July 23, 2024 Work Session

001so we have drinks in the fridge water popy coffee cream Bagel thank you start thank you problem what [Music] so if everybody hasn't seen the the slide I think we have some homework to do before we start now we all have yourself know I you need start it is you've got a lot of Logistics to early on like too early for an existential crisis I need through my yeah here's a here's a picture of voided check I take a lot of photos of my dinners I have a stagram girl I I don't post as much as I used to but I still try Okay break happy set the bar I can do that it is hilarious where were you uh at my little great nephew's twoy old oh very I had my 30th birthday at

002Chuck our friends own two of them at the time and turns out if you close it down at 10 and have all your friends and then it's a fun all different experience I tried screenshotting the video but I can't get anything so [Music] thank [Music] you iin and then all then I went over to I tried to use of it's so weird they have a give us wants to come she oh yeah still need toer yes know [Music] just a that Mouse next to you it's live with oh and that uh Advan ready we're good are we doing the activity first or gonna do a few introductions give Eric time to get her okay I've been nominated to to do some introductions and just just kind of set the stage a little bit do we

003um I want to call the order the Gladstone school school district 115 work session for July [Music] 23rd it is now got it senstive that's your big welcome now we are not fancy and yes we are are sensitive uh are you so grateful that you all took time out of your life work to be here today and it's a big commitment as is the as is your whole commitment to the school district uh it's no small thing to to give a full day so really grateful to you all for being here and to Mike and Erica for being willing to facilitate this for us really um I'm really excited to start our work together and this this formally does that right this this formally keeps off our work together and I have High Hopes um

004and high expectations for myself and really hoping that we're productive today that it's also a place where we can get to work together as a team so big part of our focus is there's tech there are technical aspects of this but there's also so um just some some forming and norming time for us to to feel comfortable working together as a team in you know different way than we have in the past even though um we've all worked together in the past certainly you guys are already a well for to but I'm I'm entering into this I've done had a chance to do one-on ones with Charlie and with Elsa great pleasure and can't wait to have those uh have those opportunities with each of you um Matt is fond of saying that uh that

005he's in in favor of being a motion and being a forward motion and I that really resonates with me that's something that I've kind of adopted I wish I thought of that it's something that I've used with our cabinet already this this summer is to talking about the fact that there's no neutral in an organization as complex and as human centered as ours if you're in neutral you're in drift and um for me the way I think about today is that this this KS us from second year in the third year let's let's get going so I I don't have anything fancier than that by way of in can we go around are we gonna do the introduction not quite yet but um would like to introduce you to Mike Scott and Erica Lopez you'll

006hear more about their their bios but um Mike was a is an extremely well-known and highly respected superintendent I've been doing the work for quite a long time and came out un scathed therapist uh so when he picked up the phone and was willing to to help facilitate this especially with Erica's help to have that um School District staff uh School Board confence the working relationship and and bless has learned through through time I'm just very grateful that they here with us today and um Jennifer has put on has put together all legistics for today and has been a lot of work so thank you so much and she she's will to us all to it excellent all right um let me go over just the agenda quick and then we'll do our introduction activity

007um this the order of these slides was meant to buy ER more time but it looks like she's ready so we can we can just go through this but we have a pretty um I won't call it aggressive we'll call it ambitious agenda we have an ambitious agenda to get through and love that um in in prepping with Jeremiah um the expectations that he had around this were were comprehensive in terms of setting you all up for success as you work together and just giving everyone an opportunity to have conversation and to talk through something that better to talk through in advance than to wait until they're maybe a issue or something comes up so really love the items that we're going over today so board superintendent team we're going to talk about the power

008of the board superintendent team and one of the things I appreciate about Jeremiah whenever he talks about the board or whenever he talks about his work he puts him together as a team and I love that whole approach the board superintendent team is a great way of looking at the work that you all do together um governance and roles and responsibility that kind of goes together but it's just reminding ourselves what it is what each other's work is and how we can best work together to create that Synergy that's necessary for great things to happen in the district so we're going to talk a little bit about that um some operating agreements I know that there's some currently in place U we want to review those and see if those are working for you and

009sometimes um I know you will go Eric and I will go into addition we've done this a time or two for some folks and they have operating agreements but they can't remember with them and that is totally normal so if that is your situation don't feel bad about that we're going to talk through and we're going to make it as as simple and memorable as possible um want to do some agenda planning it turns out that when oftentimes on a board there's confusion about how do we get items on the agenda what if I really want to talk about this thing and is there a chance that we can do that throughout the year we're going to do some planning for a yearlong for the agenda just to get some ideas there as placeholders that

010um are going to work for you in those items that you're most interested in all right um understand that there's going to be a board member replacement uh needed and and so we're going to be talking about that that process and make sure that whatever process that you're currently using if there's any glitches or awkwardness we want to fix some of that so that as you move forward it's as seamless as possible um going to talk about some onboarding and communication plan Jeremiah is going to be talking about that and then we're going to do just a little bit on the board goals and evaluation what what your goals might be for the year what criteria you would use to create those goals and how you would evaluate your success on those and then uh

011we'll wrap it up with superintended evaluation process because that's a fun thing to end with we maybe could have done a little better in that order so anyway that is our agenda and we we truly are excited to be it and we we do feel privilege to have opportun to work with school boards and I mean it's so important work that you do so I doubt when you go home today or along the way or you're probably not going to give checks today that nobody says hey thanks for being on the board that probably doesn't happen very often but truly the work that you do is so important and the difference that it makes in a community is just huge and whether you get that feedback on a regular basis where you never get that

