the addition of our human resources director in order to review previous notes and draft a proposal to the full interestbased bargaining committee in 2027. Over the past year, teachers have approached both WEA leadership and our administrators with questions about the appropriate method to give feedback to our school board. I now pose the question to the board given that surveys are being sent out to students, parents, and staff. Do the trustees seek feedback on their performance outside of the election process? If so, what mechanism for feedback is desired? I would like to draw everyone's attention to the best practice poster on the wall behind Miss Clark and hope that everyone in

044this room including our trustees can follow these practices. I'd like to thank the board and audience for your time and attention to my concerns this evening. I would like an answer to the questions I posed. And are there any other clarifying questions for me at this time? >> Excuse me. >> Can you email or >> the questions? >> Yeah, >> absolutely. >> The whole thing >> so that we can see it. That be possible. >> Yes. >> I would say just it for transparency. One of the reasons we asked for teachers by name is because we don't know a lot like you know people who don't have kids in the school or don't have kids in a certain school we get this bowl of names like oh what do they teach and it's really when

045you talk about the human element that actually is where that came from was from the human element was trying to figure out oh this teacher teaches foods or this teacher is teaching history because we get a name like it could be your name and I'm like well what does Adrian you don't doubt even do in the district script. So it was actually more out of a curiosity not out of a of an area of targeting. Um so that's how it felt when the request came through. I'm really sorry but as the discussion we had as a board which was during a public meeting um the discussion came about and the reason we wanted that was so we knew where people were sitting and also there's movement and so you know you'll see at the end

046of this agenda a couple years ago we're like can we just know where teachers are moving because maybe you're you're oh so and so has a teacher now for kindergartens for example looks like Miss Brown's going into kindergarten next year there Brown's in kindergarten and also the public expects us to know where teachers are. And so to that question in your statement, I would just say that's that's why we asked for that was truly out of a human component. >> I appreciate that clarification. >> Yeah. >> Also to the end of how we solicit input. Thank you all for being here. Every meeting we have public comment and we receive your letters and we receive your your thoughts and your input and every month we get a a report from you Adrian. Thank you for

047showing up and telling us how teachers are doing. I would say 99.9% of the time it's it's very positive and we really appreciate your input really seriously. >> Thank you. >> So thank you for taking the time to offer it everybody and do >> Thank you. you know into our discussion and action items and we have moved action item I have. Okay. Okay. Great. So, we are moving on to action item A which is our interim superintendent contract. Um and I am very proud and happy to present this. Um so, um presenting the board for approval is an employment contract for the 2026 27 27 interim superintendent position uh to be offered to Lisa Bliss. Um, are there any clarifying questions on that item? Is there any public comments on this item? Back to the

048board for further discussion or a motion. >> Um, I have I guess a question about um thinking about what we did this year when we had a lot of conversation about evaluations just knowing Dave was leaving and how we wanted to do that. So I think >> right >> it's just something because it's part of the contract right that we need to do an evaluation. So I think that we should probably um convene the superintendent evaluation committee and figure out how we want to go about that one year because um well very much said it's a one-year position. We still need to do an evaluation. We still need to have priorities and goals and yeah keep moving forward. So, um, >> I think a good time to do that would be the annual summer retreat

049where you where the search firm offered to help onboard the new superintendent. And so, it might be worth it to engage them in getting everyone on the same page in terms of share what Lisa is comfortable with, how we want to establish. >> That sounds great to me. If there isn't further discussion, I'll be thrilled to move that we approve this petition. Second, that is moved by Katie and seconded by Darcy. All in favor? >> Okay. So, we'll move on to action item B, which is recommendation for hire uh for the mold principal with Mr. Me. Yeah. Um um for your discussion with possible action is the recommendation to hire for the mold principal provision. Um I wanted to thank all who participated in the mold principal process. Uh I want to thank specifically the

050interview team carefully reviewed feedback from staff, parents and the community. Um during the interviews, the panel asked questions guided by the job description and qualities identified as important in our surveys. Um so I'm excited to recommend Miss Santo. She's recommended for hire Jennifer Santo for hire based on her extensive experience as both an administrator and a district instructional leader. She brings great energy, positive positivity. Uh center currently serves as an assistant principal at Home Elementary School in Manine County, Florida. So following this process, administrative and trustee committee recommend Jennifer Santor approval of all principles. >> Any clarif when we did the superintendent one, there was opportunity for people who were there. They wrote down things and then they gave it to the with that similar process. Sure. Any other clarifying questions? Is there any public

051comment on this action? I don't back from the board for further discussion or a motion. I wonder if Jerry wanted to speak to it since she's okay. Um yeah. Um it it was a tough decision. We had four very good candidates and um it may seem that m uh Mrs. Santo is not going to be local but her husband already lives in the house and her son is going to school there and her daughter is going to MSU next year and she's relocating for good here. So that was already planned for the hire and um you know the committee uh did their due diligence and so I would thoroughly unless somebody else has a comment. >> I would like to recommend um Jennifer Santo as the music will complement our district. >> Moved by Jerry.

