001make it on. Uh, no, it's me. Hang on. I'm going to try to send her an invite code from from here. I I agree. I didn't know how. Give me one second. We'll get her on and then we can ask uh settings. Is that right? put those on the page if they weren't really the next one I had the barracks. Um the one that shows breaks apart the contract services expenses shows in July and it could be K12. I'm not sure what there's a difference of what you see as far and which graphics charts and the contract percentage What is his Do you have his cell number? And I'll just send it link. But it's not this link. Why is it not? I don't know. But that one's not working. So it's the a difference.
002the question that when you look at the aggregate over I don't know if you want to stop and try to find that one we can go and you have a $5 million revenue budget and a $7.5 million expense budget. Explain to me why is that? You could have a cash balance that's covering the difference. Yeah, exactly. But in my mind, you would still want to show it as part of your budget even though I mean, you'd want to know it's there. You want to know that it's there as a as a Yeah. Right. Right. It looks like you're spending more than you actually have. Yeah. But there has to be a cash balance behind covering that. Some ways you have to look at budget as having checkbook Can you hear me? I can hear you,
003Murray, but I can't I can't hear everyone in the conference room. Can you hear me? Okay, I can hear you fine. Yep. How are you? I'm doing good. Doing good. Yeah. Uh, I was just telling mentioning that they had a pretty big outage today. We were having these issues with all our clients. We just shot you guys ahead. I didn't even think about it. Can you hear us now? We can hear you now. Good deal. Can you hear me? You cut now. Yeah, we can hear you. Yeah, you cut out for a second there. How about Marie? What' you do? I can hear you. I can hear you fine. Perfect. Sorry. Now she What' you do? She turned off her camera. She must have had this technology just there. She back. But she can't. She's
004still muted. Marie, you're still muted. I had a glare in the background. I'm trying to get rid of. You're good. We can there. Okay. Okay. We uh we've already done payroll and bills. All we need is budget adjustment requests. Do you have budget adjustment requests? Sorry. Um yes, there's a couple. Uh we are doing some transfer bar within the wind farm uh uh fund to to um clear up some negative balances within the functions. And then we have an operational bar for an increase and that increase is for the um final SEG that we received last uh last last week or a couple weeks ago. So we put that in the operational and that's what we have. That's that's only people. Okay. I hear that. Yes. Yes. move to approve second. I guess we have
005details that make those up. I guess pending the review of the detail for our new business manager. I move to I mean Alyssa creates issues. I would like to table that until the next meeting until they're they've been reviewed to ensure that they're do we Marie do you have the actual bars that you can give us we can look at? I think they're in the packet. Oh, no, they're not. Yes, I'll I'll send them to you, Vicki, if you No. Sure, that'd be great. Yep. I can send them to you. And the the uh excuse me if if I might. um the transfer bar is is fine, but the um other bar for the final SEG that we receive from the state is kind of important in our budgeting process. So, if if I can
006send that to Vicki and maybe you can and decide on it um and later on in the meeting or something, I don't I don't know. But um it is important in our budgeting process to have that um those meational. Did you guys need to go over the operational allocations? What's your recommendation? Not to put you on good spot. Um I'm uncomfortable with the wind farm because there's absolutely nothing in the transfer of what's happening in the in the packet we received operational because it is the increase. I would say go ahead and get it done and we can move it around. It's the it's the final SEG um allocation. We can move it if we decide it's not the right line items. So I'll amend my motion. So rather than tableabling, I move that on
007the we hold off until further review on the wind, but we go ahead and approve the uh operational. Motion been made and seconded to table the wind part of the budget adjustment request, but go ahead and approve the operational parts. All those in favor I posted. Okay. Okay. Joe, you still there? You still hear us? I can still hear you all. Yes. Hey, it's your turn. Zoom out a great deal with. Thank you for letting us know. I am so sorry. I I thought about it too. I give him a heads up that there are some issues with uh the um with Zoom today. It was across the board. We were having to use a lot of Microsoft Teams. Um all right, let's see here. Are you guys seeing the main presentation? Yes. Yes. Okay,
008perfect. All right, so uh glad I was able to get the link. Thank you for responding. will probably I I had called and and shot an email. So, I appreciate you guys monitoring that so I could um be able to do this presentation for you. Um my name is Joe Ortiz. I was the audit manager on your guys's audit this year for fiscal year 24. Uh alongside me was Sally Moreno Sparza. I mean, sorry, Richard Lou. He's he goes Sheilu, which you probably saw his email as, but it's Richard Lou. Um he's an audit senior. We also had other individuals working on it. um in in in different capacities. Daniel Trillo, of course, is the audit partner. He's also our managing partner at our firm, but he wears the audit partner hat when it comes
009to signing the reports. Um he was also part of that engagement team. Um all right, so we start diving into the required communications as it relates to uh the audit itself and our responsibilities and management's responsibilities. So we'll talk about PKM the auditor's responsibility in an audit is first and foremost to form and express an opinion on the financial statements and in doing that we give reasonable assurance uh that that what that means is we consider different things like risk and materiality we don't look at 100% of transactions we sample them we might look at random samples we might take judgmental samples we might do samples based on a scope or the materiality level or dollar threshold something that goes above a certain dollar threshold will select all those items. Uh it just kind of
010depends on the risk in those different areas. Uh there is an inherent risk in an audit that we might not catch all the material misstatements or there may be a material misstatement out there that we don't catch even though we performed our procedures in accordance with the generally accepted auditing standards. In addition to that audit, you also have something called a yellowbook audit. So, um, it if you weren't in the state of New Mexico, you and you didn't have any kind of grants that required a yellowbook audit, you wouldn't you wouldn't have this additional report on the back of your financial statements that you guys see back there. So, you'll see one report which is our auditor's report and then you see another report which is the report on internal controls, compliance and regulation and
011other matters and and that one gives something called negative assurance. Um, and that's required by state audit rule. So in by state law and that's why we have to have the yellow book audit in New Mexico. Uh throughout the audit we're required to maintain our independence. That means we have to have an objective mindset when looking at your set of books right at the beginning of the audit. We make sure that we're not we don't have any kind of family members or any kind of familiar relationships with people who are on the board with with individuals who serve in management capacity who can you know sway financial uh statement decisions. Uh we also require you all to assume your responsibilities as management. So during the engagement there has to be somebody with something called skills,
012knowledge and experience to oversee us performing our engagement. Um and that individual whether it be your business manager or your contract business manager as long as you have someone who understands the numbers that we're providing at the end. Um that that gives us that line of independence and it's a required part of our independence. management's responsibility and also the responsibility of the governing body which is the your board is to design and implement establish maintain effective internal controls and that goes with regards to your guys's compliance with grants, contracts, laws and regulations and of course your financial statement transactions in general uh required to prepare US GAP financial statements. So um GAP being generally accepted accounting principles and the uh these are all things that you you're required to do. I know in our capacity
013as your auditor we also do something called nonattest services and in those nonattest services we we prepare the financial statements for you all with your assistance right so we get your trial balance we get all the the the full acral balances from you all and we plug them into a set of financial statements and tailor them to Peronis public schools so you'll see at the end of the engagement we provide the financials for your management's They review it. We don't issue them until we get an approval that they're good and then we get a management representation letter. Also, part of your responsibility is just being in compliance with all the laws, regulations, and your guys' grants agreements. So, um those are the main three things. There's other items, but these are the ones that really
014um give us that independence in in an audit and making sure we're not reviewing our own work or making any kind of management decisions. Now, we're going to talk a little bit about the results. So there were some corrected misstatements. Uh there was a restatement of $4,54 related to the due from other governments. Um and that was supposed to be recorded in prior year. It was c we um so we had to pull out those revenues from this year and put them back into 2023. So put it into your guys' fund balance or equity, right? Um we'll talk a little bit about that one a little bit more towards the end of the engage uh end of the presentation. We also add an adjustment to acrue uh $97,000 worth of accounts payable that wasn't correctly
015captured in the correct period. Um now when I always like to make it clear especially when I'm slides I'm sorry. Are you advancing slides as you're doing this or the slides aren't moving? Slides aren't moving if you're advancing them. Um, I have the corrected miss statement. It might be that the screen's frozen. Um, because the the two Oh, I see what you're saying. I see what you're saying. Okay. Give me a second. Let's um your presenter. Yeah. Let me let me do something here. Um or over. Yeah. Now it's moving forward. What's the miss presentation? That was my next question. We usually have a hard Okay. Can you guys see the full screen now? Yes. Okay. So, those are the two adjustments. The restatement of 45,500, an adjustment to crew counts payable. Um when we're
016in uh uh just like to make it clear in general, especially when there's a forum and there might be potential um stakeholders present at the meeting, that these aren't indicative of fraud, right? These aren't indicative um of any kind of malice at the at the schools um at the district. So this is schools operate on a cash basis. There's some complexities once we start getting you from a cash basis to a modified acrruel basis to a full acral basis in preparing the financials and you know we're all human so sometimes there's errors in where we're capturing that. So the accounts payable that we we noticed on there. It wasn't that it wasn't properly approved. It wasn't an improper purchase or you know waste or fraud or abuse of any kind of federal or sorry public
017monies. It's just that it was captured in the incorrect period when we started going from those different basises of accounting. So it's it's this is an accounting I function issue and not necessarily something related to fraud or you guys not following your own policies and procedures when it comes to purchasing items. This is strictly a a gap issue. So I always like to make that clear um that there was no kind of fraud related to these transactions. they're just a cut off issue because we have to take them from those different basises of accounting. Um, and we'll talk we can talk a little bit more about those when we get to the findings. Um, uncorrected misstatements, there were none. Uh, this is anything we could pass on that didn't reach that level of a material
018uh, misstatement. Uh, we would have to communicate those with you. There was no disagreements that hap that occurred during our audit procedures related to financial accounting reporting our audit matters. Um there also were no significant issues discussed with you all prior to attention. If you call us if you called us during you know the offseason of not having the audit, it's more in a capacity as value added services, right? We're not it's not a condition of the engagement to be available year round 24/7. So we do like to take those phone calls. We do like to answer those emails. So if you do have questions, feel free to call us with those questions. Difficulties encountered in performing the audit, there were none. Um there was you know the transition in that business manager role where
019you guys consulted with uh I believe it was um K through 12 or does that sound correct Curtis? Um but you know we were able to resolve any issues that came up um from that transition and ultimately come to an opinion. Right. So no major issues there in performing the audit um consultations with other accountants. We have a board member with a question. Oh, sure. Jump in. Yeah. Hi Joe. Uh Alina, uh question is you had mentioned earlier uh that you will uh determine for your checks and balances and internal controls relationships and this that and the other regarding board members. I've never done a questionnaire. How do you all will uh know for sure that you have accurate information uh from your board members? So, we should be sending out and it might not
020go to out to all board members. Sometimes it's at random, but our team should be sending out fraud inquiries, related party inquiries. And within those fraud and related party inquiries, you should have received an inquiry saying, "Do you have proper policies and procedures in place? Is there a code of conduct? Is there a conflict of interest policy in place? Things like that. Um, again, we not every single board member typically receives them because sometimes we get a poor response unfortunately. Um, so we'll send them out to a handful. Um, I hope some of you did get those this year. Um, because Richard should have reached out to you all with those. We also send them to we do that in kind inquiry with the superintendent, typically the business manager and anybody involved in the accounting
021processes. um that's typically how we would gain some comfort on that. But other than that, we when we start looking at internal controls, you know, we we look at minutes and things like that to see if the things are being approved and you guys are looking at financial statements and approving budget adjustments. That's where we get some comfort on that. My next Yeah. Okay. Okay. And and just so you know, we're all sitting here. I don't know if you can see us shaking our heads. But okay, we kind of took a census and none of us received any um in this last audit um just FYI. And then the next question I have is is what what's your in this particular audit, what is your materiality limit? That's something we cannot disclose. Um and no
022auditor is going to disclose that for you just just for the purposes of unpredictability. Right? If you had somebody who was trying to perpetrate fraud and we gave them that threshold, say 5,000 or 20,000, you know, they could uh artificially break up transactions to be below that amount to where we couldn't identify those transactions. So, um your auditor, they shouldn't be revealing that amount to you because then their procedures ultimately um are not unpredictable with an audit. You guys, you you shouldn't know all our procedures. should have some sense of what we're looking at. But when it comes to materiality and uh and yeah, I was trying I was just trying to determine uh kind of what you all were looking for in terms of thresholds. Yeah. Yeah. I mean I I I can't give
023you that number. I apologize. We usually we'll base it off of um either total assets, total revenues or total expenditures just depending on where that risk is for you all. Um and then based on that threshold, that dollar, we'll take the total amount of those and it gets applied to a basically statistical calculation that we use within our practice aids. But um yeah, I I I'm sorry. Yeah, I can't really divulge that too much on that just because it takes away the unpredictableness of an audit. Okay. Thank you. You're you're welcome. And if you have any other the questions, sorry, I I sometimes it's hard to hear over over Zoom when we're presenting um to a full boardroom. So, I apologize if I didn't if I don't hear you, just stop me again and I'd
024be happy to answer any other questions. Um so consultations with other accountants you did consult another accountant right for accounting services um consulting audit prep but not for an an opinion you weren't opinion shopping right or you weren't saying hey you gave me a finding I don't believe in that I'm going to go to this other auditor so nothing like that occurred um significant accounting estimates that are significant to your financial statements um these are the balance uh estimates that could introduce some bias and we always have to perform some procedures over them such as your estimate estimated useful life of capital assets, right? How how many years a capital asset might last. So a vehicle if you have it as five years, it could potentially last seven years, right? And depending on that number,
025it's going to affect appreciation and the the the book value of that asset. So that's going to be uh estimated useful life of capital assets is always going to be a significant estimate for you all. um actuarial estimates relating to your net pension liability that's always one right these estimates are from ban across 30 40 years and big big assumptions go into there things probably I I really don't understand because I'm not an actuary um but these are balances that they put out and we basically real forward your balances on those but there are some significant estimates that go into that balance and that balance is typically pretty large a pretty large liability on your books uh and then estimates surrounding leases Um, so that new standard, fairly new standard came out, leases and subscriptions,
026um, saying, you know, a lease term is 3 years versus 5 years. Um, and you're not going to exercise that renewal option for the additional three-year term. Um, that's an estimate, right? There's an incremental borrowing rate when we start talking about calculating present values that you that you're you all have to determine for us to get to that balance. So, there's a lot of estimates that go into that as well. Um and they usually mirror your significant financial statement disclosures which is your net pension liability, your capital assets and your leases. These give a lot of uh more background on what these balances are and why and how they are calculated and presented on your financials. Um for overall your financial statements though were are neutral, consistent and clear from year to year if you
027were to take a look at them. Um, there were some additions to your notes uh that small additions. So, Gazsby statement number 100, this is just kind of a a def one you have to adopt, right? When Gazsby put something out, we have to adopt these things. Um, they could have a significant impact to your financials, they may not. Um, there was a restatement. So, this one added some additional disclosures to your financials related to those restatements or that restatement um which is Gatsby statement 100. It just gives a lot more clarity into what the restatement was, how it affects all the balances on the financial statements and each financial statement themselves. Uh there's also the bulk purchases that came in from implementation guide 2021-1 from the Gazsby. Uh this one is uh I think
028more purch and applicable to schools just because schools tend to purchase a lot of computers. Um, so what a school district called into Gazby and asked, "Hey, I'm going to purchase 200 computers, 100 computers at $1,000 each. They're all similar, the same thing. Do I need to add these to my books?" Gazby came out and said, "Yes, they're all similar in nature. So, you should be uh adding these to your books." Well, that triggered authoritative guidance, and now this all government entities are having to come up with a bulk purchases uh uh accounting policy. Uh, I believe your district decided to go with the amount that the state of New Mexico put out at $200,000 for bulk purchases. That's what Department of Finance and Authority put out there, administration put out there for the bulk
029purchases and your school, which most most entities did leaned on that as as well. Um, yeah. So, that that that's a new policy that you all need to be aware of when especially if you're purchasing these having these big capital outlays. um happening at your at your school. Your that brings us to the opinions. Uh so financial statement, you got an unmodified opinion. Um that's the clean, you know, the highest level of assurance you can get in an audit. That's the one you want. That's the one where you can pick up the financial statements and know that you can reasonably rely on these financials to make budget decisions to make uh financing decisions to make um any kind of decision that you might think possible with financial statements. So um this is good for not
030only just management and the board but also for your stakeholders right your citizens your your all the students the parents taxpayers. So um anyone who looks at these can look at them and have some reasonable comfort that the numbers are accurately presented and correct for that fiscal year. Uh there were some findings that came up. So 2023 findings these are your prior year findings. There was a lease uh finding that was resolved. You guys you all consulted with accounts this year right to get this resolved. They were able to calculate the balance correctly and clear up that finding from prior year. Um there was also the uh budget authority. So there was some line items where that that went over budgeted uh actuals went over budgeted expenses and so that one was repeated and modified.