012feedback know that it's true that it makes a difference for the students that you serve so thank you for okay I think I'm gonna try to refresh this because okay it might have need it to do a little refreshing so we're going to do introductions and you all sent us your slides let's see okay so on there it says when your slide comes up you'll know which one's your picture tell us your name the tenure uh on the board and why you ran for this position or if you were appointed and why is this important picture important and what it says about you okay there you go oh we my name is Matt parin uh picture of my dog rubble and I at our office go work with me every day I value working I

013value what I do in my industry for 18 years and what I've given to the industry that I work in um I joined the board last October uh special election so I'm new to the board and everything going on but it has been one of the most rewarding boards I've sat in in a long time and seeing what you do at the board meetings and behind the scenes that actively impact the student development and just having a better environment so um that's why I got on the board I saw there was a vacancy on Facebook and I said I S un lot the board this my school board now did you say re Rubble RB Rubble in the double from PAW Patrol got her named him did I miss anything else on the question no

014I think you're good perfect don't mind the exended boys in that picture oh wow that's me if you can recognize it I'm Elsa long I have been on the board for a year now so I was elected election last year um are you Queen Ela I'm actually Rosalina but Elsa wig so's a little bit of a mashup going on but uh yeah my son wanted to be Kirby from Mario so we all did a Nintendo themes Halloween but it's actually a nice Segway I didn't know that that was to be one of the things we talked about that's pretty much my reason for running um my son just graduated from kindergarten Here at gccf uh a couple months ago or a month ago um my husband teaches uh he's a technology CTE teacher um at

015the high school and um my little guy is just starting in Quil is starting into preschool so also they're kind of both my kids are at the beginning of their journey and then we have um some teachers so a lot of care for the staff and teachers I come from a long line of families who are um public Educators in Oregon um you know myself graduated from public schools all the way through the University of Oregon and just have a heart to make it the best it can be for friends and neighbors and students that we supporting so yeah what that how long have you been on the board um just a year oh that's me that's McKenna uh so I'm not on the school board been in the district for eight years and prior

016to that eight years prior to that I was here for two years so 10 total in Gladstone uh growing up I was a big baseball fan not so much anymore I don't really have time for it but uh I had been to a giant game in probably 15 years and we went down the our little getaway we called it cousin Kim all all the cousins descended on my parents house the house I grew up in down in the Bay Area and one of we one of the things we did away from the home was to go into the City and catch ball game so that was a nice and it was the first time kenada had ever been to a baseball G was very nice family experience and as to why I'm here I pretty

017resonant with with what we've heard so far um my family always been Educators and told the story that that meant I wasn't going I was going to teach but I certainly I was not going to do this I was not GNA organize um and life has a funny way of throwing you curve balls so that's my life's work we have the Hillsboro Hops you ever want baseball gam pickles I thought I'd throw everybody it's my picture I uh am not on the board um I um this represents me because you can't really see him but first and foremost I'm a mom that's my son in the the back um and uh him and I love to try new places go out to eat all the time my husband is not so uh adventurous so it's

018usually him and I when we're trying somewhere new so um I am here because part of my job is board secretary I've been with the district for just over a year you would not know it what restaurant uh it's almost Hideway on 30 like three person in division really trying um BL it's delicious all right well um a picture of my screenshot so my daughter is there on the left Madison and my mom on the right there and my little great nephew he just turned two so um first of all I'm Don davs and um I I this picture is important I know not I'm not in the right order but um family is just super important to me um my mom worked for the blastone school district for many many years over 20 years

019in nutrition services I went to school Gladstone all all three of my brothers and myself graduated from Blackstone I moved back to Gladstone so that my doctor go as well she graduated in 2019 team um and so and relationships are super important family and um any place in my life so school board work every every place you know found the foundation of pretty much everything that we do it's based on relationship um the reason that I well this is my third year um going in my just finished my third year it's going into my fourth year on the board and um I ran because when I moved back to Gladstone when Madison was five I wanted her to go to glone because I had an amazing experience in glone and so I'm you just have

020to go here right and um she experienced some racism in high school and it just it broke my heart that she had that experience that tarnished her education and so when I ran for the board it was to bring this Equity lens to to the board to the district to like we can do better than this I mean come on we we can do better than this and so that's that was really my main my main purpose and goal um I've been a longtime educator I've been teacher for 34 years I wanted to also just experience a school district from a different perspective um and so and it's been I open is um it's there's just so many different facets to a school district and so so it's been it's been a great experience so

021one we have one more year and then my plan is to run for real see what happens thank you for sharing oh boy um so it would be this order so you do this very eloquent I put Bon jie up in my picture um this is what I thought my retirement was going to be like I was going to be like reading this glamorous lifestyle and it hasn't worked out yet so um but I will tell you that as Cent retiring from the supering just postro um it's been so much better than I anticipated I was one of those people that was really concerned about not having a purpose when I retired and so um I worked for more years and i' originally planed just because of that and when I ended up retiring it

022turns out that the coaching that I'm doing and the working with other Educators and kind of all in the best parts of the job without the politics which is that fig to not have that um it's just been so much better than I than I expected and even though I'm not traveling the world as a retired rockstar I am working in my kids yards and helping them sheet rock and do that kind of thing and to me that's even better at that kind of time together with them the way I want to stand all right that's me um Stacey M cre those so I'll go out of order to since the pictures up there um this is my son Cooper my daughter Andy Cooper just graduated from godstone this year Andy's going gonna be a