052Okay. Seconded by Darcy. All in favor? Oh, I'm sorry. That was all in favor. >> Thank you. >> Yeah. Oh, wait. We are moving on to C, which is the WHS expansion owners representative report. >> Well, I'm just excited this time we've got some better photos. Hello. Um, >> uh, I'm Luke Hammond, tell Construction Advisors. I'm the owner's rep for the expansion projects. This is the April update to, uh, the projects that we're working on at the high school. Um, so to start off, um, as we always do, we'll go over the budget. Um, and this month there are a couple revisions to the budget and the GCCM contract status. Uh, so first and foremost, um, the sources is still the same at the top. Uh total spent to date is 2,556,043 uh which represents

0537% of the overall budget. Uh which is right on track for what we'd expect at this point in the project. Um the owner contingency still says TBD. Uh finalizing still some portions on that and by next month we should have a good picture of what the owner contingency looks like. Uh construction GCCM contract status. Um, we've infilled some some figures here based on the previous three amendments to Martell's contract. And this also contemplates the fourth amendment which should be the final amendment which we'll look at tonight. So these figures that you're looking at are what we're tracking for the overall cost for the GCCM portion of work with Martell. Um, and so on the athletics phase, we're tracking 6,365,915. Um that includes the contingency that the contractor contingency that's listed below. On the academic phase,

054we're tracking 24,330,515, which also includes the contractor contingency listed below that. Um and again, the next agenda item is to review amendment number four. So, we'll look at that in a minute. Uh moving ahead to the schedule milestones, uh no revisions to this this month. Everything is still on track. Um, which is great news. Um, and rolling right into the key updates this month. Uh, along those same line same lines, we started construction out there. I'm sure everyone is fully aware of that. Um, sorry for the inconveniences. Uh, the academic phase started on March 23rd, spring break, and the athletic phase started on April 6, right after what would have been the last home track meet. Um and things are moving rapidly. Um so a lot has happened out there in a short amount of

055time and given that this is a relatively uh tight schedule um things will continue to move rapidly. So a lot of changes will occur out there. Um item number two as I've already mentioned is uh the GMP amendment number four which we'll look at here in a minute which will finalize um the balance of the project into Martell's contract. Um item number three, the academic phase. Key activities this month um are asbestous abatement on the the portions of the facility that are being demolished. Um building demolition is underway, which we'll look at some photos here in a minute, as well as some early micro pile foundation work that's occurring uh on the academic side. Item number four, uh key athletic phase activities. Um, we demolished the rope course. Um, we've demolished a lot of of

056earth out there. You'll see uh in the photos that were taken last Thursday. Um, we are scraping and and clearing and grubbing top soil um and getting ready to demo some of the outbuildings that are out there um in preparation for the the field work that will occur as well as some uh early underground utility work this month. Um so with that, jumping into some more exciting photos. This time it's not just uh plan sets. Uh the first one here is um the groundbreaking photo that we took earlier this month. Um and that was some of the core team members and and board members there at that groundbreaking photo. Um rolling into the next one. Uh this is showing right behind what is uh the construction trailers that are out there right off of Pine

057where the old entrance to the high school used to be. Uh this is where the new parking lot will be. So, subgrade has occurred to get that up to up to what it needs to be for future parking lot. This is the construction entrance off of Pine um which is no longer accessible to staff and public. This is looking at the north entrance to the gym foyer where demolition has occurred um and is prepping to take that structure off here over the next week or two. Um you'll start to see that building come down. This is the interior work that's occurred to uh get it ready for that uh full demolition. And then this is just another shot looking a little bit further south into that building of some of that demolition work that's already

058occurred. And again, these were last Thursday, so a lot has happened. It's it's quite different um out there today. Um this one is the track looking from the northwest, which was a portion of the track still remaining as of Thursday. Uh you guys have probably seen it today. that track is no longer there and most of that grass is is no longer there as well. Um so moving right along and then this is the south portion of that area, the field field uh practice area where clearing and grubbing has occurred. Um getting ready to do some more subgrade prep and utility work. And then just another shot looking to the southeast. What else? Oh, we've also got work going on in the wrestling cardio room. Um, this is to add a corridor for egress purposes.

059Uh, so there's some saw cutting and um, what is now there is some framing of walls that will have a corridor and a new new entrance added at the east side of the building there. Um, so some interior work is occurring. This egress is needed for graduation to occur uh, with the areas that are closed down. And I think those are all the photos. Um so yeah, exciting things going on out there. Um it will continue to change and uh as impacts um move along, we'll continue to uh communicate those to to the community. So that is the update this month. Any questions? >> Yes. >> Can you explain what uh what is remaining uh to get at the orange contingency? Uh we're finalizing this budget today which will finalize the uh the remaining portions

060of sourcing that we can use for owner contingency. Uh we're also finalizing permit costs with the city. U so just get to get to that final number. Um there's just a couple things that need to happen. We generally know what it'll be, but before we plug it in, it's just got to execute a couple things. We're tracking roughly 5%. >> Very exciting. Any other questions? >> Thank you. >> Of course. I think I've got the next one as well. >> So, this is a WHS expansion construction. >> Yes. So, as you guys are fully aware, we've had three amendments to date. Um the first one was for the grandstands, the second one was for the stadium lighting, and the third was the basically first half of uh the Martell uh balance of work for the

061bidding process. Um and so this would be the second half of of that scope of work for the projects. um the dollar figures that we're looking at this month um to culminate with their the the balance of their contract is listed. So, first of all, there's three attachments. Uh the first one is the amendment to their contract, the A1 133 of the AAA contract form. Um exhibit 4.1 lists out the previous amendments as well as this amendment. So the third page of that uh the academic phase that we're looking to get um reviewed and approved this month is uh 9,736563. Um and then the athletic phase for this amendment is 1,764 613. Um, and the last uh attachment there is just the breakdown of all the bid analysis and um everything that went into both