031These findings are all in the back of the audit report itself. um on the the the last pages in the audit. Um I can just bring it up for you all to see so you have a reference point. And so we we received we never this board never received this audit prior to your presentation. So this is the first time we've seen or heard this. So just bear with us. Okay. I so I we when we present the audit and we send them to uh at the exit conference, we usually will have a draft in your hands before we have the exit. It looks like uh Barbara was the one who attended in representing the board and then in the exit conference there was Curtis of course and then your your business consulting business manager
032and then Marie. Um, yeah, I mean it's kind of we typically won't send these out to the board as a whole. Um, and and we leave that to management's responsibility. Um, also want to make it clear until we get a release letter from the state of office of state auditor. Um, these aren't public information yet. They have to approve them and say that yes, your audit is final and okay to be released. Well, that may be another reason why you hadn't seen them yet. Uh, but after you receive that release letter, the board should have um could have looked at these at at a minimum. The treasurer um Yeah. So, I I mean I apologize, but yeah, these these are the findings that came out of Go ahead. I have a question for you. Okay.
033So the school has to ask for copies for the board once it's been released by auditor. Correct. Correct. And we never got anything last year and we didn't get anything this year. But it would have been K12's responsibility to get us copies cuz I when I was here as a business manager, I would ask for a copy for me, the superintendent, one for each board member. Now, if they wanted it or not, that was up to them. But I always ordered it. Yeah. So once once you get that release letter, just we can and we can still do this for you. I mean it's kind of after the fact now, but um if you would like printed copies, we can definitely print them, bind them, and and get them out to you all. I just
034need to know how many you would you would like. Um but yeah, that's definitely I mean this these financials should be in your packet for the board meeting. Um but yes, that is part of the part of the deal. Let's go ahead. So, have they been released then? Did you receive the letter saying it was released? Yes, that we wouldn't be able to have this uh in in a quorum. Exactly. Yeah, that's exactly you should have signed that. Well, yeah, so Vicky definitely needs last year's and this year's audit, please. Okay. Um, you you want us to print and bind some because K12 or do you just want the electronic files? Vicki, what do you want? You want a hard copy or um I can I can download them from the what auditor's website, right?
035They're just but I can also just forward them to you. You guys want hard copies? No, I think you're going to need it for sure. But in the Yeah, the entire the entire history of of well, not the entire the entire at least over couple decades of audit reports will be on the office state auditor's website. Okay. Thank you. Seen this? I've seen portion we did did the debrief counters with them but that wasn't public knowledge at that time until they filed it with the auditor and the auditor really yeah we did we did in December when they were here when we were in my office that's this audit yeah so we did the the exit conference table in there and we did that quick debrief November 14th Yeah, was here. Yeah, we did that
036and it wasn't public because Yeah, you you were you were you attended Zoom and Cody was in my office. That's right. That's when it happened. Yeah, you were on Zoom. That's right. We probably had to call you to make sure we had two boards. Then you can't we can't you can't say anything until the releases it. It's It's illegal, right? Yep. Our apologies, Joe. We just have a little bit of housekeeping to do on this end. No, no worries. No worries. Um, where did my uh Oh, where did my financials go? Come on. So, am I looking at this right? We had a finding from 23 and it was repeated in 24. All right. I'm that that that is correct. So, I'm just going to I'm going to bring up the financials. Let me stop
037sharing this. Um Okay. So let's look at the prior year finding that you're talking about. So there was this exceeded budget authority. Basically expenditures were in excess of the budgeted expenditures for the year at the legal level of budget control for the school district. So here if the actual budget exceeds expenditures at the legal level of budgetary there should be a finding, right? That's what the state auditor says. Um so when we do the comparison to the the direct function or the functions that's your legal budget authorities the function so we have to group them all together and take a look at all these expenses under one function these were all under the direct instruction for each of these funds and they were over expenditure by these amount typically this would be a material right
038we we would probably not even report on this but with compliance and state audit compliance they don't consider materiality they don't care if it's a dollar over they don't If it's $2 over, if it's out of compliance, we have to report it. Um, so these are the four funds where there was some uh over expenditure that probably required a bar. Um, and it was repeated and modified because of that. This was a finding in 2023. So, we have to reference the prior year finding here and then renumber it for the current year here per the state audit requirement. Um I did mention that lease finding was resolved uh from prior year. So that was a big one. Um that's a financial statement finding. These are that's another non-compliance finding. So this is a state what
039we call state audit rule finding. Um in in general this is something required of state auditor. Um it's compliance. Uh so we'll go back to the first one which is the financial close and material adjustments and this was the improper year under pools one that we talked about with the adjustments. There was amounts that were due from other governments in the amount of 45,500. That was significant. Um, and so we had to acrew it that was really should have been acred in 2023, but it wasn't captured in uh until 2024. So, we had to back that out and put it back in 23. And then there was an acrruel of accounts payable that was missed of 97,000 that should have been acred at June 30, 2024. When we did our test work, we we identified
040invoices in this these this total amount where services were rendered in 20 in the fiscal year 24 and weren't properly acred in 24. Um they were being captured in 25. So um these were material adjustments and and as such we had to call it a material weakness. Um and and I will say one thing about these findings. Um, fortunately they're pretty common uh in the state of New Mexico just because a lot of the entities operate on a cash basis and then have to take it to those different levels of accounting which can be complex um if especially when introducing things like capital assets and and and leases trying to tackle all this at one point in time in the year. So um you just got to be careful when looking at invoices, right? I
041always tell people, make sure you're not looking at the invoice date, but you're looking at the dates of service. Yeah. If the invoice is paid in August 2025, but the services were rendered in June 2024 or May 2024, those are really expenditures of of the 2024 fiscal year under a cruel basis of accounting uh for financial reporting purposes. Any questions on that one? Okay. Uh so 2020, let's just go to the third one. This is the other new finding was cash appropriations in excess of available cash balances. That's a big really wordy way of saying that there was a a a budgeted deficit. So um there was not enough revenues to cover your c your your expenditures and not enough for that deficit. there wasn't enough cash or prior year federal accounts receivable to cover
042that deficit. The the ones that were affected were your food services by 4,000. These ones are really immaterial, right? Again, I I mentioned unfortunately we have to report them even if they are immaterial just because of compliance. And then the large one was a wind farm project. Uh we didn't have uh we had a budgeted deficit of 465,000 there. And let's see here. And that should that's that's all the findings uh that came from our audit procedures. Uh I will show tell you guys kind of the time frame that everything happened. So we had the exit conference as I mentioned on November 14th and then we had I apologize my kids are running out here. Sorry. Um sorry about that. Um so we had the exit conference on November 14th, 2024. Then we had the
043okay to print. So after we get submitted to the office of the state auditor and uh we wait for basically review comments from the office of the state auditor uh after they review the financial statements um and they they provide any feedback on the financials. We address them then we resubmit uh and we wait for the release letter. what was picking them out kind of I don't know how to it was there was some waiting periods for some there were some there were some were getting kicked out faster than others I think they're just kind of short-handed over there right now um so we didn't get the release letter till December 30th which isn't too bad of a turnaround for them and then 5 days after that it became public information in January 2025 u
044because of that waiting period uh required by state statute uh that was the time frame of the audit process. Uh with that, I do want to say thank you uh to Corona Public Schools for having us as your auditors. This was our eighth and final year that we could be your auditors. Uh so this No, you froze. Can you hear me though? Can you hear me? We can hear you now. Okay. So I I was just thanking you all for having us as your auditors for as long as you did. This was our eighth and final year with you all. I have another question. Uhuh. Joe, I have another question and this is for you or Curtis. Um, I don't remember when we normally have had the audit explained to us in the past, but
045if it became public record in January and we're just now going over it in April, is this normally when we There is a there's a required report now that was put out that Joe remind us of they have to do a public presentation on it. Used to be you could just do it through a committee of the board but it changed last when was that two years ago three years ago Joe? Yeah it was several years ago they started requiring it. They are supposed to be giving a public presentation. This is what we Yeah. And just depending because we do we do over 30 engagements during that time. So once they get wrapped up, we're coordinating with all the different schools, counties, uh to some state agencies, municipalities, local public bodies to to do these
046presentations. So sometimes our schedules don't align and we have to figure out an alternative. Um we typically try to get it done within the first four months of the the subsequent year, but sometimes you know our our schedules just don't all align unfortunately. Um but I I you can probably request to be present during the exit conference. I guess my issue is if problems that's pushing it out uh for a board to know how the audit actually turn there's a bad Yeah. Um like I said I I think we've had them previously in like in March maybe. Um I I we rarely do them sooner because OSA just there's a delay in when they get us the actual release letter typically. I think last year we got your release letter in January and and like
047I said our schedules typically don't align. Um I think one thing that you could do to kind of be proactive of is just maybe asking to be present. The only issue with being present at the exit conference is you can't have too many board members there, right? Other else you have quorum. Um, so it it could only be, you know, depending on how many what makes form for you all. Um, it can only be that that amount of individuals present. Maybe just having a side ad hoc meeting with Curtis and the the business managers and asking, "Hey, I know you guys already had the exit, but can you tell me the status of it or provide me with an update with the knowledge that you cannot talk about this outside of um you know that
048conversation because it's not public information yet. But yeah, you def you definitely don't want to discuss it in the board meetings prior to the release letter because then it's going to be documented in your minutes. Um, any other questions? Again, I I just wanted to say thank you um to you all. Uh, you know, I I did mention this is our that was our eighth and final year to do your audit. um you will have to go out for a new auditor for fiscal year 25. Um in that process, we usually do required communications with your uh successor auditor. We'll make sure that goes as smoothly as possible. Uh we'll make sure they get the work papers they need. We'll answer their questions. But state auditor requires us to have a cool off period of
049of a minimum of two years after doing the audit for eight years. Um, so your district will have to go out for a new auditor. U, we really did app do appreciate the partnership we had with you all over the last years and trusting us to be your auditors. Um, and you really uh appreciate that opportunity. So, thank you. You Thank you. Thanks, Joe. Thank you. You all have a a productive meeting. Have a great night. M I do not think we want an honor. You become you become complacent. You become quote unquote changely. Yeah. Or change. Yeah. I I just think that's not a good practice. And K Big and I both agree. We've already talked about what we got to go out and do for that audit. They set the schedule when they
050Oh, so when they came in, they got that release, they contacted me. They says, "We're going to schedule you guys." They probably could get moved in here because they were already doing county audits and everything else. We were one of the last districts they did in the audit period because of all the transition everything. We moved it back right so we get it done before the November 15th deadline. So we were also last one of the last but it was public record as of yes recommend that you could bring it as soon as it's released. We can bring it to discuss it. Yes. And then the other part we can do is inside the RP because I will look back and look at prior ones of these. We can require them to present it within
05130 days of fine. We can schedule the next available board meeting after it becomes public. That's what I would like and we can do part of that as part of that process to do it. But yeah, this is the A tier we've had them. So we have to go out and start over again with the audit. Yeah, I always as soon as I ever release the state order released them, I got my copies and gave them not necessarily meaning they had an exit or you know like a presentation like I gave them. All right, Mr. President. So, you did not have a written report. It's been period. I apologize. But here's your verbal report. That was your bonus. Um, statistic speaking, we'll start there. Um, we we were at 101 students. We had a couple
052more move out or a few more move out, a couple more move in. We just got a new second grader. He started today for about five minutes and we threw up and had to go home. So, he was not quite ready for his first day of school. Um, so still some fluid movement in and out with the wind farm kiddos. Um we are in the throws of testing. We've completed our fourth and fifth grade or we will complete our fourth and fifth grade tomorrow. Um seventh grade. We've got a couple asking that need eighth grade. Um and then and we will test all of our kiddos that need extra time helping those services as well. Uh we had our third graders attend grand pava yesterday for a very uh in-depth project based hands-on learning. They
053went and measured buildings and things at Grand Per did an entire math lesson. So that was um pretty fun and and entertaining for them and engaging. So and then I think they did Eastern time out there as well. So had some fun out there. Um we have already had three children qualify for the state track meet. two in high jump, one in the 100 and the 200 meter um run. So track is off to a great start. That was the very first track meet of the year. So we'll take it. Um we've got a couple couple more spots that are hot on the heels. Um just need to shave off a few more seconds and then we'll be taking even more kids to the student track. So otherwise I can't think of anything else. the
054kids doing. Okay. I wasn't sure if we had a so I didn't want to repeat myself. Our produce team was stage champions. Mr. Johnson has not yet won that one prior to this year. He's always been second. So to walk the stage with a championship in produce was pretty amazing. And then our wool team was dagamit second. They were prepared for us to win in that one as well. Um and so very um I will tell you I had mixed feedback from the students on the trip with um homework assignments and things like that on whether or not they want spring break back during said no I really do like having a spring break and others that said it was so much easier when it was over spring break. So that consideration I did tell
055him I said if you did not like it you need to tell your further. Um, and then also it's not public knowledge or publicized just yet, but our one that's going for the junior Olympic team in basketball is approved for the second try. So, continuing on and we'll see how that goes and that reference for Cool. Yeah. And we did our better students. What was it? I'm sorry. Region 9. Turn out that we're good. And then tomorrow we're also gonna like registration to see if we get kids signed up before going to high school tomorrow. Where's the elementary going to go this year? 3 through six is going to fun trackers in May 15th and then May 1st 2 is going to go to Rio. So um we're waiting to hear the movies. We were