023junior and I selected that picture because who I am first and foremost is a proud so uh I'm learning that my life revolves around them so much when they're teenagers and they're leaving so I'm having a little bit of a hard time with that but I'm starting to prepare myself a bit um as just a few weeks ago they were both away doing their passions in life and very proud of them but it's a transition I'm going to have to learn who I am outside of a proud mom I will always be that but they won't need me as much um in different ways right um okay so uh my tenure that I've been on the board for five years uh why I ran for the school board is because I'm also an educator I've

024been in education for 28 years I spent the last 13 as an elementary principal um I am moving on now to District administration and um when my kids were growing up in Gladstone I love this District started at gccf Andy went there as well um and I didn't as an educator and an administrator Andy was three when I started when I was in high school and I didn't get to volunteer be part of their education in the way that other parents sometimes get to and when the board position opened I thought education this is my wheelhouse this is my way to be involved and contribute because I'm a I call myself a servant leader I like I do it because I love to serve others serve my Community Serve um you know a school and

025so I it was an opportunity for me to be involved in a way that was like okay I know this and I wanted to have that perspective to from board level I had it from school level teacher level administrator level but I didn't have it from uh policy and board level and so I do think while I didn't know this entirely going in the um people would say to me how can you be an a an element administrator and on the school board and at one time I was Schoolboard chair and I was like because they work together in some way like it helps me I think being an educator helps me be helps me be a board member and being a board member has helped me be a better leader of educator so that's

026me I'm Charlie Chu uh this this photo is in my phone because uh it's it's one that U my my wife and I my son all love because it's kind of a a perfect encapsulation of our family's entire Vibe uh you know my son is surprising no one a big fan of Power Rangers my wife is surprising no one a big fan of K for cool age uh and for me this this photo kind of represents like I've worn a lot of hats in my career and in my personal life like I'm person BN with a dad and husband but I've also worked in a lot of different Industries like I used to work in uh the comic book industry and Publishing and had a whole history in Hollywood and now I'm here in Gladstone

027and part of the school B um I've been part of the board for I think a little over two years maybe it's three anyway uh I I got interested in in board work kind of at the height of Co or maybe a little bit before that um and you know my my wife and I just have the one son he's been with the district uh starting at gccf and he's had a phenomenal experience could not be happier as a parent with uh uh my son's education and you know when our district was going through the pandemic um I heard a lot of opinions that were really kind of attacking the district and the thought I had was you know I'm now part of this community where the folks that are protecting our children felt like

028they needed a little bit more protection and for me I just felt very compelled to want to be participating within the process and sort of advocating not only for my son's experience but also for other families within our community um not only the ones that are similar to us but also the ones that are nothing like what my family is experiencing and so you know the board work is has been you know very gratifying but it's also been very much like kind of like a uh a profound key into getting an insight into like the the diversity of experiences that people are having Liv it's been great this is me that's my grandmother my mom and my niece just had a baby and they went to Florida to go meet the new baby so this

029is just part of my it is this would be the fifth generation so my grandmother um is her great great aome so family is really important to me as well um my sister who that's her grandbaby is a lunch lady and she works in nutrition services as well in for South Carolina and um I have other family members that are Educators as well and then I um have always liked working in public service for my day job I actually work for the city of Portland right now but I've worked for the city of postro before and I really enjoy seeing um the day-to-day impacts in our community that government and public work um have and how you can actually see your taxpayers dollars at work I really enjoy that and it's really gratifying to me

030um so I've been on the board as you saw in the bio I this is going to be my eighth year on the Hillsville School Board um and I've also enjoyed my time there as well and Mike was superintendent as well I was there now we have a new one so we're also going through change as well similar to you so happy to be here so with that we're gonna go back to our agenda let's see what did we leave off okay so it's what so here are some proposed meeting Norms that we usually have um when we have these Retreats and mainly is just to kind of uh ground us a little bit in today and how we're going to function as a group um they always tends to be a difference of like

031participation so just being aware of like speaking time and allowing for other voices to come in the room when we are having discussion and activity um speaking your truth what your experiences I think you talked about there's various experiences that are lived um asking questions for clarification and avoid making assumptions um it kind of goes with number five which I always like is just to stay curious as well um if you are always in that thinking space of being curious instead of that assumption space it tends to work best um in these types of environment where we're just discussing and having a lot of conversations um not interrupting being respectful pretty pretty uh you know self-explanatory uh Norms on here uh also that we're not going to come to a solution for a lot of

032things that come up so just being um open and aware that we're not going to have closure on like we solved XYZ during today um and use a first name is welcome this is very informal we introduce ourselves and we are just wanting to make sure that this is a safe space welcoming space and that we feel comfortable and then I'll hand it over to you Jeremiah to talk number eight sure um so by way of introducing the equity reintroducing Equity STS um I I find that it's really helpful to actually just ask everybody to read it just to read The Stance and then we'll e e the second page we'll get to but those are notes from the meeting that Charlie and Donna attended May of 2023 at OD I'll just tee you up