062phases to culminate with the totals. Um, so those were the amounts that we're looking to get amend amended this month. Um the totals for both phases starting with the academic side uh would be 24,330,515 and the total for the athletic side is 6,365915. Any questions on that amendment? Shannon, >> no. >> Is there any public comment on this item? >> Back to the board for further discussion. >> I make a motion that we approve the amendment and second. >> That is moved by Shannon and seconded by Katie. All in favor? Thank you. >> Yes. Thank you guys. >> There's a big budget in there. >> Moving on to PE which is the 2024 2025 audit report is a discussion discussion. Um so uh the 90 page one or report is has been uploaded to the

063agenda. We also have four only for >> you can >> it's always available in my office if anybody is interested. Uh so um so all of you here for all of you here we have an annual financial audit that's required by local here the deadline is March 31st. Our uh audit uh firm was Nexus CTA who um uh is a company that has been our district for a number of years. Uh but recently ownership of the current change plans. Uh we uh completed the audit by the deadline and uh we received the uh first uh opinion on our financial statements. Uh that's the unbodified. is the financial statements as presented within the audit report were uh fairly presented and didn't need any corrections. Uh we uh the audit always takes a long time as all

064of you know because uh it's a very thorough process that looks at many different areas of what we do internal growth cash liabilities both uh long-term and shortterm revenues issuance of debt which in other came where we need revenues um of all different categories. Uh expenditures of which we have more than maybe 30 million a year. Um fund balances, the budget uh um and many others and yes and uh federal expenditures. Specifically this year the aud federal grants which for special education. Uh so it was very thorough and unborn and there was one finding as a recommendation to be improved which was uh uh one of the uh high school funds. fund uh was uh slightly over levied uh resulting in a dollar over levy annually for every $100,000 of access. uh that's something that

065uh does not really need to be addressed because uh the over levy of this amount which is so low will just get decreased the money we get this year so it's wash uh but I think we had a very discussion with the auditors uh both D and were present at the exit conference with the auditors who spoke to us in the So any questions many years of doing a great job the best score of the >> I know the 90 pages to show us that you're award impressed of you guys. Did you really appropriate the bank? >> Seriously, congratulations. >> Thank you. Thank you. Very nice. >> Your whole department >> and I want to say uh and thank you for reminding me. I want to say thank you to the business department, my business

066department specifically and that's great. Thank you. I'll deliver the message. Thank you. Thank you. We are going to move on to uh discussion or action app which is a curriculum and instruction position reorganization. So give us kind of a rundown of what that would look like. Okay, good evening members of the board and members of the public. If uh we haven't met, I'm Sarah Crumbs, the human resources director for the district. I work part-time. >> You work full time. Um, so maybe it would be helpful to guide your discussion just by giving you a little bit of what the position looks like now and sort of what's envisioned. So the draft document that was attached to the agenda actually includes a draft of what it could look like and then the last two pages are

067the existing position description. Um so existing position description um which Lisa has held most recently is the director of curriculum and instruction which really focuses on that element specifically. Um and you can see in the summary of assignment it's responsible for the curriculum aligning to the standards and then curriculum review staff development and a program of assessment. So, um there are uh assistant superintendent for curriculum and instruction positions that are found quite commonly in uh school districts both within Montana and across the country. Um I was actually privileged to talk to a couple of these people as I was doing the reference checks for some of our moldown principal candidates. So, that helped me actually get a little bit of a better idea what the job entails, but you can see in the draft, and

068then I'll also kind of float a few other things past you to think about. Um the assistant superintendent would be looking at the curricular instructional and assessment programs, making sure again they align with academic standards and then facilitating curriculum review and leading staff development and professional growth initiatives. Um the job responsibilities are broken down there in categories. So you'll see the main functions instructional leadership and curriculum development, assessment and data literacy, professional development and coaching, communication and liaison duties, and then legal compliance and budgetary duties. One thing in that part that I want to point out is the acting authority to assume the duties of the superintendent in their absence. So this is something right now that we are lacking in terms of a designated position to do that. So in the case of the

069absence of the superintendent whether it's for leave or another purpose maybe traveling out of the district um right now the superintendent asks one of the administrators to take that role as as act backup but in the in this model you would have a designated position and person for that which I think is helpful because then you know you always have um I think also So uh addition like the additional focus on um professional development and coaching the data literacy. So all of these things are things that can be assessed at the district level but then shared and implemented with building administrators and then also even down to individual instructors which is helpful because I don't think any um staff member in this room who's working in a building with students has extra time to dig

070into this stuff. And so having an expert that can help lead and guide and interpret um and coach is useful. Um and a lot of that's happening already. Um and then also just the um the integration and interface with stakeholders. So obviously that's this position is serving the staff of the district but also um communicating with the public informing the board um and then you know it's important obviously the regulatory compliance budget and as I said acting superintendent duties. Now what's not addressed in here that's a question that you see in some models is supervision. So right now the superintendent supervises all of the administrators and directors that we have in Woodfish. Um I have the current orchart here and I can share a copy with you but I don't have it put up on