056hoping to take them to see Minecraft and I will have in the park. Um but the lady said that uh they they're going to be switching out movie by that time. So, she's gonna call us next Monday to tell us what movies are available. Yeah. So, that was a favor because he went out of his way to find and I have his address to go. He went to the office, bought the tickets, sent them to So I think and we have now something. I I really think that would be that would be awesome because we and I have another person. So just remind me next year that I have another person's daughter or something is the ticket person that we want tickets. She just said if we can never get in the normal way if
057we need them in um in the fall that would be a lot okay easier to accommodate. put it on the calendar, you know, or something that says theater and I'll get with you guys and then we can figure out what Okay, we have two ends now. Do we need to talk about Rosco now or later? You talk about Okay. So, we did go and attend Rosco. Randa and me and Amy and Casey went and toured Rosco and looked at that project based learning and and there the what they call the Rosco model. Um that was uh very neat to see how they operate some different things and how they use community buildings in order to uh expand that learning space. They took an old welding shop and um off campus over welding shops like the
058welding shop to go do their welding and they created fire pits and um art and decor and things like that for the yard. And then they've taken a retail space in the middle of town and turned it into like the school store and that's where all the business kids go and actually get hands-on learning with entrepreneurship and business management and things like that. They took an old grocery store and turned it into their early childhood center where they do their monastery type early childhood. So prek uh three and four prek and 5-year-old kinder is all in that space. Um and that's kind of their separate learning space. And um every every kid that graduates from Rosco High School is graduating associates degree or certificate and then they have the option to extend two years uh
059with the P20 model um in order to finish their bachelor's degree well if that's what they so choose. Um and so they're potentially even getting master degree by um they have Rosco actually had a whole vet clinic. They were uh harvesting embryos while we were there and um it's it was very gave us lots of ideas and lots of wheels turning. Um how we implement all that we want it done like now if we could wiggle our nose that would be great but we know it's going to take time. So I have a question for you guys might not know yet. So if if we wanted to get into something like that, I would imagine there's a process um in terms of the planning, the budgeting or the feasibility, the planning, the budgeting, blah blah
060blah. Um and you submit that to the state. They approve or disapprove and then you move forward. Is that basically how it works? How does that work? Yeah. And you don't need involve the state at all. It's a local control decision. we can align our budget to the operations of those. But I will tell you this, an extension of what those babies have cost. Um, I've met with with the extension group that worked with Rosco to put theirs in Texas Tech, West Texas&M, Texas&M universities. They are trying to partner with New Mexico State right now to bring a eggmies as a core to rural New Mexico Eastern part because as the former professor Steve Frzy from New Mexico State said West Texas and East New Mexico are one big because the way that the ranching
061is there way a impact like that. So, in the meantime, there's been some grants from our workforce development meeting that we had back in March that the district has partnered with [Music] um CEN, the group that has helped start this up, Texas, and the Roswell Chavez County EDC that also oversees Lincoln County for a $7 million workforce grant to implement the P20 system or a million dollar planning grant to do that. That's where seed money is. Also on this there are 25 superintendents working on this with as we go forward to do this and all them all but three are related to Eastern District Workforce in June. Workforce solutions is going to give a presentation on workforce dollars for apprenticeship and and pre-apprenticeship as well as this educational model because it's not just a high
062school model. It's a high It's a prek all the way to adult model that the Eastern District Workforce Board's been working on for three years. I happen to be on the youth committee of the Eastern District Workforce Board for the last 5 years. This has been their priority. So, they are looking at using their workforce dollars to help seat this. Also going on is LFC and LSC has asked our group of superintendents to give a presentation in Moscow on May 13th on this and looking at financing it through the state budget through workforce development, higher ed and K12 dollars. So that way it's a workforce model and it's not just a K12 where PED tells you you're going to do this. So it's really moved a long way in 9 months. There's been a lot
063of support and a lot of legislators. Harlon's been working on it with me. Jack Jafffield at my boss been working the legislative angle. Sunnywood LFC executive director. They're looking at a funding model that can keep rural New Mexico vital. I I'm glad to hear and I hope we can keep that out of Yeah, that's what we're trying to do. Yeah, there's pathways already that you know might require. We had a meeting with EMU Rudoso and next year's juniors may not like hearing but they may be our guinea pigs with this Rudoso is is looking at working with us for that early college high school model part of this to raise the expectations and give them access and us capitanic already had meeting with them about how we might do a consortium for dual enrollment because
064none of us can take none of us small rural districts take on all the pieces of this. So what are going to be the pieces of how we share it? How can EMU RU do bring those services out to us? Like an example, they just bought the wind um trailer that pattern put in a couple years ago. RC9 had created to travel around. EMU Ruoso just bought that from RC9 and they're going to make that a traveling clinic. So, we're going to do alternative energy and come out. They also have one they also I know but I'm telling you and here's the other part to that. They also have a travel mobile lab for for nursing, medical, allied health. So they can bring those out to site or we go and use Kerazos is a
065brand new welding lab. They're putting 20 stations in and doing dual enrollment through. They've already got an agreement in place. So there's a lot of discussion, a lot of collaboration going on. So it's moving. But at the bare minimum next year, what we're going to look at doing is a district and they're coming for a presentation on the 25th. And if you can be here on the at 9:00 on the 25th, you want to see what CN does? The 25th of April. April. Yeah. It's our last virtual development PD day. Universal day for our students. PD day for our staff. Whatth? Friday the 25th. April at 9:00. They'll be here. Can you send? Yeah, I will send out an invite. Yeah, I I would invite you guys and they'll go into that and they will
066go through with what those guys also did of of stages of implementation and things that could happen because this is also an economic development model that revitalizes small towns as part of it. So that's the big selling point right now that we're getting traction with the legislature on all these discussions because three of us superintendent and stands went in the middle to ask for $10 million of funding for CT initiatives in rural. We were just a week too late because they finalized other budget allocations a week earlier. But that's why they're asking us to come present now so we can get it in front of them and look at getting that as a legislative appropriation for next year to fund rural CT and take it out of hand because they're as fed up with PET
067not getting results as as we are the superintendents honestly. But yeah, that's where it's working. So we're looking at a 326 kind of academy project based learning model because our teachers do a lot of this stuff already. It's just formalizing the practice and getting the collaboration and having them work together. What Casey did yesterday, paying those kids out is a classic example of this model can do for our kids. And if we can get engage them and do that and have our teachers teaching what they do best in those models and group share and like the example that was brought up today in our PLC doing poets at Christmas with third graders, let them grow them, plant them, pot them, sell them. that the sixth grade class does the media campaign production free LA and
068put on our website those types of things. So it's not you're still teaching your standards to your grade level but you're using all these projects to center your learning on apply that knowledge one form and EMU dose is going to be a full partner with us they're willing to do it we also have Mason community college Luna New Mexico Ohio close community college Roswell all right so we have five major institutions in our state higher ed trying to do that bring down those barriers for access for our kids in rural to higher education what about CNN CNM hasn't been approached yet because they don't fit the profile right now because they're an urban institution. They in order for us to get those workforce dollars, we got to use those roles. Then they could plan out
069as a state model that could be the next phase of that funding that comes out. But we're working with those institutions that are in districts with a thousand that we are related to districts thousand or less by those funding streams have been defined by the grants. So CNM and Donia Anna will probably be involved in this because Um, Dr. Alan Moss at Masons, the president of the higher the the junior college higher ed association. They have I don't know what exactly the acronym is. There's so many letters I don't know, but he's there. He's had these discussions already with those institutions, but we're focusing on institutions that serve districts below a thousand students, right? It was really cool to see them being involved in their education. I mean, excited. You know, starting at the two
070years, they're learning is geared toward what they're interested. So, they're wanting to go to school. They're pregnant. Um, they're learning more. Also, another part that I love that they talked about um homegrown people. So, they have people who drive from their school, some guys work in their school. Have you ever been through Texas? That's it. That's it. It's about when you go down the interstate. That's about all that was there. But yeah, tell them they they come from everywhere, don't they? Yeah. So they they when they implement this law from 300 to over 650 720 this year coming out of district. Yeah. And the other thing I want to make sure the board's aware of, there is a careerbased program out there that's AVID. It's called AVID. It's has 20 years of results of getting
071kids acquainted with career oriented skills, a career they might be able to go into because we all know our kids only know what they know and they know what they hear. Abid is a program that lets them go out and research different things and take those skills that you're doing in those things and find out what careers they may be good in. We used to do the old CTER career analogy. AVID actually does that course as well to show where kids have good skills and everything else. We've had two meetings with them to discuss that program of implementing it 3 through six or 3 through 8. Um this 3 through six teachers are really excited about it. So, we're going to look at implementing that next year for those kids so they can get hands-on
072experience online doing that research component that drives all kids and causes their curiosity. It's not that expensive for the investment and there will be a required training for those that will be out of state that we're going to bring a presentation next month on those teacher to do. So, I'm going to ask for them to go to this as we implement because it's a full three-day intensive training of doing it from beginning to end with kids in in that skill base and for seven years and they live and die by those kids learn real early in life what those what those priorities are, what you need to focus on, those skills that employers are looking for and then it allows you to go out and explore those things. well, you have this type of skill
073set, maybe you do vet science or maybe you do phthot in the human realm. And it and it does that thing really well. And I think if our kids get exposed to that that curiosity and knowing what they can, it gives them a lot more options. And there's also discussion with those those land grant institutions that those are important because it brings off so many things the leadership skills and all that that's in there all the way through and ENWO is going to be launching a program on egg next year that that could be the core and then you allow those kids to explore out from there as the foundation and going from that. And I met with Shad on Tuesday. He got me hooked in with New Mexico State Extension people. The Texas Tech
074people have been reaching out to them and they really want to launch that egg academy model because that's what Rosco started off as and they've grown into all these other things and now offer 17 different pathways on their campus. Some 17 something ungodly number that they offer in connection with West Texas A&M and not all their kids spend all day on their campus. They're on their high school at West Texas&M taking those college classes as seniors and coming back in two. When you walk through the high school, two or three kids working on homework or classwork or and they were teaching each other. They're integrating set of adults basically facilitating those discussions if they got stuck somewhere or something like that. And it was really they have a whole pod like a whole area big
075room where there's rows of tables helping each other forward. Are those professors are the teachers, professors? And the other part of this that President Traser brought up today from Amy Rodoso, they are looking at their accreditation process. So they get more their instructors in our buildings. So like people like our most experienced teachers like Trish or Roxan who got 15 years or so teaching in a high school they're looking at their accreditation line those kids be eligible to teach their lower level math classes college level or an example would be he gave us one Mike Gains over at uh Mscalero is their welding teacher has enough credit has an experience you go teach welding math and those types of things as part of that career field and count it and we will bring in our
076graduation credit requirements next month and then we'll be working on a portion of a graduate after that and working that we may adjust those credits but we have to by June 30th we have to have our our graduation credits approved by the board what we do is still 24 credits um I figure if we go to this we might want to look at 26 in the future so those kids are encouraged to take those classes um but man and I have been working with the high school staff on that we're going to finalize it in the next month bring it for preliminary approval and then any changes we make because of what happened with the law enforcement for the graduate this session. They're way to find out um what we have to do for the
077course graduate piece like that. Put that profile up, but we at least got to have the board approved the new cohort graduation requirement by June. There's some adjustments. So, how will that affect the budget? Good question. We have to do the analysis. We kind of looked at it. Um with dual enrollment, it's really a zero. it's net zero um with that. But when you go to look at putting those programs under your camp where it's going to be and we we've got some good ones going on right now, uh the biggest thing is we did get that uh STEM grant from Senator Sophanics that we could use that for our STEM lab which we're going to put in a multi,000 not a lot but at least start. Um, I talked today with Robert about the
078multimedia lab because a lot of that multimedia stuff is done through Apple on college class campuses. We have to look at bringing Apple lab in and what would that cost being like that. Um we've done some additional analysis but until we get the real feedback from the kids we got the initial ones last year that we did but EMU R do was coming here on March on May 6th with our strategic planning meeting to talk about dual enrollment for those kids and how that meeting with us and us talking about the master facility plan and starting that. I'll send out an invite to everybody on that. But we just confirmed that today with them because I want to make sure they were part of this because they part of their mission is to reach out
079to communities and allow community education programs to happen even in nonredit areas. So this is the big conversation of Lincoln County right now going on between the university and the six school districts they serve. Okay. I have another question. Yeah. Are they still thinking about making kids buy their books or is they So I learned that that was horrendous. We we've engaged in it's called the tap program two years and um and most of their books have been online anyways and so we paid eight bucks uh for the math book and we just need to figure out because when I turn the first year we had dual enrollment here and everybody was paying for their books. I was we don't I was you know we cover and we are allowed now I just we can't
080do this we have to find a way to yeah we are allowed now too soon to use our high quality instruction materials pay I'm not sure how much money we're going to get we're going to get a raise this year that would be a nightmare for but I'm not sure how much but I also had a conversation with three of the health presidents that want to partner with us. That's Clovis, New Mexico Highlands, and EMU Rudoso. They may have a plan to their funding they've received because they received I think $40 million for the institutions across the state to promote CT pathways and full credit enrollment. So, there may be some institutions picking up those books and take care of it that way. And they're becoming so much more virtual like have a license. Yeah.