033ask you to talk about it talk about that that experience but when I joined that District you know rejoined The District in 2016 we were uh in the process of developing a district at they weren't as common as they are today there weren't that many districts who had at least in Oregon had a statement like this and we worked with two facilitators during the course of that year who uh trained the board in rold awareness and systemic racism impacts of systemic racism over time and that's the same facilitator that you all worked with Daryl vixon he was joined by Scott n who went on to become L work for the state department of edication um so it was published in Fall 2017 after pretty exhaustive series of exercises curating finding examples exemplars from other districts

034other entities and kind mashing them together trying to find the right fit it was a really what I remember from that process was a a real tension around this is a very race forward document this really centers race um and the thinking behind that was as opposed to for example making a list of of every group that has been under represented or underserved socially in our country and are many of them um and thinking behind that at the end of the day was essentially that if you become skilled at talking about and addressing racial inequity uh you will gain so much muscle that you'll be able to address all kinds [Music] of um I app what I appreciate about it is it has some statements but it also has questions that that are self-reflective question

035ORS to to use my own experience with the the actual implementation of this has been pretty uneven and I own that because I've been a big part of I've been part of that how often do we have it present how often do we eat actually have it we actually ask ourselves these questions we making T we making plans which are another form of of of decisions um I think you know I'll turn it over to Charlie n here in a moment because they uh our Equity leaders were were blessed to have a group of of folks in our our staff and they're a mixture of classified ad licensed teachers and administrators who have really carried a lot of water for the district in terms of educating their their their colleagues in a real neutral way

036feels pretty safe and also making plans and and advocating for for change in the district and one of the things they've talked about the only place in here that truly um that truly addresses other groups other populations folks outside of racial racial groups is the the Clause of the second question and the first question which is other Don other non-dominant groups and there's been a push over time to be more inclusive and Donna and Charlie attended a meeting where that group came up with basically with these notes um and then I just copied and paste straight from the agendas they are from June 8th 2023 and just I'd be really interested to have you guys share about that experience of um how you entered that conversation where where you think things stand right now yeah

037I mean did you um you know reflecting about it like a year later uh it was an interesting meeting because I think like this is an ongoing discussion that's really Vally important within our district and as well as the nation at large I mean like uh you know when we talk about Equity um you know amian and and and for me it's like being in predominantly white spaces you know this is most acutely felt when I think about race you know I think about Gladstone I think about it growing his I population I think about you know some of the incidents I've heard here and there in our district that are common in all districts across the state uh involving racial bias um you know I agree with the sentiment of wanting to be very

038focused on Race uh in equity conversations as a way of being prescriptive of if you have the tools and the systems in place to address this it gives you the tools and needs to address a lot of other inequalities within the district like the last meeting from last year with the equity leadership you know it seemed pretty clear to me that like this is really complicated and not everyone is on the same page not everyone understands what the word Equity means and I think Equity as a term over the last couple of years post George Floyd has gone from being about racial inequality to kind of being a catch all that can mean I don't agree with your politics you know I'm on one side of an issue and somehow it's unfair in equal to

039me and so you know my um this is probably I'm in the weeds a little bit here but like um my impression going into 2024 when thinking about the equity stance and the language and the tools that we have I think like you know I think we need to have more discussion and conversation to be more aligned what exactly what that means um and how we sort of like talk about equity and get really specific about like how that applies to policy you said that there was not on the same page about what Equity is is that was amongst the equity leadership or that are you saying that as a the district oh I think even amongst Equity leadership I mean like and again it's it's some of this is like it's anecdotal because like

040you know these conversations play out in a space that is Nally same I people are expressing opinions but like you know I I think sometimes it's difficult because one person's views gender identity and what the district is experiencing with gender identity being put on the same shelf without data putting it in qualitative perspective with like racial bias incidents you know it's difficult to to to sort of like you know quantify this and utilize language where everyone kind of understands what anybody is actually supposed to be because like you know in in some of the workshops involving like you know our folks like terl Dixon which are helping to guide these conversations as professional development it's like I even her chatter where some teachers felt like this was tedious exercise and you know this was a

041waste of time because you know I'm not racist or or like not understanding that like thinking about Equity is about meeting need you know it isn't just about like fairness and I think what I think about this language that's the conflation is that like people want to think about Equity it's like it's fair and that's such a subjective thing yeah does that does that clarify I heard still heard a couple things from you reflection on what you're hearing from staff the district and reflection what you're hearing from the equity leadership too so what I what I'm interested to and understanding is where is our Equity leadership as a district in their own like knowledge and skill set and then and so that they are then able to be like leaders for the district and help

042us with our Equity stands help help us with what is our Equity plan you know I know that it it's been a few years we had it on the list when I was chair we need to redo this so I'm hoping that motion is still happening know it was a year ago that yeah and thinking of what Jeremiah said at the beginning about moving forward I feel like we're neutral with with the equity stand I feel like we have been at least for a year um I know that you that the district has moved forward some with having um the in service with with darl um I just don't know where that's going but what changes is being made um in answer to your question Stacy about um about Equity versus equality and kind of

043what Equity means I guess I oh just to clarify I not asking no no no no no you were asking Charlie about Equity is it the equity leadership team not fully understanding yeah and I feel I feel like it's not just really the the leadership team I feel like has has a grip on Equity but I I feel like what they see um across the district is not um is not Equity is not being put in place in practice and that's what I that's what I understood more about what they what they were talking that but um like like Charlie said they the equity team it um that came together they were they were talking about moving being more inclusive um not just not just racial Equity but adding adding to the equity stance um