071the screen. Sorry but it's about a dozen people I think more or less. Dave, is that right? Um, so what you see in some districts where they have in assistant superintendent or assistant superintendent for curriculum and instruction, they will in fact be the direct supervisors, the people doing the evaluations of the building administrators. So in Callisbell for example, they have two assistant superintendent, one that does uh K to8 I think and the other that does 9 to 12. Same model in Missoula. Um so in Missoula those assistant superintendent, they do the evaluations for the administrators that fall under their section. We would have one for the entire district. Um, and then you know if you followed that model in our staffing pattern, the superintendent would be covering the other administrators and directors that are not

072in those building positions. So that's a question for the board to consider whether you would want to build in a supervision piece that would split the duties between the the superintendent and the assistant superintendent. Um and then another thing that can be added to this potentially and I think is a logical follow on to that is um basically the ability to fill in as a building administrator whether on a short or long-term basis depending on what's happening and you see especially in smaller school districts in Montana for example superintendent who have principal duties um and so that's also something that you could consider building into this. I would say probably in our system it would look more like that line about the acting superintendent, but it would be a duty that could be to serve

073on an interim basis at interim as a building administrator if needed. So, um that's sort of an overview to kind of help you to know what it could look like, where we are and where we could go. Um, I think it's also a great opportunity when you think about the development of staff. Um, you know, from teacher to administrator and then up through the chain. Um, it's a good way to also be developing future superintendents whether they are to remain in the district or to go to another district. But um I'm always a fan of promoting from within and growing people to do the next thing. It's paining me right now because um we're moving people and then we have to fill their their job. >> So it's making more work but it's the best

074possible problem for HR or any organization to have because you gain so much um experience and dedication when you are able to help employees to to do that. So >> questions or other input? >> I think that this is a great idea because it will provide more support for the superintendent. I feel like it's something that we've talked about for for years, expanding that position because in a lot of ways the curriculum is instructor versus already doing a lot of that assistant type of of stuff. So I think it would make sense to formalize it. I guess my question Sarah is exactly what you were just alluding to which is sometimes there's a domino effect of you fill this position then you have to fill the other position and so on and so forth. So

075do you have a timeline in mind? >> Oh well now that Lisa's been approved as the interim superintendent I would urge um the board to consider if you're going to make this revision to do it as soon as possible >> and get the thing posted. I think everything we heard as we moved through the superintendent search, the principal search, and also what we're finding with the the current hiring, we've had a lot of fantastic candidates coming through for positions, partly because um we're hitting on the early side and so it's really helping us. So, I would love to get it out on the street as soon as we possibly can. um you know once we've been able to thoughtfully craft it and get the financial and whatever other approvals we need um so that we

076can get some great candidates um >> have a look >> I wonder if it would make sense to put it as a special meeting before our work session two weeks so that we can get it posted this notebook idea I have a question. >> I know some of the center are basically um like with the coaching and then also administration and so just trying to figure out how to clear up that line. I think sometimes staff is not sure if they should listen to they should their building administrator director and so I'm just wondering if in the job description or somewhere more clarity around um how those interface al together so that way everyone knows that you know sometimes the curriculum director or assistant superintendent might be coming in with feedback but if you know

077so does it need to go through just the administrator can it go from the assistant superintendent to the staff member. So, just making sure that that's really clear and how that works. I know our policy states that the principles are the instructional leaders of the buildings, but then you also have the Chris Gale or assistant superintendent panel reporting that. So, I think that that's the type of real gray area. It gets really confusing for everyone. So, just making sure that's really clear. So, one thought I have on that is this supervision piece because if this assistant soup is is supervising the building administrators, it's a chain of command. And I think what's really important is to have some type of understanding what that is, whether it's clearly defined like that or in another way in

078the job description. But really, it's the the people that are executing the duties to understand that interface and to work well together. >> And honestly, between building administrators as uh instructional leaders and the district instructional leader, everyone's on the same team and like moving to do the same thing that's best for the district, right? So, um yeah, I think that is also just an important piece of it. But I hear what you're saying like having that role and kind of how they interface clearly defined is >> it could be it can it can all be mixed together. could be very defined and you know that's something that should complication >> any other question >> I was just curious if you had >> I think it's great >> doing so but I think >> you know

079I think a wonderful idea for I think any way to growing district I think one of the highlights touch on too. It's just that thing about the the superintendent is not always around. They're either traveling to conference or something like that and or just out of town for whatever reason. really nice to be identified who's in our who's who's responsible for and then that focus on structure and engaging in that throughout the district through that assistance sense. The other thing I think is really consider is the structure of supervision because uh like Sarah mentioned uh of superintendent in those types of situations supervises district administration assistant superintendent supervis be nice and super island here in our district. >> I didn't say that. >> I know you don't say that, but I just happen to have

080you. >> So, >> well, and this is not really in position. I mean this is shifting the position size but it's not really we're not adding position we're just yeah >> we're giving restructuring restructuring giving it different type >> you're doing great with your parttime job okay uh item G which is personnel recommendations for hire with Mr. needs >> front of you are a list of recommendations for higher. Um you can see the majority of those are for our summer jump starts summer position. We have some uh playground crossing guard positions and there's also some food services temporary to help out >> any questions. I was just that full or >> good question. >> Yeah, we have three ending. >> So close. >> Any other questions? >> Is there any public comment on the sit?