081As many of Yeah. Okay. For the stuff guys. So I have a question. So last one, the the guests that are here with us today policies would all be opposed if we I'm not sure why you all are here, but now would be a good time to have these policies to the back. Uh so bless you guys policy policy on his own right omea. Did you have something you wanted to I I You go first. Oh, Laur's going to go first so you can build the red timber over there. So, I don't know if you're aware, I got a report from Casey this afternoon that while Kelsey was playing on the basketball court, an adult male came into the court and sitting there watching. Exactly. So, I understand that security is an issue and I
082love our open campus. It's going to require more check in at the office. I don't know what security cost it's expensive. I know my experience it's expensive in an office in Albuquerque. Um but it's not near as expensive and so I wanted the board to be aware as quickly as possible. I cannot go into details because this is all second party for me to tell you to report. I know Casey was extremely concerned. She felt good that Mrs. Insaneous about it and they have a plan in the morning to some kids. I appreciate that pretty much. But um the adult that reported it I trust wholeheartedly. I've worked with him multiple times over several years and his wife is also a teacher. So I feel that the report was credible enough to report back to
083you. I would like to see the playground basketball court. I think maintenance and tidy campus is is less inviting to negative people and even some rim signs instead of one on the doors. I think that needs to happen and you know I know you guys have a plan and you have budgets you have to work within but I'll also remind you that you know we've had a lot of money come in at the school from the projects and this is going to be cost question you may when you say maintain can you give some examples of well basketball goals all have ripped nets it's not painted of the tennis court is breaking up. Uh there's multiple basket tore up or bent. I just like to see it picked up and cleaned. And I I haven't
084I have to admit I haven't been on breaking lately, so I don't know what all of the playground equipment's like, but but a fence along that that fence over there by the school buses and one gate or sign gates. I can't do the I know there's another young person that shows up that doesn't go to school here. But the one day I was here, he was in a hoodie and he he had a face mask and you couldn't see him. You didn't know who he was. I asked him and she knew exactly who it was, but it makes me nervous. So, I just wanted to report that. Not mad at anybody. I just want some action and uh because like I said, the children and lost concern for me and I'm quite glad I was.
085So, so but anyway, please text me questions, but I don't have to answer it. I'm working here. We appreciate you. So, you know, I will be reporting this to the sheriff's office and collecting this morning and asking for more patrols in our community as a whole. But, uh, you know, there's there's options out there that are less expensive and maybe even call to the state police because a lot of times those guys have to do paperwork somewhere. Parking them up here at school might be a great place to do work. Um, I've used that pass to control office in Mount and it worked great. Um, you know, I I do wish we had a plan and I hope you guys will publicize that plan to parents before the beginning of next school year. An emergency
086plan or plan capital improvements. Yeah. Improvements on security improvements, however you want to label it, but the I think it's a should be put a little higher priority about buildings in the buildings. I'm sorry this happened. This is a good segue for something I want to talk about tonight as well. mine echoes your surv. So that's that's mainly what I want to report. Yeah, I [Music] have done I'm done. Thank you. Okay. So tonight I'd like to share with the board two perspectives. The first as a parent as well as a teacher. Uh three weeks ago on coming off of lunch encountered two grown men wandering the playground making their way onto the tennis and basketball court. This was about 15 minutes prior to recess I warned the men that they couldn't be here and
087this was a public school. They told me they were new to town were looking for a place to play basketball. I believed them but who is to say this couldn't happen. Another time was someone who doesn't mean well our school was in jeopardy that very day. Our playground workers were work monitors worked diligently to monitor all the kids, but we can't be everywhere all at once. Another employee told me a family that had stopped to take a break from traveling. Parked on the street, they were allowing their young child to play on our playground equipment within school hours. Our teachers physically stood on the playground between these people and our kids and send the other child away. But again, access to our children is much too easy. campers with total strangers in them are literally
088located across the street. Having had the opportunity to travel to other schools as scholars show me that there's not there's rarely an open campus anymore. Even schools as remote Logan have a well- constructed 8ft tall fence, most with privacy mesh so bike passers cannot see in at all. This point we are taking the safety of our kids for granted and this is acceptable. It's been a year since I sat in one of those chairs and the only thing that has changed is that this world has grown increasingly more uncertain. I don't care how you have to break it up. I don't care if my husband and Charlie and Warren come the damn fence, but we have to build a fence. We have to act obviously. Okay. I don't know why I'm crying because it's a
089lot. So next comments are from the perspective of a teacher. Our students have little to no consequences at times for their behavior. As a school, we have to be able to respond with something. This starts first with the rules that apply to every student. When the rule is in place, it needs to be forced. Two of these that come to mind are cell phones are remaining in your locker. Obviously high school problem or less. no hats or hoods in school. These small behaviors escalate and when this occurs, you have students being sent to administration to be disciplined that maybe get a discouraging talking to. Maybe when we consistently fail to uphold these rules from the bottom to the top, teachers have no leverage and those that expend their energy to stand by the rules lose
090morale. We must be diligent and continue to listen for subjects and phrases that should not be used casually and tell the kids. So we don't discipline the kids or have consequences in place and at minimum the faculty should be protected by policy. As a school we certainly cannot make up for a lot of things in terms of behavior but without a consistent approach to discipline Corona schools being a true academic leader and prioritizing learning is sure to go by the wayside. I know that we are leaving for a short time, but I am highly invested in these kids and this community, and we do plan to return. I would like to close with one final comment. I know that there is heavy focus on a new school, but a school is only as good as
091the instructors, the discipline, and the morals that go on within the walls, regardless of how bright the paint is on the outside. question on the dates of the individuals that came into the campus today. And what were yours? It's been the last three weeks. Yeah. What was it? Six weeks ago. Eight weeks. months ago. So, this has been a an ongoing issue for the last three months. Thank you. Thank you. Thank you. Thank you, sir. I don't know who the other person Roxy, did you have anything you wanted to say? You're muted if you do. Okay. Action items. First reading of policy G was personnel policies. Um the plan is for these like I said is to go through these and we'll make any final um revisions in July. Once we get everything approved in
092the policy manual in June, we'll present those revisions you asked for last month plus because these are very general policies and that's for me and Vicki and I are just getting on board together and looking at the new benefits and budget and everything else. We just want to get some direction from the board on how you'd like to pursue in these policies and we can bring some recommendations next month. So I just plan on on going through these quickly. The first two 0050200 personal goals and objectives in the district. These are just the basic ones you follow when you're doing appraisal programs, employment, all those. And then 0200 is is required for equal employment opportunity act or discriminatory acts. Uh so there's that and then the regulation in 211 is just the procedures we do
093when there's a discrimination claim you have to go through with the officers, timelines, everything that kicks in there. And then 231 is the document that we can use as a district to document and have the complaint file with us. Uh we already use something similar to that. We can well we need to adapt it because um we have to provide back now projected resolution to the person a projected solution and that person is supposed to give us a a solution as well which wasn't required before a couple years ago. It was state law. Um then staff ethics is 650. Um ethics of school employees. Uh what you do uh 700 is staff conflict ethnotism which is why every year I have to hire my wife so she becomes tenure. Um because then if it does
094become a conflict when she receives tenure with the district. Uh prohibited acts for governmental conduct act for board members and myself. And then vendor resolutions if there's any questions during procurement or anything else that goes in there. 731 is staff conflict of interest. Uh if there's ever a procurement the board has to approve or or ID which would be chief procurement officer. Um that's a document you have to put on file. But there's other reason that you may have a conflict of interest recusing yourself from the actions. So that way you guys are aware. Uh that's for all state employees by the way. That's not just full employees. Yeah. Sign doing something on the side. Yeah, usually boards it's when something pops up, they do it. We could do either or we can make the
095board sign it annually at their organizational meeting in January or we can have them do it upon election. We think about how you guys would like to address that because if I keep that on file for the year like the that's done by each of the board members, we're good when it comes to policy. So decide how you guys want to do that. We want to do that every year and just have you guys complete it at a board meeting. We can do that. Um, standard professional conduct for 750. It's just all the basic conducts, respective duties, profession. Um, these are all in alignment with the state laws. Um, with regards they do in there. I mean, it's just basic common sense things that you have to do. And then it talks about investigative process
096sanctions you can do. This outlines what our employee discipline manual will be. basically is what that guide is for so you guys are aware. And then over on 761 staff conduct, this just outlines the basic simple what's expected of staff, what's not allowed, um what's staff managers are expected them to do. They need to understand what our policies are so don't they don't um conflict with them. Um maintain order in their classrooms, all those things. Then over on 850, staff conduct with students. It outlines what's allowed not. The only thing that I want to point out in this is in the last paragraph before I go to adopt the date on demand. Violation of this policy by considered serious may result severe disciplinary action of course of policies in this retalatory intimidating acts by any
097person who has made a complaint under this policy and corresponding regulation can do that. That's also underneath our title 9 policy. So this is this goes through everything. So if for some reason a student or or a staff member makes a complaint about another staff member here that gives us the right to or they have a student filing a complaint and you see mortality action by a teacher back against it. That's this gives us the strength to do that. We didn't really outline this in our prior policies. It said at the discretion of the superintendent. This really outlines what the authority I have to intercede in those actions and they can be disciplinary in action if I have to do it if they're treating students in fair. That was added um a couple years ago
098to make sure it was clear who was responsible. Uh then it goes into regulation on 861 uh professional boundaries outlines all the all the things we have to monitor the school district with them. Um inappropriate behavior initiated by a student, how you should address them and those types of things. And then over on 681's the exhibit um with staff conduct. It just gives you the outline of how you work with students. Uh how you manage privacy expectations. We do have a level of privacy when reports are made to us. We can't make it known until we investigate those things. Um and it goes all the way over conducting home visits if we choose to do that. Tells you what we're allowed to do and those types of things. Um, there's a lawsuit happening right now
099somewhere, but he's staff member, I think it was Portal, called the student home and made them do their homework before the mom got home with Porsche. Good in theory, bad in practice because it's stalking. But that's that. That's why these are in place. Some some stupid people do stupid things at CL. They don't think straight. So then all the way over on 80 on 082 reporting boundary violations suspected boundary violations that would be a boundary violation if a staff member followed student home was that one thing we may want to look at after talking to Dan Castile do we want to combine these policies into one coherent one that we have we don't have intermin it's just staff conduct procedures and I'll bring some recommendations next month because I've talked to a couple different attorneys
100about this. There are people that want to clearly define what the procedure is. You're going through disciplinary and there are some that just want to have a general conduct statement for all statement. So, I'm talking to a couple attorney groups. I talked to I talked to a couple of them at MSBA at the capital conference, excuse me, for the state budget and things. So, I'll bring some further recommendations next month. I just want to make you guys think a little bit in the second reading. Do we want to keep each of these separate or do we want to just make a general staff conduct policy and merge these policies into one larger one? And then 0900 gifts to and solicitation by staff members. Uh $250 sets the limits solicitation shall not use our influence on
101pairs of suits solicit goods. So if I have an outside business that sells sporting goods, they should I should not require all basketball parents to buy it from me. those types of common sense things I can't use your positions or influence over students or parents to be able to gain profit on uh 950 is a dressing workbased requirement by federal law as well as state law they put that in place and then a notice to employees of of of notified of your rights to employ violate district policy manufacturing suspension of possessions. Um, a lot of this can be handled in a handbook that we're working on to create and then the staff signs off on with all these policies in there, too. So, I have a couple different templates given to me by Dan that
102we need. So, well, that was brought up today. That was brought up today. a zero. And one of the things that that's good with MSBA, Dan Castile can come in as part of the policy, give a presentation by our staff on what the changes have been and what the upgrades have been since we haven't done it in a while. He adds that on to the package, but I feel comfortable enough with what we can do um that he can give me the presentation and we can go through it there. Uh non-medical use or abuse of drugs or alcohol. That's for employees. Uh then over on 1050 and students and then 1050 is specifically for the staff members illegal drug use. Um 1100 tobacco use by staff members and smoking campuses have to be smoke free
103now in accordance with the Mexico ordinance. So that's what this covers uh 1300 staff personal security and safety. uh talks about any employee observes or has direct knowledge on active violence upon an employee during importance of employees duties or active vandals of school property. So I'll do that. That also applies to outside school hours by New Mexico statute. So if somebody does something to our teachers in accordance with their job, um it does apply according to interpretation attorney general. So that gives them the protection and us to be able to report it and have investigated. Uh then 1311 the regulation that goes with that that we have to follow. Uh 1350 employee assistance programs uh if they're having issues with drug alcohol mental mental health or like that we can have that put in place
104with paid time off those process and procedures for help. Um now it's a violation of district policy that the criminal act that does not apply in this case. This is they come voluntarily forward. I was going to say it doesn't say anywhere in there about self. Yeah, we may have to look at revising that because this is unclear on that. That was one of the notes I wanted to make. We should probably at least put self-reporting on there because they can't have a crime that have a self-report to do it. So catch them do, you know, oh well I want don't do it. You're too late. So I know state adopted something like that a couple years ago across state employees. So because they were uncomfortable with this as well and I'm kind of a
105little uncomfortable with that. So we need to clarify that and I'll give some examples of self-reporting prior to a violation occurred. Uh employee assistance there blood pathogen requirements we do that training every year online through palms. We're required to do that every year. It never changes. I think in the eight years I've been here I've seen that presentation. I can answer the questions even before the the videos play. But these are all the training requirements for loworn pathogens protections that we have to provide for them. Um how to handle sharps, objects, any types of issues, hazardous chemicals on campus. It goes into all the things we're required to do. Um and it's rather lengthy. I didn't realize that it goes into hepatitis B which we do the training on as well as part of that.