044and I I think there's that we that we need to consider that I think that that's something that we need to do I'm not sure what how we go about doing that um but I think that we do need to revisit this and um and I also want to know where how are we really making improvements when it comes to to um Equity decisions in our district and when there are inequities that's happening what's what's taking place how what are we doing to address them and to I'm curious I'm apologize how much of an overlap is there for also like special education or neur Divergence is there like conversation about I'm hearing and I appreciate that like understanding why it was focused on Race to begin with but then if you're like getting into the

045other you know um non-dominant groups I I understand that that could cast like really wide met but looking at it from you know if folks are seeing this stance and saying this isn't equital because I don't see myself represented if it's not about race or gender or um and and and you're you're touching upon a little bit kind of like again this is my personal view on this conversation to equity is that like part of what makes race potent as sort of like the focus of this is that race is the imun trait it is that people can be sort of like biased against without having an interaction or like a lot of the other you know sort of marginalized groups you know it's it's not as simple to be you know to be as

046marginalized based on just you know what I mean and so like I think I don't think we a district con like a baseline of like an understanding where like we can have the conversation about like getting everyone on board to understand that like races the immutable trait we can talk about neurod Divergence gender identity a lot of the other issues that affect different you know groups um that are equally as important to address but I think it's again this is where like I think you know thing that you said was that it's also basically that meeting need which is kind of what prompted that question me where I think that's really elegant really complicated um stance if that's you know there's there's other groups that are are we meeting the needs and kind of goes

047back to like what is the actual implementation of this and you know even been hearing J saying that it's been a struggle to implement on a regular or consistent basis here's yeah like what are the action items that come out of right what how are how are inequities being addressed so I think that's I that's important we need to be proactive but we also to I just trying to can't I'm glad we started I'm really I'm really grateful that Mike ER suggested like really cering this to start our discussion even though it's like finding a segue out to other conversations is naturally extremely challenging if it weren't so important and W if it weren't so hard to implement we wouldn't need stance like this that's why it exists and so we we are in that

048in that uncomfortable grade and we will continue to be for the rest of my career unfortunately probably like f continuity um so for me that's how I resolve to Mo move forward um but thank you first can I add I I guess sitting here the norm which I we often have right is that accept and expect non closure but I'm sitting there going I'm thinking forward to our agenda later and our our uh agend which is including what agenda items or what are our goals or what are what's the work we want to accomplish and so that's where my brain is with this one I've made notes and I'm like oh this is going to come back around for me later in our day I I've made notes on that same slide and I think

049we should as we get to that point let's talk about unplugging maybe Equity work updates into that and finding out what PD what are the next steps to take and then as well as put some timelines in there to revisit when the plan is potentially revised you have a chance to we have a chance to I did the same thing I I think we can translate that into some action yeah this is like a normal this is a normal conversation that every district is like so being in this space that is a little nebulous about it be like the same as other districts are there I think maybe aead feel you're having yeah because you're actually having yeah that's that is well I'm glad we get to talk about the board notion next and and

050just let me say this as we transition por hearing your why of why you board members and just the the manner in which you're engaged in that last convers in such a team centered way such a proactive way that that gives me so much optimism Jeremiah's been bring about the great but he's been talking about how great they are you all are and just hearing that conversation so good such a nice way to enter speak together so really appreciate being part of that um here's why it's so important that ORS and superintendent for strong and it has everything to do with as district and boards are now engaged in this governing a school a district it is it is so complicated over some because of some of these issues over the last several years um

051I mean we've seen just hope dying down a little bit now but over the last entirely hostile environments we've seen communities divided over as as opposed to problem solving figing out how SE this polarization and very little interest andot of for that person and when that happens and you don't have to look very far around this region to see has happened a couple different times this the last year and then people get stuck on those issues that are distractions they get stuck on those issues that because of that the real does not get to move forward because it's all about put down vir and preparing for whatever the next fire is we just seen politics enter into education in a way that it never used there was time years ago where something nationally and it

052wouldn't show up that school you just would you were just go and just be regular school now something happens it's a big political item and it shows up not only but it also shows up in classroom shows shows up in student behavior and it's just so different than it used to be so because of all that was the worst P talk I've ever get because of that the work that you do is so so incredibly again one of the reasons that it's worth having these conversations is if we don't get this right there's so much at St so much at State I feel like every time the board superintendent makes a decision to either building confidence in the system or and it is entirely important that we have confidence in Blackstone School District throughout the

053and that is for a number of reasons um first of all when there's when there's a crisis at some if you have the confidence of you get a little benefit of the doubt in the way that you have if you make a decision to go one way or the other if the community has confidence in you you just that little benefit of Doubt and sometimes you need that because it's such a complex issue um obviously when it comes to foring it comes to getting a bond pass so important to have that we know that a lot of Elections don't get the participation and it comes down to a handful of votes some and when you have confidence the odds are they're going to Le your direction when when they have the opportunity so I didn't

054use to understand the impact on staff around that a positive relationship should that on sta but you all talk to and you know they're paying attention or if they're not paying attention they're least hearing Rumblings from other people and those Rumblings POS that's imp impact Educators do it's going to impact and keeping your eye on those things that you can control and staying in those is most importantly is is going to impact all of these things in a positive way you all know what a hassle it is to H superintend I mean hassle May responsibility to hire a superintendent and there is nothing more impactful than a superintendent relation now you're coming out of situation where like since 1930 or something a long time um but you coming out of longterm relationship with super shows