081Is there opportunity for public comment on IM on the superintendent to restructuring? >> No discuss. >> It'll be in a special meeting. >> Yeah, it will be another meeting. >> Yeah, yes, exactly. It'll be noted 48 hours ahead of time. Anytime it's action item, then there's public comment. Thank you. >> Yeah. >> Okay. So we are moving on to item u we're still on. >> Okay. >> So we're public comment on item G. >> What about your budgetary concerns? Is it already worked in the budget? >> Is that we can't answer questions? We can during discuss >> during discussions we can. So um is there any public comment? So okay it back to the board for further discussion or a motion. Yes. All this is budgeted. It's been budgeted, right? >> Yeah. The summer jump

082start program. >> Yes. Sorry. Yes. Yes. >> Um I just I know everyone's here this is the time to talk about hiring and firing which is a very challenging part of being a board member. And Montana is one of the few states that has the school boards in charge of hiring and firing. And so um I just think I want to just take the opportunity to say it's a very vulnerable position to be in because we actually get very little information um when we hire or hire um anybody and so we don't take this voting in any way likely and it's definitely a heavy heavy item. So, um, it's just something, but it is one of the powers and duties that is put on us by the state of Montana. With that, I approved or

083I moved that we approved this. This is moved by second. >> Seconded by Jerry. All in favor? >> We can now move on to item H, which is a donation from the WHS band. >> Thank you. Presented for your consideration is a donation check in the amount of $20,8725 uh for the high school band and it's those funds have been earmarked for u in 2027. This is organized and managed by who we know is an excellent for students and this is just another education foundation this or they're focused on the instrument he did that on his own. No, >> no. I think they are asking for another board. >> Are there any other clarifying questions on this item? >> Is there any public comment on this item? Back to the board for further discussion or

084a motion. >> I move we approve the donation. I second. Okay. So that is moved by Darcy and seconded by Vincent. All in favor? Beautiful. We got all that Lucy. Thank you. Okay. Uh now we'll move on to discussion item I uh which are suggested additions to hiring procedures. Um and so this I think again in uh as a board trying I engage I like difficult discussions. I think that that's how we all grow together. And so I think in full transparency um this item is something that um was brought forward in the sense that trying to add clarity and transparency to the processes that that we go through. Um, and also that this also exists already with it. This isn't a new procedure. So, it has been in there, but it's never been written

085down. It's never been given any um timeline. And so, it tends to be an arbitrary number at different times. I think in the board, since I've been on the board, I've asked this in the last five years. What is there an a number of years? What does that look like? and we don't have any direction again as a job that I take very seriously which is hiring and firing of people. Um and I'll put my integrity against that every single day that I take this job as seriously as you possibly can. Um and and so I I want to have clarity in what this looks like moving forward. So so there is transparency. I I have nothing. You can ask me anything. I tend to overshare um if you when I'm in my clinic, wherever

086it is. And so it's one of those things where I think as a board member, I feel like I need direction and I I think our board in general feels like we need direction with this. And so that's really why it's been put on here as a discussion item, not an action item. There's no vote happening tonight um on this item. It's just um open for discussion and for all of you to hear as well. So, um I don't know if um board members have any um comments or discussion they would like that but I would just say that that's why it's happening right now is because it is a discussion item and to some of the points that were raised we can't just have this conversation we have to have it right now. So

087when we need to clarify process of the procedures do it publicly. So that's what we're doing. So as far as that confusion you're watching it happen. >> Yeah. So, >> but sometimes it means it looks confusing or because it is it's confusing to us. So, that's why we this is the only time we could do it. >> So, I think a couple of things I I had talked to Dave about presenting tonight are uh is this written down anywhere with a a procedure that someone could look to and say this is what we follow? >> Okay. It doesn't exist anywhere. It doesn't no does not exist. >> Okay. And it does not apply to union members as far as it is purely for for the CBA. It's purely for extracurricular or additional duties. >> As

088that is stated in there, that is applying to extracurricular. >> Okay. >> Nope. I would say that due to what I'm hearing that this is not um new, it's sort of somewhere squishy in procedure. Um first of all, we at the board shouldn't be discussing procedure. My my um I guess recommendation is that we that this go that way. Well, that's part of the confusion, too, is that >> it's a procedure, then it's not >> and it can be. So, I I recommend that that it that it not maybe not exactly as written, but that we have the discussion and the with the public and the input to get this as a policy so that it's clear so that it's always, you know, factored in on extracurricular decisions. One thing that would be nice about

089it being a policy for the question that came up earlier is there would be an opportunity to have direct public input before an action is taken. >> Um yeah, we can't like you said we we can't have conversations as a group that aren't public and so for the last several years there have been several times where you know a board member can call the chair or call Dave and say there are certain number of years and and there just there hasn't been. It's like sometimes it's a one year guideline or sometimes there's two or probationary period when you're in 10 years. Even if you're doing great on your second year, you still have to wait a standard three years. So, as a way of just providing clarity, not related to any certain situation, but in

090general and having, you know, clear policies um in place, I think it's something worth considering. I also think it's important to say and I appreciated that um Chad said this. A lot of times it's very hard to make decisions about this because some people might have information that other people don't have, right? And and you can't get into that information, especially in a public meeting because of student privacy rights and staff privacy rights. So, nobody's going to be able to answer questions that are going to violate somebody's right. And if you had a procedure, process, policy like this in place, then it doesn't even affect that question of well, explain yourself because it's already part of our established process. And I think it's worth noting that like in a few cases, people might have the