106I see Sydney. I see Vicki nodding her head. It's like this is across the state no matter where you're at. And this might be the longest employee possibly we deal with on this with all the trainings that are required. We have to do record keeping. We have to keep medical any type of medical records and like that. If they report they need to be placed on leave, those types of things we do that employee records. Uh 1,400 uh wellness programs for communicable diseases. Um medical examinations like for our bus drivers, they're required to have physicals and those types of things. They do that annually. um and those types of things. So this gets into the wellness programs we do things we have to maintain it universal precautions we are have to set forth because put
107in place by state act a couple years ago what food service workers have to do if there's ever exposure to HIV and AIDS on campus and then 1431 is the communicable disease uh exhibit of if you want to share this in your employee handbook this would be a good example to put in your handbook of what's expected to handle those um cleaning equipment, laundry instructions, those types of things. You do that on place. 1500's workman's comp uh requirements, accident occurs, reporting and all that stuff they have to do. And then 1511's the regulation uh for compensation claims that Vicki would have to file as part of that as you go. Barb, how many worker complaints you ever had to fail in your career? That many. Not that many, but they're a pain in the butt
108to do. Yeah, because it was hard to convince people to do it. Yeah, it's like come on. Yeah, probably. Then it is so hard to do the tour. So one, but yeah. Yeah, if I 1531 goes into exhibits like early return to work from injury, illness, those types of things. Uh right now it's 3 days if I remember correctly. staff member or student is out where require a medical note to come in. Um that seems to be a good point for that for that. But also we have some situations that are developing where people take the three and then go back to the doctor and get five. Yeah, we might want to look at extending that just a little bit because with the number of wind farm people we have to go out of state
109with health right now. I don't want to overreact right now on this, but we do have a lot of people to go back to Texas or other states for medical care that may have to take those three days. Well, with us being a 4 day, we're going to try to encourage them to schedule on Friday, but with travel, depending when I get in, we might I'm suggesting we just keep it at three. But we do have a changing clientele and there is some flexibility in there. If they preapprove it, it can be granted by an administrator or myself. So that way if somebody has to go like we ran into a situation one our students going to have surgery they did the pre-screening on a Thursday now the surgery on a Tuesday so they're going
110to be gone a week but we've given a person online assignment so there is flexibility inside the policy for us to grant it with the principal or superintendent designation small yeah being a small school I love that like bug if they get it on Monday and Monday Tuesday Wednesday they're like what's coming on Thursday yeah yeah so there There is flexibility inside that 1,600 staff participation political activities can't use your position to influence students. Now parents is a totally different thing though but on the other side of that um when we go to this as we do our publications for the upcoming bond issue we got to make sure that we do not politicize it or say vote yes for it and we just put out there here's what we're trying to go for just
111please go and vote for this. So I want to make sure we that's what that policy covers as well. Uh 1650 is the retention and production of personnel records and file. Uh what's those things going on? Uh employment recommendations, board of education responsibilities, rules and regulations, employment references, investigation and recordkeeping. This gives you our record keeping for all employment actions we have. Um, we do have our uh I talked to you last month about the destruction of our old records and employee and duty evaluation. They're coming Thursday to start that process. The worst case scenario is $40,000, but they're looking at over 80,000 records is what they predict. We don't have 80,000 records. So, you're looking about $25,000 for us to digitalize all this and be able to access it quickly. How much do you
112It's not to exceed $40,000 for doing it. And what they will do is they'll take care of all the records retention, record restores, we will do the filing system. So let's say Courtney graduates and in 2038 she decides to needs a transcript for something for her job. We can go ahead and request it electronically off of there instead of having to dig back to the room here or where do we put that back to 196 196 and 1954 back to 1954. It's down in the little neck room. So, so we're going to electronically all that because when we found what was it 64 year had to find the transcript. That was a fun adventure. It took us 3 hours. So, now it'll be online. We can pull it out so we can pull this out.
113People's grades reported. But aren't you glad there we will confess when we were going through the finest down there, we saw we saw a light book handbook. who thought was Cody's high school disciplinary record from 1961. So we knew it could be him. He wasn't I know which uncle I go find. I need to keep this for my uncle was in the military for three years and he was two and three. It was it was a good history perspective. Keep handcuff policy. So just so the company we've chose to go with to digitize all of our records. So that's kept in the cloud or is that kept it's plug on our secure server for us. Okay. And then we can access we have a cloud option for people to make requests through it if they
114want to. We haven't got to that point yet. We need to see how many records impacts and what the future cost is going to be and we go from there. But basically what it is, it's all electronized on a secure server that follows the federal and state requirements for record retention and security. So we can access it through their neutral third party neutral site for us to do it or we can house it internally. I've had some initial conversation with Stacy and Rock about doing it. Most districts keep it out there, but I don't think it's going to be that big of a drain on ours that if we keep it on our own terminal, we got space on a new on a new server that was just put in for our security system. So,
115we're going to talk about looking at it, but we may want to keep it outside for state because of the extra security that they can provide with their three levels of security with fixing compliance, state, federal. You might just want to keep that as just a recommendation. Been there, done that. Yeah. Um, that's different from your security system, but yeah. So, you're thinking of doing this? Sorry, I was looking at some stuff and policies. So, you're thinking of doing this in-house or they're going to come in and do it for us? They come in and do it for us. Oh, perfect. Yeah. Okay. So, they're coming in doing all the assessment, telling us what's going to do. They'll destroy all the records we don't need to keep and then we'll we'll go. Yeah. They have
116all the logs. They'll give us a directory and we even set up the directories of how we want to do it. Have financial records for long. Yeah, we only got to keep it seven years and entire office over by Nicole has them all the way back to about 54 I believe. So, and then they'll be so they because this is super important which you probably know though anything they destroy they're going to document. Yes. And they'll follow records disposal. Okay. Process and procedure. They'll give us the formal documentation, okay, of everything. We keep that on file with book with and then and then what's how will you pull that those items up? How does the software work? If you want to pull up Courtney's whatever in 20 years it will do that filing system for
117us and then we'll set up the directory. So like we want to do it by class, we do it by year of graduation, they give us a year of graduate and then we go through that. We pull Courtney Brandenburg off by student identifier name. Do do all of those characters by text? Are they OCR? Yes. Say you're required to do it to be a CS vendor. They got to meet all those requirements. Everything else. So, we're doing this through ds.org. They want to do what's handwriting convert over or just test? Uh, everything should convert over by their system. Yeah, they're required to be a CS contract to do. I ask. Yeah, I'll double check. They're coming tomorrow. So, I'm asking for sure. Yeah. And so, I'm gonna put your wife out here for just a
118second, but it's a compliment. Yeah. So, Shannon Whiteoot um and I started all of Central's um records management. Yeah. Together. from 1945 to and it was a chore. It was a chore and we learned a lot the hard way. Yeah. And so um I don't know it's been a while I guess since she was in that but she is I mean I'm not saying you guys don't but she's been there done that. Yeah. And so she's someone you guys could pull in if you have any questions or Yeah. She does the trenches I do. also had two other people that I've worked with in the state that have used this company before that fall. One is a retired superintendent that recommended this to me and I trust his judgment a lot. But yeah, they're very
119good at what they do because they also have uh the Los Alamos Lab. So is it just is it sorry is it just a retention software or does it would it also do workflows and and or is it just like a dumb system? No, I'm not. No, there's workflows that we establish with it. So, we go to do it and it could be a continuous workflow that we share because we do have the option as they scan depend on whether we want them to handle the workflows or us. That's why we got to see what that final number is because we do have the right to keep them and they do the workflow management for us as part of that. So, they would come in like do that. So, current you can whatever you want
120to put on there. It can and it uses what? Adobe forms. Um, good. They have their own software. I mean, they they've used it. They converted. You can do it. They do everything to PDF mostly. But there are some JPEG version they have to do to be able to do because the quality of the version is better. So like the older files, they may do JPEG or another TIFF format or something that makes it, but they choose the format once they scan and determine. Yeah. Yeah. So mo more than likely it would be TIFF and PDF documents that we will have. So I didn't really have that tech discussion. That's pretty good. So yeah. Well, I talked to these guys three times before I did and ask a lot of these questions. She brought she
121brought up a couple others that I didn't even think of. So this So we just bought the module um try to we had someone manually doing it and it's you just can't do it. So, we just recently got the module where you put the date based on your attention schedule. So, someone still has to say yes, purge because once it's purged, it's gone. Yeah. Um or ours anyway. I don't know about this one, but um you might just ask unless you already know what is the records management piece with it. Can you set those those parameters up and can from the beginning can they set those up and have a manual as long as you don't want anything that does it automatically is my recommendation. But those are that would be super that's my 10:30
122tomorrow when they're on site. That's the first thing we talk about because they want to know how they're going to manage that process and what we're comfortable with. So okay. So yeah, that's our 10:30 meeting tomorrow when they come to when they come on site. Okay. 1,800 staff grievances. It talks about the process uh definitions under regulations underneath 1811 levels of agreements that you have to go through when filed. Um then over 1831 is a formal agreement form. We already have something very similar to this. So because it's an exhibit, we can change the exhibits however we want to do it. So we can go from there. um staff grievances level one form on 1832, level two form on 1833, and then 1834 is is level two grievance form B. So we have our choice
123of those. And then over on 1835 is the is the level three grievance final action that's presented by the final person that acts on it, whether it's the board or me. So it could be either most of the time the level three says determination of the employee on agreement. Um, so you would have to deal with that. The board they have the right to hearing with you, but it could be you guys reviewing my decision on that level two and me going forward. 1900 prohibited personnel practices talk about whistleblower act postings required business sales prohibited contributions. All the all the nos we have to do being in school offices. The exhibit whistleblower act summary and those types of things is over there. 1950 driving alcohol testing of employees. We are required to do it for
124all our drivers, bus drivers and or suburban drivers. So, there's that. Um there is being a push by some of our districts in our area that we'll talk about um in July of drug testing our athletes because of um I know it's an issue. I know we have it going throughout. I just want the board to think as we go forward with our athletic are we going to test athletics andor students with that students is an ify area test throw testing only if they're participating in extra pickle activity. So we can talk about that in the next couple months and kind of think about what we do as we do our handbook because we've had a discussion initially I know it's it doesn't seem like it's an issue but with vapes it's issuewide and those
125things have a lot of impact and those stuff sticks around for a long time. So I just want to make sure I get a feel of the board as we go forward with handbooks how you would like to proceed. We can talk about it next month. So we go from there. Uh 1961 Dragon testing of employees other than transportation employees. We do have the right to randomly drug test our students or our staff choose to do so. Um so and that's everyone. That's everyone. It's got to be random and we got to do it by a third party because we do not want our nurse doing it. Trust me. I was in two districts where we did drug tests randomly and one of them did the nurse and one of them did an outside contractor.