055that you that and the formation of this is going to impact your the work that You' done this um think for a minute in your head just think about the best team you've ever been it could be a sports team it could be maybe when you were on student leadership it could be a trivia team on Thursday night where you're where you're having a competition with somebody but think to yourself think think of what that team was that's one you've ever been most high functional and and just make a little what did that when you were all together what did that sound like what was tone what was the culture and how you work [Music] okay makes a lot to steal the think about trying to duplicate and trying to make this the best what

056would have to happen or what would it look like sound like what what would be in place for that to those cirumstances to so this is the best just go and follow some that on the same page kind of that communication key best I had I had my role they had their individual roles but if everybody wasn't doing and train goes off track so listening in and already being ready to go before it even gets the next team member expectations that were defined as the team so that you know what your role is and what's expected and you're not being redundant or to be able to you know do things on your own but then kind of come back together as team so my wife is like number one super fan for brown she was

057like talking about dis like like getting it right is more important than being right which was like you know we were we were the conversation we were having it was about about being thoughtful versus just having an answer you know it's about being thoughtful about making sure where on a complicated issue you're at the right spot rather than just sort of being you I can add on that I mean there's a lot of things I with but just to add on AR which means you have to be brave enough to do the hard things when it's the hard thing if it's not like so it's it's the getting it right but being great sometimes you have to be in a zone of uncomfort in order to the right thing yeah so teams that are willing

058to do what's right because that's right yeah in a in a past life I was part of a roller Comm which isot but like you know being embeded in that Community which was like you know nonprofit Sports League run by women um something that I took away as a major lesson of that was uh uh skater by the name of Tera har I think talks about the tyranny of nice where like being part of groups run by women is like you get affected when you get past the tyan ice where everyone has this sense of wanting to be seen seen as nice and it overrides you know sort of putting out conversations are difficult or productive because you don't want to have feel like you're put and I think in high function teams the fast

059you get past that Ty of kns without tur a bunch of jks uh you know you start throwing out ideas at a rapid cliff and you start being so that do speak fa faster yes fa fast it's kind of along the same Lin you know getting to that space that you threw out this Gator's name like we go oh yeah something that that tags on to the the recent discussion for me is that the most effective team I've ever been on was a team of um Elementary School principles in uh we we just found a rhythm amongst one another uh the two things that that come to mind mind of why that Rhythm existed is we were able to get to a place where feedback was a natural extension of our team so being willing

060to talk with one another critically as well as inally was pretty normal uh the second thing that we you know the evidence my evidence of why we worked effectively together was it was there was a pretty natural willingness to give like so some school districts when you have a series a group of let's say Elementary principles to some degree or another they're in competition with one reputationally they're resource wise and that just didn't exist we did everything together and we uh prioritized schools that were you that had the most need and we did that through FTE we did that through uh budget we did it every which way uh and it just felt so good on the other even though you had to turn around and justify to your staff why we don't have this

061position anymore because it was more important than Hopkins um that was it felt really uh like we were purposeful Jeremiah has this phrase that he that I've been sharing with a lot of other districts and it's normalizing feedback and having a having an environment where it's just normal to that and getting past the nice thing or failing quicker failing FAS um and I think everything that you mentioned lends itself to that as well everything that you talked about it has to do with communication it has to do with understanding your roles and being real explicit about what those roles are all things that we're going to talk try to clarify the expectations on and the fact that you also talk about normal back or hearing from each other that's that's really important that make this

062work so much easier I just want to add two things that that team I was on was in inbo the teaching Team part of and we just understood each other just seemed like we just understood each other and we all had same was student achievement and better students and I think our is that we have we all have the sameus thank you think what you were saying is that um so I'm in the architecture and design industry and whenever we start a new project so there's a lot of different teams that you know form and reforming depending on the on the project needs so you're always kind of getting new people coming to the table when a project kicks off and when thing that I always appreciated is we kind of put together a project

063Charter so not only the focus on what it was that we were going to be doing for our client but everyone would say what they personally wanted to get out of grow um in working on that project I always thought was a really lovely way to kind of learn what where people were looking to grow and to be able to support your teammates and kind of like look out like I want to learn more about doing detail drawing and I haven't gotten very much experience with that in my career and so then when it comes up in the project they'll go oh like we can meet my thought to put also on that because she hasn't done much of that but how would it help her grow in her goals um to be able to

064give her the chance so really nice way to focus on the project but then also like look for opportuni to focus [Music] onfly back County and they do employee reviews quite frequently and other supervisors you know do employee reviews but they also ask me to employees do a review on themselves the other team members and the employee review for yourself is are you be utilized to your fullest potential what can you add to the team that you aren't being asked to add that team and also just that self you know reflective I doing everything in my job am I doing everything best I can am I helping you know what what I'm doing in our team which is really great for them to stop and maybe I ain't I'm not usually Li this employee to

065the whole potential or bringing up other ideas that could benefit the rest of the team and so I think sometimes self-reflection is very important especially in this schle when know we're representing our district and there's a lot of stuff going on that I may not be as fully versed as you or the rest of our team so it's really important that we collaborate and what we're doing here it's also a little bit different experience in onboarding into a team like it because it's not like you're sitting next to someone or working with them you know da business we actually can't be together more than you know um a few people at a time so kind of gleaming it's a little bit slower and more individual I feel like kind of learning and getting own Contrition