091same information but judge it different. And that's where as a board think it becomes a personal call as to exactly what Adrian pointed out over my shoulder what's best for students and that's always speaking for myself but knowing each of you where we're each coming from like based on what I know what do I think is best for students and then the decision comes from there. So I just think that a an opportunity to have priority and then it's not >> and this was a I question I had because I didn't know you know I'm like if there's if people are getting a hundred reprimands a year because every parent that calls in issues I mean that I understand it's not a fair thing and so I asked Dave on average over the last five

092years what is the average number of reprimands that happened within a district within and our staff coaches everybody per year and it's 2.4. Um, and so I thought, you know, 2.4 is is not I mean I commend you. I mean I that's amazing. I think that speaks highly that we don't really have an issue within. But I also look at again I don't know what any of that entails but I look at in my own profession and a lot of other professions that some might not be worthwhile at all. I think some reprimands are probably lack merit and I totally get it. And then I think there's some reprimands that probably have a are legitimate. And then how do we decipher again as being the the main hiring, you know, being asked to do this?

093I don't know how I don't get to decipher those things. I don't get to know those things. And I think sometimes we ask our students the same things. We hold them to this really high standard where if all our sports athletes are caught at a party and you were there to pick up someone because they you were their designated driver, you still are probably going to get suspended for 10 days and you were totally not, you know, you weren't necessarily uh doing anything wrong. I think that it can apply like to all of us that we're we're held at a high standard and we hold our students there. And so it becomes this idea for me as I'm I'm trying to figure out where that where can you um what's fair and not fair and

094I think discussing this policy is trying to figure that out for me. >> Yeah. Yeah. Provide provide clarity. It provides clarity and it was definitely one of the things like I said having to really take recommendations and um not know not be part of the interviews not see the personnel files not see anything and just take recommendations put this in a vulnerable position sometimes and it's kind of one of the hardest things we do it is something we spent a lot of time talking about different work sessions we've had um different people come in from MTSBA we've had our attorney come in just about trainings and trying to make it as transparent as possible, but there's still some things that can never know. And this is just another piece to make sure that we're always

095aware of that we know that we're doing um you know because we don't we would never take reprimand lightly. Just like you know if a student gets in trouble, we don't take that lightly. Um but it takes a lot to get to a level even for a student where they're get like you know a letter in their file or something happens. So, I think it's important that we um that the board has comfort. And this one of the things we've worked on really hard as a board is getting our policies and our procedures in place so they're easier to follow. So, if somebody else were to come in and sit in these seats, they would know. We've done with the superintendent evaluation. We've done it with other things. So, we're trying really hard to make

096it so we move forward. This is definitely a painful situation we're in and a hard time, but clarity is kindness. So I think knowing what's out there is is the goal. >> If it were to go through Paul, what would that look like? >> So the way I would suggest is is first of all as just so everybody knows I have a policy from you. Um so I I I wouldn't want it to I wouldn't want it to come to the policy. I I guess what I'd like to do is have before it goes to policy committee or part of that process I'd like to have some of the public discussion and some of the input from the from the union and the administration and everybody ahead of time to sort of craft the language

097so when it goes into policy committee we have something so we're not crafting it involved so and I don't know exactly how we do that but I guess I'd suggest that on the next meeting or at a later meeting we put this on the agenda as a another discussion like a work session. >> Yeah. Some way which will be public and noticed so so people can come in and you can certainly also send in you know letters etc. to to say these are my thoughts on how this policy should look and then and then we go into policy and then it would come back to full board uh as the policy committee crafts it would come back to full board and then there would again be public comment on not only how it looked but

098whether you support it or not at that and then we would vote >> well I think the one positive in that too is if because right now it does exist and it exists in a really a different board could interpret it differently and just implement >> an administrator but it could be interpreted so differently by everyone right now and so I think >> by having the ability of public comment >> you ask questions or anything >> yeah not on the discussion but it will be so this is the goal is that >> I think it would be for clarity >> other saying it exists and then we say it's not existing It's not written down. >> It's not written down. But there let me let me rephrase. >> But a something is being followed right

099now that is not written down. >> We can't even find it. Yeah. >> Doesn't exist. >> So it doesn't exist. It either exists or it doesn't exist. >> It does not exist. But an administrator whoever is an admin someone could can follow make up their own way of doing it right now at any time. So if Dave left and a new superintendent committee said this is how this is going to work and it could be would you like to say? Well, I just think that I don't think there's any written procedure or formal procedure in this area anyway, >> right? >> But there is guidance that sometimes schools follow this general >> sometimes calling. >> Yeah. Right. General guidance of one year or something. >> No, we're not. No, >> we can't have the public

100commenting. >> I'm not commenting on I'm just commenting on my just there's there's guidance uh similar that there isn't anything written that I'm aware of. There's no law related to this. >> So currently guidance is being followed that is not written or has any policy whatsoever but there is guidance being followed >> kind of like best practice right >> best practice >> what's the best practice here and you can search it up and be like what's the best practice for this or that um different people and different people interpret it. So we are trying to get something >> and as confused as all of you are looking back at me that's exactly how I felt because there is we have guidance that is followed but none of us really know what that looks like from

101administrator to administrator. It's it's all over the place and so the goal is again to have a meeting with public input. This is this is exactly what we want is we want public input to make it that it's stated somewhere so it doesn't just get interpreted by the person who's in charge or guidance from the person who's in charge make recommendations. >> Yeah. >> So first will have to stop the conversation. So that's the idea is it's very nebulous right now and it decisions are being made on a nebulous idea and we're trying to have it put into a policy so that we're all on the same page and right now I think the best way to do it is that public input. That's why we're all here as we open it up at a