126The one the outside one was much easier and much better. Yeah. Yeah. They literally Yeah. For so that we had the record. As long as wife stands doesn't see $60,000, we don't have to go to pyramid. So we we can talk we can look at that later and go from there. But that that fits in with the overall general health and wellbeing of staff. 1981 drug and alcohol testing of employees other than employees affidavit signed. Uh 2050 professional staff positions talked about lure for those for professional. Um 2150 is it staff contracts and compensations we're required to do. So it outlines the length of contract you're allowed to issue. Um so that we can go from there. That's in compliance with state law. 2200 professional staff salary system which we just talked about today. Vicky
127and I are looking looking at that framework to tighten that up because now the line items will report back to the state budget for RFR. It's sorry, but the pen asked for way too much information for too little money on some of the stuff can really I would push back. Yeah, we are pushing back a little bit as rural superintendent because it's gotten worse since we won the lawsuit was what they told me at the budget conference with the line items and functions they're talking about and having us report down to the dollar by the by the sub account for supplies and salaries and all that stuff. It's going to get fun. That's all I can say. And I smile because I don't I don't really want to say what I want to say, but
128we understand. You don't understand the unwritten sign language. I'm signing right. I was afraid that might happen. It is. The retaliation's coming back. She plays. So, but it was worth it. Yeah, it is. Uh 2400 professional staff bags of pennies. you and Stan because Stan said that he said we can take our deposits back to the state. Somebody said Canadian $2 bills do the conversion. Okay. 2450s fringe benefits each year to budget. Shall we do that? So you do the fringe benefits in the budget. uh 2500 professional support staff leaves and absences, absence without leave and those types of things. So, this gets in all our leave provisions uh for sick leave and all that stuff. So, here's I have a question. Is there a policy on how many weeks staff can take off at
129any one point? No. Unless it's for medical or e we can create one, but there's no limitation underneath current state statute prohibit staff from taking multiple weeks. a teacher or a staff member. Unpaid, there's no limit on unpaid, but we can set limitations on certain things. And that's one thing that we have been talking about that we're going to do this. Let's make sure we can do it. And I'll run this by because I talked to Gino Zamora about this, our attorney about that. And we got to be very careful how we word it because we cannot prohibit any medical leave that may impact but personal leave and things like that with documentation. We I have to rise superintendent to deny the practice or we could set a limit of that you have to have
130two preapproved instead of like currently I know Barb we've done this for a while so it's not to use it. We can have them be. So who approves it? Sorry. So who approve? You approve staff. You approve teachers. It goes to her. She submits it to me and then we do it. So you both have Yeah, we both have to approve for a staff member. If it's an ad, it comes directly to me. If it's a stud comes directly to me. So I understand. So all those things that go on, but we can also say they have one unlimited professional leave or how we want to set that up with those users. And for me with vacation, um, if anybody's 12 month employee that has vacation, we can we're allowed to limit them to a
131max number of days in a row. It's been done before because I know super have they can't take more than 10 days successive vacation. Well, what can a teacher accumulate on vacation? They can't they don't employ. Oh, so they don't get carry over. They don't carry over. There's two personal leave, but it doesn't carry. So, you can't, you know, when you're finally getting ready to retire, you can't have 15 days of personal leave. And it's 10 days leave without pay. Yeah. Yeah. You got them. You got them. You dock them. So, you end up with no paycheck. Yeah. But to me that we don't know why because if they if they and they have other BS we need to after 38 days if you're not here audio it is decide right we do that this
132situation I got to run that by that's going to be one of the situations I know the situation you're talking about we've got I got to run Gino say it's not fair to the student. No, it's not. It's not fair to the rest of the staff. I mean, two. So, yeah. Okay. So, 225 professional support staff. Why wasn't Sorry, I'm getting into probably personnel stuff, but policy that says no. It really didn't matter. Yeah. one way or the other was not it didn't they were going to go anyway. It didn't matter. They were going to walk out anyway. But there's no recourse for us to say, "Well, don't come back." Well, and and and yeah, because it's not job abandonment by law because she notified us to leave without my only issue I didn't have.
133Yeah. So, I was asked Yeah. Yeah. This will give us more people so we'll be able to deal with it better in the future. Uh 2600 professional support staff, personal emergency, religious leave. So we have to look personal leave must receive because here's the other thing that we can do with those personal leave. We have a lot of people just request them the day before. We can set the limitations of when they are due. Yes. Yeah. week before or whatever we we feel comfortable with. And usually in the past jobs I've done, it's been seven calendar days prior to using it. So we might want to look at changing that. So right now it says four working days. That could be seven calendar days. Depends on how you guys want to define it. So So
134it's either way you can look at it that way. Emergency. Yeah. Without emergency that I do, there is provision in here for me to approve the emergency personal leave if they have to use it for a reason. And the other thing that we have to talk about too is right now our bereavement leave is 5 days per current. Now I don't want to tell anybody to have bad ambitions that two people die or close to them in in a month or whatever it is in a year. It's not in it's not but we can set a total max we can use in a year. So, I just want you guys to think about that because with knowing with my situation with my mother-in-law, knowing the way my my daughter-in-law could have been, it was very
135iffy up until the last couple months what could happen with her. It's 5 days right now per occurrence that we're allowed to use for that. But there's also no limitation that a person can't claim bereavement to go deal with prior situation. Let's say I had to go back to Ohio with my wife to help deal with the financial state of them. It didn't happen till March and she passed away in November. So, we had we had a it worked really. So, we did a 12 month it had to be within the 12 within the 12 months, believe it or not, two years later. Yeah. Um and so we we had to update ours just recently 12 months and then the first um situation which heaven forbid you hate families for go to go through this
136but it was a week and then the next situation um we had so many events that could occur in a year and then we also had immediate and then we had you know relatives that were suggest we could do a tier approach to deal with it. So it's an immediate impact mother, father, son, daughter, in-law of your spouse, those immediate ones and then your aunt like that because like me, I'm the executive of one of my cousins back in Ohio. I'd have to go back and deal with that could be a secondary tier that would have to happen. So that's just the way I just want to make sure we're looking at that because I was going to recommend that somebody occurs within 12 months, you use that for that for that occurrence. So that
137way it's on a running clock and we can look at So, so there's that. Uh, leaves and absence without paid. Um, this is one we can look at. Um, leave of absence requested pursuant to this policy may not exceed 12 weeks. Um, that's more or less like sobatical opinion. We may want to look at shortening those times. So, these are just general policy. We want to make them stricter. I mean it just does I mean just makes it that I believe in here it was for for a full school year like that it goes all the way into all the things and this also ties into FMLA for situations. Yeah. Yeah. That would be that would be we place them on they would be on unpaid leave. would fill that position because but we get
138more of that. I'll call Dan Castile on these to make sure if he has any other further recommendation because I know some of these get a little bit complicated with all the stuff with FMLA requesting and all they have to do whether they qualify or they don't. Um they also have to write underneath ML to ask for reduced time if they do that. So this gets into all the FMLA requirements we have to do. Um over on 2931 is the exhibit for family acts into it. That's a good question. I haven't had to deal with anybody. No, nobody's taking umity. No, but they they took Yeah, but you have to be employed for a year in order to use it. Yeah, I don't think we do that. We don't do it as a benefit, but
139we do have to follow the FML rule, but you have to be employed for a year in order to qualify for I know disability at the state is just Yeah. Okay, you can Well, I take that back. We do have short-term disability employees got to pay for it. It's one of the extra benefits through it bills. No, it's actually through it wasn't B was B. I just thinking yeah through BIS the employee can buy the short-term disability cover that longterm disability. Yeah, they do think you got to look in your quote from Nipian. I don't think Corona does LTD. short term. He might offers one. Yeah. Okay. That's an extra takeaway insurance employee. And then we don't have voluntary doy for the extra insurance. We don't have Corona doesn't do the voluntary life insurance or
140the the one there's one that death benefit it's it's life insurance but we don't do it we get the 50,000 that's same00 we don't offer it through or we don't have it through Nipio we do it through we have 50,000 per employee and then they can buy additional I believe through yeah Brady has I think the 100,000 when they cap that for their longterm and then 300,000 but we don't have the other Yeah. Look, you got to look in your man tell you what Corona has. Yeah. Anyways, yeah. Hold on. So there's the exhibit pay without pay 2933. Your rights under family me. That's the exhibit you can put in your handbooks for them to understand your rights. Um, I won't ask for that. Oh, there we go. Okay. 2935 the tax and family mentally
141act 1993. Uh, all the benefits all the way over. Then over on 2396, certification of healthcare provider for family medical serious health condition. So, if you're asking for a family member, uh, we actually, if we ever get asked, we've always been told, and I don't know what big been told with her, but our current told us always use the federal forms off our website because they change all the time. So, we ever get somebody asking, we'll have to pull them out from federal website because they change almost monthly based on who's maintaining and going from there. So, we'll go over there. Special smart material legal leave. So, military leave when the cog was getting called back to duty. she was protected. We had to pay her and do those things which is good uh for
142our our country. Uh sbatical leave 3050 you can you can request it and the board may grant sobatical leave to licensed teaching administrative personnel for a maximum of one year that's without pay by the way you grant without pay by law. though that way you can go. Uh professional support staff voluntary transfer recruit annual sick leave limits on donations. That's our sickly bank 3100. Y that's our sickly bank um that can do uh those who only contribute can get into it. So you can donate it. Yeah, you can donate it. Yeah. I remember when Terry see I mean when did was so sick everybody and she my aunt never took a day off you know driving the bus and she had we decided I don't remember I don't think we put it in the menu
143probably need we decided that there had to be a massive like you couldn't have been here for 30 years and had 600 hours you could only do 50 years a person donating donate days. I think we have sex with fire, but I don't know. I mean, I know it was just something that Travis Yeah. did and then I could get Do we have to have soatical leave? Are we required to have it? It's not required if you want to do it, but it's also good to have for some reason. Like I give this example. Um, if a if a person is doing a doctoral scholarship or doing a program for a mastermind, they can choose to be on campus for a reward like a road scholar type of thing that would allow them to go
144and finish that degree and come back and still be employed. I would recommend we still keep it in there. I don't think many people will do it, but a classic example could be one of our national honors or national certified board teachers could be asked to be a year-long instructor for that program and have them do that and teach at the same time. That person will never come back to teach you again because I know one at Homestead Falls that did it. you may want to grant them that leave for a year because national board will pay them to be that instructor equal to your salary and then you can bring them back and it's a great value for that teacher because you talk with all these other national board certified teachers that going for
145it. So it' be on a limited basis that we get granted. So I would say we would just like to keep it in there in case somebody goes down that road or whatever. Can anything else fall into that? It's anything related to professional that you would ask to leave and go on. But there's very limited. We can define what a sbatical could be if you want to do that, but that could be done in administrative guidelines and not necessarily the policy in our in our handbook. Yeah. So those 30,000 professional leave policy. Um, so he goes over there 3011 voluntary transfer recruit sick leave. These are the regulations that are in there. 3112 and 3133 is the form for requesting it. Um, and going from there 3132 the employee transfer program statement of healthcare professional
146um has to be filled out by the doctor and the lead because I had to do this once in my career for an employee. Yeah. Healthare provider filling out the reason for their leave like that. Uh 3133 is the exhibit for organization to disclose health information for school purposes like a person like maternity leave. Um would be one of the examples where a person has to go out for a long-term disability. This is the form you can use to report for long-term disability that the doctor requested they be removed. Here's the reasons. Then we can use that or the doctor can do a do a letter. We got maintain that's you gota keep you gota keep so many days. Yeah. So so new employees that donate don't qualify to get 28 days like three years
147down the road. So you can't take advantage of that as you go. Okay. So 3130 that goes from there. 3134 request to donate annual leave. We usually just done it by them emailing us to put it in the pool, but we did have a letter that Karen had that you could donate in and they just checked yes and then we do that. I don't know how far did it but when I got here last asked me when to donate I said I'm only get sick sick days I can't donate in case I get sick that's a different thing but yeah so doc in the system but I don't know if it's been maintained okay 3150 I talked already about the leave professional staff or leave so we can talk more about that think about what
148we do for professional staff vacation holidays explains 12 months. Um employees are only one eligible holidays may be established by school calendar as well as part of that that kind of get your vacation. Uh 3450 professional staff hiring uh processes we have to go into to follow for that reemployment contracts what we have to do in order to do that. professional staff hiring for the handbook regulation that we can put in uh the professional release for background information since Palms put that in place a couple years ago and we also have to do it for certain under release by the person that we're doing the background check on and the reference check which we already have on our website by the way Tom gave it to us last year um so we did that uh
149background check form we already have a reference check form so that be an exhibit Matter of fact, almost looks exactly like this, but it's a lot shorter because we have the other form that asks all the other questions with this. So, we actually have two forms we use for background checks and reference checks. Uh, professional staff certification, fingerprint requirements. Um, so that gets into all that before they're hired, come on board. Uh, professional staffing, certification, credential requirements, exhibit, we want to use it for them. talks about the types of defenses that they said they have not done to verify and it could be notorized or not. Some districts have it notorized, some do not. Uh 3750 part-time and substitute professional staff employment goes into substitute teachers qualifications um that are there as a minimum. Um