066that's the biggest learning curve right there is that collaboration is really tough we can collaborate at our meeting but then you have a full audience in front of you so you know kind of hinders a lot of movies oh that every the last few comments are going to play perfectly and talk about super I love that notion when you ENT into a project you you verbalize what your go what's your own personal go such a love that all right ER I think you're um so that that's we're going into governance so one of the things that I um was a learning experience as well is the different roles that we play we'll talk a little bit more about responsibility but governance that's your main responsibility as a board and doing that well and understanding what

067that is is something that was I think some of you talked about being as a role as a teacher and then coming in as a role as a super as a board member and the different um kind of hats that you have to wear when you're function those different goals and it's very different um so if you want to go I think we have a definition here of what the what is governance um the process of overseeing and control the direction in this case it's the glass scho um keep going think you did a lot of This research this is nsba also information but board members are elected to represent the community which they SM their value their vision and their hopes and dreams of the schools to do this effectively there must be clear

068understanding of the role that you play Within the government one of the things that I I was thinking about why when you were introducing yourself why you ran for the board or why you're here um and I always tell M like when you're you have like this idea in your head of like what you want to try to accomplish or maybe an issue that you want to try to resolve or um an experience or something and then you end up inheriting this entire organization and you're like oh like the whole thing budget hiring evaluating your intend then you have an employee and then you get to work with other you get to run this organization with other people that you never met after the trend you don't even know them um and it is just

069uh I think it's such a great social experience as well you know that we have to enter this and all these different viewpoints in our community try to organize this service this public service for the children in our community um so one more I think add a little bit you have more research Mike than so this book if you're done like watching the bear or if you're not interested oics yellow you can you can get this book and you can read this in the evening and basically what this is it's it's appli it summarizes three research studies that we done and it basically highlight patterns that those boards that are high performing what they have in common and so here's the three different studies that were done um you may have heard of a lighthouse

070that was kind of popular depends on how long you've been on board um but that was something that was going across to or and what it comes down to is that the boards that are highest functioning share a number of traits and some of those traits are things like they have a deep belief that all students can learn take them take the kid wherever they're at and we can grow them them there's there's just a strong they have that when they set goals when boards and super set goals that those goals need to be aligned with the work that's happening in the classroom it can't be disconnected there's got to be some alignment um there's a belief that um stability and Longevity is a positive thing and that pays off for the students and and

071it pays off for the community in the long run um there's a belief that in order to function well you've got to be operationally sound and there's got to people there's got to be people not only attending to the vision and the culture of a district but operationally you've got to be you've got to be sound as well um there's a belief that you invest in relationships and relationships matter relationships matter not only with each other and you don't need to be best friends but you gotta you got to have a positive productive working relationship in order for things to move forward in a positive way you've got to be mindful of the relationships that you have not only with community members but but the staff organizations as well um it matters that you have

072uh strong relationships with with the with the unions that are uh present in it matter that you it matters that you understand your need that relationships matter and then it really matters and we've talked about this a bit already that the board and superintendent team are a strong group together that um not only are they respectful of each other and they enjoy working with each other but there's there's a Sy Synergy that exists there where gaps are if you have some ship gaps that you would love to have filled in you have other board members you have a superintendent that can also fill in those gaps for you so um nsba did some work as well and their work really mimicked that what was found in these three studies and um they came up with

073eight characteristics that the the boards that govern best that they all share and um I'm not going to read these to you because we're going we're going to do a little activity but you can back out we the activity speak for itself so what you have in your folder is you have two pieces of paper and there's four characteristics on each paper front and back and on the front and the back one right here yeah we we're going to ask you to divide up into teams and here's the teams here except that's not going to work out right down and work with Elsa I'll move up to okay what that says about that um so what we're going to ask you to do is take a look at the characteristics on this page and then

074just write in your own words just very simple explanation of what this characteristic is don't make it longer than what's already written there simple easy to understand and just I like that and let's take let's take no more than five minutes to do and and you're only assigned like Charlie you're only doing one to three three you don't have to read all of them you'll get to hear from them their own words what they [Music] so like stand yeah so like continued education I would say yeah so like you know as a board and for the district demonstrate this us that does not sent con and how do we you know how do we you do we know again we need toti I guess how we get the data and we wrap up the next

07530 seconds [Music] you but still okay let's see what you came up with um Stacy and Char oh good God here we go I mean you know again we were so focused at least I was I felt like I was very focused on trying to like simplify the language I was SP in making complicated yeah but one you know commit to a vision of high utation for student achievement quality instuction to find toward that Vision I think for us that literally reduces B and just making sure we're setting a hot bar for Clear expectations you know I think that's going to be for the board work all about clear articulation of what the end results of anything should be and being very clear at Jump as to like how we Define things trending toward success

076you know and then costly reiterating where right I think number two just Builds on that and says that um we're making sure that there's accessibility transparency so that we're um I think the shared belief and value of what's possible for students is incorporated into the high expectations but then that there's a that we're holding the system we're being transparent about the system and holding ourselves accountable that it's that it's that it's working for all kids yeah that's it working for who's it not working for and then you just kind of said what three is which is the accountability driven um and that weing we talked about in addition to celebrating or doing the things that are kind of the feel good we also need to go back to what I said before which is diging