102work session and we have people come in and give your ideas and that's exactly why this has been made a discussion item and not just an action item. Nothing is being voted on. We do care what people think about it and we all want to have input and what it looks like and that is very important especially in a community. I think it's important that we all have a say in what this looks like. Um, and so that that's kind of the idea I'm getting is that we want to put this at a work session. >> Yeah. >> Okay. >> And that everyone will be notified so they can participate. I think that's >> and per Adrian comment earlier. I think it would be helpful if it was before. Did you say June 30th? >>

103Yeah. 30. >> Yes. And we we definitely want you guys to any other >> so we will move on to C which is the administrator announcement >> I'm sorry a How about the best? Somebody else Okay. >> Oh, I was gonna make some comments about the WHS expansion. clarify some of those things that I think did a great job of recovering all that did outstanding job covering some of the progress that's been made there make very good nice to see that we took a uh one thing I wanted comment on today is this quick response team in our districtwide quick response team led by Mr. around and facilitated a walk through area just looking at it from a safety book pathways around the building access but that was a very good exercise through and just

104kind of get an idea of what's happening um and and how things are progressing and we're trying to make sure that we anticipate some access areas and things like that talked about that. So just looking at that and then where students block near some of those construction pencils and like that make sure we have fencing separates them from pathways they're working hard on that as well. >> Um >> can I comment on that? >> Yeah. I was just gonna say um the email out about the incident that was in the parking lot sent it or who sent it is that there the weird like I was like I feel like um those are all just such nice communications part of that um >> we talked about so >> yeah that comes from some of our

105discussions we've had before >> letting people know about something where >> a lot of attention there was sure >> like Yes, >> for standard. >> Yeah, dark seat was right there. So, >> but um yeah, I think that's how >> great. Are there any trustee announcements? I >> um Yeah, I just want to acknowledge it was great to have public here. That was >> Yes. Unfortunately, it was a heated situation. Um, which is unfortunate if that means. Um, but I just want to it's hard. I think as trustes, we want to question and or don't just rub a stamp and that's hard for everyone to understand. And I just don't think we take any of it lightly. And um, you know, we're all here because we care about kids just as much as everybody else.

106And we just have differing opinions sometimes as to maybe how that shows. Well, and I think the other thing is it's very difficult for the public to understand the rules >> and it's very difficult for us because we want to have a dialogue but yet the rule the rules of what we can do we cannot do >> are very clear. We can't respond directly. >> Yeah. >> But in a work session we can work in a work session we can not Yes. Y that's a great But I don't think the public understands that. I think that frustration >> I can't talk. >> Yeah. So sorry. >> Okay. So we Any others should trust the announcements. Okay, we'll move on. Super. >> Okay, so you know how I work at FPCC? >> Yes. It's great. Honestly,

107I I really enjoy my job and we've had such a hard time with um like we're just having bargaining issues and so Dave Lucky, our IB mediator, came to FBCC and he used us an as an example, you guys. He was like process white and it all worked out. And so I just thought it was major kudos to all of us who have invested in the IBB process that when he tells us that he goes out and spreads the good word about life schools, he really does. >> I was like going to help you. >> Yes. I think I think is a complete. >> It actually reminded me a lot of what Michelle said in her public interview about how when they went through the year without the contract in place, it created that big

108division and it just took till November. what FBCC is now April. So, it's been a long year of this, you know, without a contract and without an annual raise and it just made me so grateful about what you all have established here because it is transparent because there is a budget because it is solutionsoriented. I just think that it's a complete game changer and and seeing the dichotomy between those two made me really proud >> and I'm old enough to remember when we didn't do it. I was teaching when we >> got these letters >> in different rooms where you don't talk to each other. It's just really interesting. So Dave Lucky um he really is singing heart praises all across Montana. >> There was a time when there >> there was almost a strike

109here in one >> not way before IB. So >> yeah, >> I'm very happy to see IB. Yes, that's a great question. >> Any other questions? >> We'll move on to superintendent meetings with this announcements. >> Thank you. Yeah. Well, the announcements u are covered again very well by any district updates again. I I think that's really impressive to watch this movement at such a fast pace. It keeps us all very busy. That's a good thing. And um you're seeing some of that come here to work to my site. So want you to know everyone's working really hard. Mr. Dr. and I see each other in cart hat a lot. >> You guys look good with those gold shuffles. >> I hope you got to take them home. >> No, they take them back. >>

110Oh, wow. They keep them for the next >> if they weren't if they weren't just paint I was gonna snuggle. I wanted to recognize >> the white fish pilot is here. Thank you very much for that. >> High five. >> So, and then yeah, I think the enrollment you can see there we go over that every time we're in a meeting here and we'll get some of these updates and you can see that it's trending down a little bit, but that sometimes happens during that group. uh we had 15 start the year in 1970. Now I think sometimes you see a little uptick at the end or even because we're going to get out of district consideration here coming up with terms of applications that happens a little bit and then at the beginning of

111the year we have a lot of typically put in and again that's the trend we've seen throughout we anticipate that occurring where we'll see most of the enrollment increase in middle school. We don't know that for sure. That's the trend we've been seeing years. Um and then let's see and we have all our list of transfers there. So those are people moving between buildings or within the building like that. See a list of transfers of different positions throughout our district. Also list of our resations as well. So these are the transfers where they went correct. >> Yes, that's good question. >> Yes, >> I was there commenting on that about all the movement. I was like that's a lot of movement. >> Yeah. Right. I think we had in the end uh you know around