150substitute teacher tracking and monitoring, confirming license, all those things we have to do to make sure they get in a classroom with fingerprint tracks as well. arrangements for substitute staff members. We'll establish procedure reporting the need for and arranging for professional staff substitutes. Uh we do it online right now through Google form, but Vick and I are going to look at how we might be able to use visions a lot better to do that to track it. Um because we do have some people that report it late or don't report it and Van and I are going back and manually putting it in, making sure we have all those dates put in. So, we're looking at also having a paper backup. Uh Joe recommended that even though you may do it electronically through vision, those
151things also have a paper backup just to make sure you have it. So you have double documents. So we're going to look at those procedures next year. Um 3861 arrangements for staff members substitutes 39 professional staff orientation and training goals and objectives for the policy for new employees. It goes into the training piece of it again bottom that we all have to do. uh personnel policies that we have to inform them on all those things. 4,100 uh professional staff development um that board encourages that to happen and as the superintendent of the district we make sure we oversee it. We give them uh professional libraries conferences when they're district visitations and it outlines what can be done as professional staff development. 4150 is we ever initiate into a staff or teacher residency program at the
152university. It outlines uh the process and procedures for those teachers. Um this is done because the ED fellows program uh that was put in place by the state a couple years ago, but you're also can enter into residencies with other institutions and not follow it if you want to use your own money. But this outlines what stipens and everything are for that. Um we may actually have an Ed Fellows um social work or EA like go back to their social work certificate. So she's looking at enrolling in that program next year. EA they're covering all professional stuff. EAS are covering professional. So even a teacher residency program EA is a paraprofessional teaching. So that's how it covers. I just didn't know if it was different. No subs are subs are higher under instructional. They are
153classified most of the time as you take her months to get her social. No, it won't. Yeah, she's already got 18 at least 18 hours of a minor in social work. Yeah. Yeah. Yeah. Yeah. She's already So, yeah, she already had 28 hours in her undergrad. So, so she's looking at going back in. The thing that I wonder about is I met with her today because I have to submit a fellow's request by May 15th. the internet program and then um there's a difference between a PET certification and a full social worker license. So, we got to make sure she's she'll qualify for the PET license with a full social worker. I don't want her to buy a bill of goods that we're going to get to PET license and not be able to practice
154all the things out in public because we need a full scale social worker to be able to share so they can advise reach out to the to the well programs like that in the state. So that way you can't do that completely with a PD license because you're not able to access nature of the state of district. Yeah. Yeah. And she's she's very interested. So we're encouraging her to do it and going from there. Yeah. Yeah. 45. Yeah. At least. Yeah. Professional staff assessment and transfers. The assignments are my request transfers. Uh professional staff schedules and calendars which we'll be working on. I'll give you an update once we get through all the approvals on those later. Uh talks about my responsibilities and board's responsibilities for those. Uh 5,000 professional staff meetings 2% arrange for
155hold staff meetings. They may arise doesn't see we have to do them all the time, but it also applies for professional development meetings that we do. That gives us the authority to do it. Special staff extra duty. All coaching schedules will be managed. Building athletic director in accordance with the New Mexico athletic association. I don't know what a building athletic director is. Ranch superintendent here. Me. Okay. It's me. And I have two athletic assistants, Amanda and that's where we got a couple people interested in stepping up and helping supervise and things like that. So, we're going to talk to them about what they can do. But I do everything. We kind of break it down. She handles transportation. Randa handles uh crowd control and uh and she loed it. She did because she was part
156of her internship and then I'm I'm the one that does all reporting back then and and Hannah wants to get involved in some scheduling and like that as well as Monica. I'm not asking Monica to take everything on, but Monica expressed an interest of being more and we may she actually may want to do the background stuff, the concession stands, ordering and those types of things. So, it's really been a team effort around here since I've come on board. And I know it was that way beforehand, but we really don't have any issues with coming back. It's just I have to throw fans out like I did first year I was here, but last year we didn't have to throw anybody out our own game. It was good. So, looks nice. Yeah, nice conversation. Yeah.
157Professional staff and extra duties. We got that one done. Professional staff duties and responsibilities. talk about what teachers, administrators, and school staff are supposed to do. The evaluation professional staff members um so implement these staff evaluations. This is also covers the teacher evaluations are on there. We're working on those processes right now. Um this outlines the regulation of purposes of evaluators, what you have to do. Uh frequency of written evaluations, tell you how often you can do them. Um like level ones, you have to do two evaluations a year. Beyond that, we we can determine to change these. Uh level twos and threes are only required one a year by state law. So that way you guys are aware and we go into that followup evaluation programs licensed administrators other non-licensed personnel professional staff promotions
158fill positions increase the best available candidates. I don't want to hire go small like you not just because they apply remember that so just you weren't the only ones I rehired me so that's your point there you go That's on you. I got you back. Professional staff termination of employment. This is going to notice you have to get for those that are professional staff. If we have to do a reduction of force, the process is outlined in that policy. What we have to do, I don't think we ever had to do it district. Um talks about resignation of professionals of professional staff members. Uh it says 30 days written notice as in compiance with state law. Discipline, suspension, termination, discharge, professional staff members goes into process and procedures you have to go through um with
159those as you go through. Are you going to have to go through those procedures yet? Not yet. You haven't said anything to me yet. Not for you. Yeah, we have to do this for our employee handbook. Yeah, it's wrapped up in a literal sense. No, not yet. We haven't got to that point yet, but we'll get there. Um, so the appeals process, termination, all the steps and procedures you do. Uh, so that goes all the way over to almost we're getting there. Um, and then 6131 is reporting requirements of all staff members that could be using your manuals. non-school employment by professional staff members right full-time employee district give presidential or any type of outside work or self-employment. So that means if we work our day you can't work during another job we find out
160about it do those things. So it outlines those and then 6300 allows the board to set up separate tutoring pay or actually the superintendent through the budget to do that. Um they're not allowed to provide tuning for any students who attend or arrest in their own class instead of organized tutorial programs are publicly funded. So they can't do it during the school day. But there's also a huge gray area in this. What can they do if they're doing after hours and the parent wants to pay them? Yeah, that's you see like at 5:00 at night, uh Courtney asked Chris to come over and help with math homework. Can they pay them outside school? And Courtney's never home at 5:00. I I don't know as an example. I'm going to use me. We do do like
161Yeah, we do after school tutoring as part of our part of the extra Yeah, yeah, pay. It was part of our part of the benefit. So, they do get it hourly rate. Yeah, they actually at one point ran it through. Yeah, it was provided. It wasn't square but professional research and publishing the boardary rights publication vice govern their own time. Okay. So that just gets into copyright rights and responses the board of the school employees represent school district uh support staff positions before any new positions you present. We're presenting job description for position. We did all that last year and we're going to have to redefine a couple of the other positions this year. We go to bring uh Vicki back on and reshifting responsibility. So I bring those up in July to the board
162or August before the school year starts uh for approval. Um so that way if there's any changes have to bring those forward, but every single position has a job description as of now. Yes. Cool. So we you approved those all last year. Yeah. Yeah. potentially one they ever mandated or even like Monica just just came out. They just came on. They came off alternatively. Yeah. Oh, okay. So, they don't have to do this. No. Dossier gone forces, which I have mixed feelings. Not sure any better, you know, the oversight of it and the quality. It's very very and a lot of it's busy work. Yeah, that's what I mean. The rigor of the courses. Yeah. Why they go with the back? That's a great idea. You're going to get more teachers to come in down
163so they don't have to worry about that. Yeah. 6800 is compensation and contracts. What's responsible compensation be listed in the contract? 6850 is placement on the salary schedule and when you're eligible 12 month employees are granted at the beginning of the fiscal year. An employee must work one day more than one half of the year to receive a step advancement salary. So we have a teacher leave it leave at mid year and wants to come back later on. We don't necessarily have to count that year as a full year of experience too. So you guys are aware. Um so I use that silver for two employees when they left came back. But if they left another school district then you ask county. But if they left and went to private and came back, you don't
164ne have to count that year. But I think for us, if they did it semester, they had legitimate reason, it's not that big a deal to give them that year of experience of recruiting. So that's just how I think on that. But I just want to make sure that that would happen, we could do it. But if they're there a half year and leave for a family reason, I'm not going to hold against support staff supplied schedule that we will work on. uh support staff fringe benefits um depending on how we want to do that but we do not pay our leg coaches any types of fringe benefits as they go they get paid salary uh support staff leave of absence that refers back to the policies early on um that applies so they combine
165all those into one uh support staff conference visitations they have the same right to attend um one thing that we will probably do is enforce that 20-day rule with very few but pet sometimes don't notify us on support staff till like 10 days before on when they do their conference. So we may want to look at today's requirement for support staff report because like for example the spring building building managers meeting if we wanted to send anybody to it which I would have I could have gone into our district representative our master facility plan and our facility maintenance plan they notify us 10 days when they finally moved the site to a new place and it's like if that doesn't meet that we couldn't send a person that's policy. So, but there's also everything in
166here later on or that we did earlier that discretion to bring I can approve those emergency leaves and we can do that if a professional leave emergency uh support staff vacation and holidays. Um this gets into when we talk about the accumulation rates per month in that earlier schedule. We just codify it more for that. uh support staff hiring process you have to use 7661 support staff hiring regulation and then there's a pivot that you can use conduct investigation releases support staff hiring 7682 which are very similar to the other documents uh 7700 support staff certification and credentiing requirements fingerp printing again so these are pretty much all the way almost all the way to the end of support staff the same as we did for professional staff earlier. Um 8,100. Same thing with support
167staff and training. Same thing with support taps transfers. 8250 support staff schedules are the same. 8450 support staff workload. Um employees not one week in advance of any modification to their work week plan. With this policy, I'll be able to adjust like we want to extend our food service a half hour extra. we can have the budget to do it or we want to hire an extra person. The board gives me approval. We can set those work weeks and change those parameters with that as we go forward. So it just defines the work week too for support staff people. Since a lot of those people are hourly, not ours, we do a lot of salary salary. So ours are salary. So we don't necessarily have to notify them of the change in salary, but just
168a change in working conditions. Okay. A461's regulations support staff workload fair labor and overtime. The reason whoever wants to sal you have to worry about the overtime rule that was put in place. Um part probably that's been around a while for for rural because everybody goes on Saturdays you know because don't know how long because you'd be driving a bus at 6 o'clock at night and that be part of your normal work day university. Yeah. Yeah. 8550 support staff meetings, supervision support staff, the same as the other ones for 8850. Uh 8,900 evaluation support staff set up the process. Exhibit one, the evaluation support staff documents that we could adopt and use. Um so I'm looking at those. I actually have some from a prior job at Silver that are a little bit less complicated
169than this. So we could use those. Drug and alcohol testing of transportation employees refers back to the transportation that we did earlier. 91 hoarded support or 9100 support staff termination goes back to DKA policy reduction in force is outlined for support staff 9200 resignation same as those 9300 discipline suspension same as what we did for professional um they're just fine with the grievance process and those are and finally 9350 non non-school employment by support staff members um gets to do your response good everything you can do and 9400 is the policy for retirey return to work uh which was just readjusted this year for five years instead of three now. You can sit out. Oh yeah. You sit out and then come back for five years instead of three to four uh for the full
170year. But if you sit out full year or 90 days, it just depends on resign on in May and then come back. Yeah. Yeah. Correct. Yes. Correct. So there's those Mr. I'll press the first reading out here. Second reading of the second reading of the second reading and discussion of policy policy section J. Yes. A motion. I second. Motion been made. Seconded on the reading on the second reading of the second reading of the second policy JLitch. Third reading and approval of section I specifically. What happened? We already executive session. Uh motion made second to approve third reading of section I and everything else. Uh all those in favor. All those opposed. Okay. Okay. Update. Okay. I have a meeting tomorrow morning with our legal counsel to try and enforce the rule that they're putting
171this year so we consult our attorneys, but we're going to stick to as the court order read the rule from two years ago that was put in place. So Stan will be giving us our directions tomorrow how to address that and the attorneys will be telling us the advice of how we submit our account because what they're trying to do is force uh in a nice way to try to tell if you're a 4 day week and you have any five day weeks you're technically a five day week you have one or two or so even though they may be virtually we had I sent an email to the board to the staff today about the calendar that we may have to make a couple modifications so we can make sure we have the hours.