112seven openings at all. We're currently working very hard to >> these transfers. Knowing what these transfers are this early in the game is incredibly helpful for my budgeting further. >> Did you have a question? you know knowing this in April instead of June is uh presence. So thank you H >> and thank you administrators >> coming out on there >> and so you can see on that same listing I see okay and isn't really a head teacher concern two different teachers. >> Any other questions? >> Um, thank you for adding the transfers. I know that's something we started a couple years ago. That's really helpful. That's really great, especially because we look at April many. So, I find that like matching those up to be able to understand. >> Okay. >> Yeah. and budget like

113it all goes together just in my brain. >> It's difficult for my brain. >> Yes. >> You know, it's nice >> and then I put it in a spreadsheet and I see who's leaving and who's coming in and what the money so Any questions? >> Okay, we'll move on to director of business. >> Thank you. And I'd like to start uh by uh talking about my recent professional development uh session that I attended. I don't usually share those local uh PD opportunities with you such as through Mass and Montana Association of School Business Officials. I'll just um do it without really sharing it with you, but this time I want to share with you uh the opportunity that uh Dave recommended to me about six months ago uh and it uh was professional development related

114to leadership and leadership abilities which So I really welcome the opportunity. Uh it was out of state. It was in Fort Worth, Texas >> at Deoid University. >> Did you got a water? >> I have one and I also got a a notebook and a pen. >> I did not. It was a >> no. Uh, one of the nice things about this conference was also the dress codes was all over them. >> Yes, we had >> I'm sure that >> uh but so do you know Deoid as the financial global company. They do financial advising, auditing, tax work. But this had this had nothing to do with finance. This was a conference specifically geared toward public schools administrators. >> Oh, cool. >> So, superintendent, principals, directors and uh it was an absolutely amazing two and

115a half days uh during which uh I got really on my inabilities to know deal with people. That was the whole point of the whole thing. Uh it was I don't think that's a struggle for you. >> It was one of the best PDs I've ever had. We didn't use any digital devices, no phones allowed, no laptops. There was not a single PowerPoint presentation on the wall in one and a half days. >> Was it refreshing? >> Extremely. So all of it was just working in small groups, roleplaying and uh being observed and getting feedback by my peers about >> what you do >> about uh sometimes good sometimes not as good but when I didn't do as good I took not >> uh and uh so I got to meet a lot of people

116that u I'm looking for on LinkedIn right now and trying to connect with them. Uh it was I think there were 200 attendees about uh three of us from Montana but we did not work in the same groups. So um it was it was absolutely wonderful and uh I already shared with Sarah we're both big on business chemistry profiles. So >> what is that? >> A business chemistry profile is a profile of uh how you are in a workplace. This has nothing to do with a personality profile. >> Okay, it can be completely different at home even though. But it is how you uh uh react to situations. how you deal with problems, how you deal with people and based on about 75 questions. Uh everybody got their business chemistry. You can either be you

117can be a combination of uh many things but you can be a driver, a guardian, a pioneer or an integrator. And um it has a work Yes. >> And u over the two days we were we were practicing how do you call and how do you ask questions of somebody who has a completely different work profile than people. Yeah. So it was was very So thank you Dave for recommending and I would recommend this to all other administrators and directors recommend that perhaps next year. >> Let's go. Yeah. Uh I spoke to many uh of the other attendees from all over the United States and talked to them about IBP. Nobody knew what I was talking about. Where the >> And they were very interested, but pretty much they said, "Well, that will never happen.

118Where are >> that's too bad?" And I don't really know how it happened over here. I just know that Heather Davis spearheaded this. >> So when I got hired, it was already in place. So I don't know what or how she did it. I have no idea. But people truly looked at me like I said, really? And you finish IBB in three months? And we when we go into IB we feel like oh my god three months is such a hard >> and people are telling me we are sometimes 18 months long process. >> Yeah. >> So we are really doing something that is uh very >> very spread the word. >> Yes. Well I don't know if it's going to catch on but Uh >> and just talking to to the other attendees, I

119felt really good about working for the B school district. We have a lot going on both academically and uh who our employees are, students and achievement and everything else. I think that's a good place. Thank you for listening. And again, please consider attending this. >> Thank you. >> And just continuing to learn. I think that's so important because it's so hard to leave your office and um it's hard to, you know, even maybe going to a vulnerable place because it was something that you were >> Yeah. being observed. >> Yeah. It was very uncomfortable. >> Oh, you >> did that. >> It was horrible. >> Yeah. When somebody tells me, "Well, you didn't listen. You didn't really listen to the end of the story. You just started giving, you know, you were solving and giving

120ideas already before you even listen to the rest of the story." And you have to sit so I I don't know. >> Feedback feedback. >> It was fun. >> Good. >> Thank you for going. >> Yes. Awesome. >> Uh financial report um is uh looks exactly uh as it should for this time of the year. Uh any questions? as always. You do a stellar job. >> Thank you. >> And again, congratulations on your audit. >> Yes. Thank you. >> So, we will move on to the consent agenda. >> Any public comment on the consent agenda? Okay. Back to the board for further discussion or motion. Second move by Katie and seconded by Nancy. All in favor? Okay. And one last motion. I move we moved by Darcy, seconded by Jerry. All in favor. >> Thank

121you.