172They did not approve the 60 hours for both high school and elementary. So our high school if we have more than four snow days we could be having them make up but elementary is not because it's real close in hours of what we did this year. And we're probably going to move our early release to two o'clock to gain that extra hour on those early Fridays or 2:30 so we can accumulate some time because this is going to go to court again. They're we're going to have to file content against pet because I think that's where that go. They're saying if you submit as a 4 day week, they will not count anything on Fridays ever. You can never do do a Friday and get credit for it. You can do them, but you're not
173gonna get any time to credit it. You have to in order to direct violation the rules that hel them trying to control. Okay. Okay. So, there's that teacher housing update. Um, we did get the RFP out for demo. There's a site for the demo. PSFA is requiring me to do and asbestous test on the facility. We're in process of doing the asbestous testing. We're getting the contractor on site. The RFP for the demolition is due on the 28th. So the asbesus test will be done before. So we've asked the proposal to come with both asbesus abatement demo and nonvestus abatement demo. So that way we can cover our budget though. They notified me last Wednesday when I was at budget conference. We had to do the asbes testing. So I did contact one. We're in
174the process of getting the CS contract in place. I got to get a hold of K12, make sure they get it filed and he'll be out here next week to do that. Then I can notify them. You're just submitting one for us. So one of those contracts, we've had 16 contractors respond to a demo RFP wanting information. Oh wow. I was just for the demo. Wow. So be ready. Okay. Phone security car ID is then resolved. We actually were able to port the emergency number to the two numbers that were there. We didn't have to use the third one you gave us. So they're both active. So now both buildings have a ID in case of emergency when it goes out. So that's been resolved. So 1911 and the question of schools though. Well, they're
175working on getting that chance. That's inside the diagram. The way we had to reroute the number went through the it went through the T-Mobile line that went through. So now it's actually ported directly to Plateau. Yeah. Yeah. When it shows up. Yeah. At some point it will show the 1911. Yeah. 117. Yes. 117. Yeah, there were four numbers 911. Yeah. 171 171. Yeah. 1711 and 1911. So, do we still have access to 4949 or we still have a Yeah. One of the fax number that we have a free line number. Yeah. Well, and that was going to be part of the issue is they they have no more 849. Yeah, number you had to then we number plateau and they own those domains. We had to work some things around and that's why it had
176to be rerouted through. Okay, Alina. Yeah, security system. Yes. And thank you for putting us on the Curtis. And so I um had come to the school the last this Tuesday the Tuesday before and I stopped at the keypad because I parked over here and I thought I wonder if I push the button or what I do. So I thought well just see if it's locked. So walked right in. I could have gone anywhere I wanted to go. Uh, I sorry, but I walked through and Hannah, um, not this Hannah, Hannah, other Hannah, she's on her cell phone and she acknowledged me. She was out and I believe she walked in and she acknowledged me. So, I'm not sure who My first question. Nobody can see. This has happened on more than once occasion. Now
177we have a security system. Why is it not locked? Is it not working? Well, here's the issue with the doors. Okay, here's what's happening. Because of the wind, the sensors on the door, it is setting off fire and access alarms, even if they're secured or unsecured on the doors. We had a fire marshal inspection which came in right before break two. We have two doors sets we have to replace. What happened in transit? Apic did not come out and do their close out. So we've changed vendors to cabinets. What we have to do is the four door sets that have been identified as issues is one on the auditorium, the door on the end of the pod which doesn't even open at all, one on the elementary and that door. and it's sending off alarms
178to the county and once we get over 10 alarms, it does it. So, we've had to keep that door unlocked and and I don't want to say kill the sensors, but we still have it in, but it's sending out alarms at a rate of 7 to 12 a day that's going on. I have Camnap working on a door solution to it. Um, matter of fact, I just got an email from them today. They recommended a company out of Albuquerque overhead door, but they are not the biccata approved vendor yet. I am meeting with Marcato on Tuesday. The closest rata approved vendor for their doors and their systems not to void the warranties is in El Paso. We have called him twice. He doesn't want to come up this far to do that. So, Verata is
179working on a solution for us. They'll have an answer with me Tuesday. the company out of Albuquerque should have their approval because they've gone through their process. But what's happening is because the agent doors and the way APIC installed them, the sensors are sending off alarms all the time. So, we had to basically what the guys that came in said, we had to dump down the sensors so they would be going off all the time. And the easiest way to do is to keep doors tight. But once those doors come in, which is a summer project, it's going to be noisy. We I made the choice not to do it during testing right now to come in and do it because they're going have to pull the doors out, chisel out, put no frames in
180and everything else and do those things. But that was the issue and I questioned them because they never came out and closed the project with APIC. That's how CAM that get involved. So all we have to do underneath the warranty is pay the labor and well, we got to do the doors because that's our responsibility. We didn't have them do it, but we have to pay the labor for them to come out and rewire those doors and everything else that come in. Yeah. And I'm sorry the timing of all of this. It's so it's it's unfortunate. We're having to deal with all these issues. It's not what it used to be, like Lauren said, sadly enough. So, I don't have children at the co-op and I don't allow anybody any of the public past the
181lobbies and we have people that watch that um 24/7 in addition to our own dispatch in addition to my my MSRS. Um, by the way, I've resigned from the co-op. I'm not there any longer, by the way. So, I keep saying my because I've worked there for 29 years. But um I guess I just have a real issue. Anybody could walk into these schools right now. We're an open target. We've got to do something. We can't lock them. We need to put somebody sitting out here that watches that front door. I'm sorry. We got to do something. Yeah. Because the camera system, the sensors aren't working on those doors that we installed. So, um we can look at it. I mean, we've talked about several things what to do. Um, yeah, we can look at
182a solution in doing it, but I'm going to make sure that we get those doors replaced and do that and then then put the camera to make sure I'm sorry because the way this school was designed back in the day, this wasn't a problem. You know, like you guys know, you go to other schools. When Kell was in Capitan, I knew when I went to Capitan schools, I had to go into the vestibule and you couldn't get past the secretary. Yeah. And sometimes you couldn't even get into the the vestibule and that was but in the other parts of the school where it was just staff. Nobody was watching, you couldn't open any of those doors. You had to have a badge or you had to buzz and you had to give a lot of
183information before they would let you in. I just couldn't believe. I mean, I hear you. Yeah. But we can't just leave this where anybody can walk in these doors and do whatever the heck they want. Here's my other issue. Sorry. So, I was checking Courtney out because we've had I and I know you guys know me and maybe it's different for somebody else. I don't know. Um, I got done with my meeting and then I needed to check her out. I signed her out. Um, and you know, I there was something else going on so I was like, do I just go down and get her? Yeah, just go down and get her. Are we allowing people just to go down the hallways to get students? We normally go down and call the office. Okay.
184Normally I go down the hall. We call it remember to put her picture on the profile inside. So, I don't know if y'all noticed, but I do have more time on my hands. all trans even this one and the one on the front of the elementary even when they are locked they don't always catch. So if you just walk out of it and you let it go and you don't turn around, it doesn't matter. It's not locked. The elementary is much more secure than this. So could happen. It was only one door. She only has a door here on this. All the other ones are locked and secure. But her issue is that door doesn't secure in the front too often. and does that. They built it, right? How many seconds? It doesn't. It should
185start. Yeah, it should start put Yeah. to make it where you can see it, you know. Yeah. I've talked about we need to get together. like, oh yeah, but yes, also the wiring and this cabinet redo that and that is one of the things that they made the recommendation for us and you didn't pay the last payment, right? And the we still have the retainer. That's why that's why Canada was able to be hired. I mean, but that's that's secondary. I guess my concern is with everything going on in our our sweet little community, I'm I'm afraid um first and foremost the the safety of the kids and the staff and the teachers. We've been alerted by two parents now. I experienced my concern the other day of tonight. Um, we've got to do something
186like tomorrow morning. That's I mean or we're I mean that this is important. You can't just push it off until something happens until they get here to fix the doors or whatever. When when it gets to this point and you have people coming on campus that should not be here and we have all the activity and a lot of folks we don't even know. They're not like us. I mean, I don't know these folks. Okay. Not only that, but unfortunately, you have 54, you have 42, you've got uh 247, you've got uh the the highway going to the interstate just right there at Zo. And then just a little ways north, you've got I40, 285. This is this is Yep. You got 60 just up the way. start based on what I heard and what
187what you shared tonight. Starting tomorrow, we either need to have an officer here on premises until we get the security system fixed or we need to also make sure somebody's watching the entrances, but if you have an active shooter come in, everything's done in a few minutes. You guys know I I've even talked to both of our 12 county commissioners that are that are likeminded and they said, "Well, we representative security." Yeah. But yeah, they said they reached out to the deputies and oh yeah, we're going to be able to get one because our retiring Oh, she'd have to go to Yeah. All right. So, what's the plan? You expect me to answer in five minutes a plan for tomorrow? Well, I mean, I can secure the doors tomorrow. So, it's after. And the other
188thing I will say this, those issues were not the first issue I heard about was today when I was in the elementary comm. These issues have not been reported to us as an administrative. And why isn't ask them. That was the first time. This is the first time that those issues have been reported to me. Then this one. Yeah, this one happened. I was in the elementary. It occurred. I went and looked at the cameras. We cannot identify the person because he saw where our cameras were at and walked away back. I mean, basically knew where the cameras was and chilled himself. He was walking off and and that was today. I went and looked at the cameras immediately when I was smiling. But the other incident they brought up, that's just escalated the whole
189Yeah. See, I would have had police here through the whole rest of the day and somebody police I don't know. There's got to be the other thing that occurred too at the end of the day. It was after kids were off campus and their kids were out on the playground playing supervised during two days when I were there and their kids were out on the playground afterwards. We don't have super. We got out at 1:00 today as an early release and this happened at 2:00 in the afternoon. So part of the issue is staff about finding child care for the children. When that guy was watching KK Yeah. that wasn't during school. No, that was not during school. So that is I was there when it was announced in the building because I was over
190there at the DLC in the elementary building when it occurred and I went and immediately I went outside. It would it at 2:00 I we saw the figure in the one camera walking off ca off campus and all the angles that were for that part of where he was at. You can't get a direct shot on his face. So that wasn't during school hours. He walked backwards. He walked backwards to a camera that we could have access to and the other one's so far away we can't get a shot. You could see when he was walking, he could see the building on there as he was walking off and he walked like this. So, he couldn't get a shot of his face back to the building. That's all I can see on the cameras cuz
191the other one that was there was on the other part of the playground. He was walking away failed to mention that it was okay and and I mean he should have he should have shared that that but besides so the fence the fence is not going to solve that problem because the gates are going to be open. So let me let me just share this. I I think we need and I don't think we should allow I'm sorry because I was upset because I used to go walk the track maire on my lunch break. They don't let anybody on their premises. Um, even they do during the summer, they unlock the gate. Um, but they and they knew me, but I mean, a rule is a rule. And so, nobody is allowed on the mountain
192air premises unless you walk through their gate. I talked a few contractors about getting up here in the next couple weeks to look at the times going around because it's been on our rad and we've been focusing on the teachers in the building and security was number three that started we started with security not heavy when they started this deal and then they given us the run on this and that and everything else but I don't think you need to fence the whole can I think you need to come off the elementary building over to that rock all up towards the old that way. It just fits the like the elementary. Yeah, there's that one little fence. That's not okay. But my only suggestion there is you protected elementary, but what about your high schoolers
193that walk up to Well, we could have the other I mean the other thing is I mean as we lay this out as you look at this. This will be okay for the elementary, but we had a kid going outside. How do you monitor access to our camps and day when we're teaching? We're inside doing your work. Yeah. When they're doing your work, we just have to secure the buildings. That's what we're going to have to do. Yeah. And then when we go up there, who we send staff members with. I think that's the only solution, Mr. P. Don't forget they go outside and across short distance, but there's a blind spot right here. Oh, here. Yeah. So, so can you after I talk to doing I don't think the camera that shoots down there
194is actually in the elementary and it does shoot down but when you're in a corner you can't Thank you. Have a good night. So, we're going to work on the security system. Yeah. So, sorry. What's the plan for tomorrow? Will not be on campus. They will have a filter on campus. Um, elementary will lock that front door. All the other doors are secured. I'm going to be try to go check playgrounds before they go out. There's always adults out there. And the other thing we've had to do this year too, we've all staff one over again. They get very lazy. They don't pull their keys out. They put mats in the door when they go out the resource. And I told them they had to stop over and nobody will admit to what's going on
195over well and in the high school too we have they don't step out of their classroom and be reminded and asked and well I'm having the convers I'm having a conversation about you can't say Monica and Roxan has done a really good job and periodically um Trisha is out there but it's not a this it's not it's a hit or miss because she's in I don't get I don't get me wrong with Trish she does a great job tuning our kids in between classes. That's when he does that stuff. I don't want to interrupt that. But also at the same time, they got to take some responsibility as well for the security that they're building. Yeah. I mean, it's got it's a change of culture, change of idea, and it's like you guys have to
196be part of the solution, too, because the other incidents that were brought up, I found out a week or so afterwards. I was like you, Elena. I would have called police right away and had it investigated. But if you don't report it to an administrator and you go complain to somebody else, it doesn't get Well, it's just it's just like that family. Yeah. They should have sent somebody over here right then to get you. Yeah. Or get it and ask them to please leave the teacher they should whoever by the pond with with swings and yeah I mean and they are working on more Netti and to the village for a whole the basketball courts. There's going to be all that down there. So that this as you can. Okay. Okay. Anything else? All right.
197Let's move a motion to go to executive session. I going to executive session real property model or water rights. Motion been made and seconded to go into uh session over real property owners. All those in favor? Kyle. Lena. Hi.