077and do the hard work too just hold our system and our policies like that we're moving forward so that less time on the operation or the stuff that feels more just feel good stuff I think we do need to celebrate and still I want to make sure that's not all we're doing yeahor meetings our meetings are very short actually think longer I think you you want them to go longer we'll come back to that can't wait for that I don't think get shorter longer I just think it's very focused yeah I yeah questions for Stacy and Charlie on there the that they had or anything that you wanted to add as you read all right all right for number four we just rewrote it as work collaborative collaboratively with all stakeholders and have structure for

078communicating by using online updates there in what we are doing what we're doing in our board meeting what we're doing in this meeting also what our goals are our continued goals so it's not we're done we're still in the future we're still looking at what's coming up number five we had quite a discussion and we just kind of got stuck on number five but we really need a system for collecting and responding to data and data from student data but also um data from parents and mean data from a lot of different various resources for data from students and and also representing what we're seeing and what what feedback we're getting and what our plan is to deal with it and what we're implementing and looking at with the data that we are receiving so

079it shows that we're actually listening to what we're getting and the feedback that we're getting and then how we're going to deal with it and how we have dealt with it and we didn't get to six because we really got stuck on five really cing out quite a bit we apologize and we just want a system of dealing with providing Fe every need well six six talk about your budget and mainly says align sustained resources such as professional development to meet District goals uh to maintain a high standards even in the midst of budget challenges [Music] out the first all right last group I'll just read it as is First United te like the superintendent each from their respective girls with strong collaboration and mutual trust so we talked about that that strong collaboration and

080trust is actually a very ongoing cyle especially with how much matriculation tends to be on the board just from the nature of election years and things like that so it's not like we build trust and and work we're done for and good for a long time but that's very much an ongoing thing and then that a good part of a team that we can work together as board members and the superintendent are actually helping each other fight against impostor syndrome that we all um might come in with uh as we're getting ready to you know do our roles and that that's kind of a form of mutual support back to that that strong collaboration what everyone's bring to the table respectable and then number eight for take part in team development training sometimes with her

081superintendence to build shared knowledge values and commitments for their Improvement effort we just spiled it down the Continued Education and Training is and as much collaboration as we're allowed to do um are really critical um so not only like mandatory or necessary or suggested but it's really really critical to everything else working am I take where for it it's hard to put at your life side for a day to do this but you got to do this and you have to be disciplined about about when you're together when you're allowed to be together um that's your only time to practice collaboration so you have to you have to practice it's all practice very good thank you um sometimes when I think about characteristic number seven I think of is the board superintendent to be investing

082in each other success and that is I mean think about the power that invested in other it just makes it to a whole other level and so that's the way I like thinking about that thank you B thank you for the the summarizing I think that's a helpful activity and when you put it in your own words and say it the way you off said it it sounds pretty doable it is definitely possible and looking forward to further conversation about that yeah I was thinking to um while you were talking about number seven that and you you mentioned Jeremiah about not being um in kind a direct mode um and changes or things that you want to do in your District as a board and as a team with a superintendent you can only move

083as fast as be of trust if you trust each other and you have each other's back s to speak and you're trying out these things that's going to help you actually get for it okay so we're going to move on to our roles and responsibilities so we are Ed to manage the organization um we're not elected to manage the organization sorry but rather to provide a direction through visioning BS which is the role as um school board members and sometimes that is a little tough to learn and a little it takes a little self-management and also correction um and guidance and having a good superintendent relationship with you can actually um have those conversations but I wanted to touch on this a little bit in our time together that the board is the what and

084the superintendent is the how so you all decide like what you want to happen if you hired this person to charge them to accomplish that Vision so staying kind of in our lane sometimes is uh can be a little bit difficult and one of the things that I um was thinking about like what are the thing the the activities or things that we are in charge of as board members it's the governance that we talked about setting the core values beliefs Mission Vision and goals our policy and we vote that is our our big action as a board and also um I didn't put it on their like our budget voting on our budget that's a huge responsibility for us every year and our superintendent and District staff they're the ones that are doing the

085action plans the procedures um implementing all of those things so when I ran for the board I think I had a lot of um ideas I would say I was also just like unaware of like what board work was and managing an entire organization like everything that it took and and of course you have so many community members coming up to you and talking to you about like oh I want this to change you're like can we talk about school lunches how many times people want to talk about school lunches and nutrition services and it's like oh oh now I understand like that's not even like the local thing that I can change these are like National contracts that Department of Agriculture is like good like that's way beyond my little tiny Board of like

086what I can actually impact or I was like what you're telling me am I going to be able to solve system racism and education in my four-year term like that was crushing so crushing and then I was like okay well what is the realistic things that I can accomplish in the time that I'm here so that I can just be like a little grain of you know I put my little grain of salt of like keeping the movement going and making things better every time I think um like looking back even at the picture with my family I think about like oh like every generation has been improving you're wanting to make things better and similarly like our work is the same way and especially in post I think about the boards before us they

087were really good about um uh long range planning like they Michael was just talking about we have a a subdivision that's um being built right now South Hillsville that's going to add like 20,000 residents and the boards before us had such a vision of like where we would grow that they bought land before things were even built there so we had placed we already have land now that we don't have to worry about buying to build our elementary schools in those communities and that was such a like blessing for us because we're like oh we don't have to stress about that and so you're the current board now what is what are you going to leave behind right for to make it easier for the people that come after you to continue doing this work

088so I also wanted to just leave you with that like the the expectation and reality of like sometimes you ran you run on specific ideas or things that you really want to focus and accomplish but once you're on the board you're a team and so it has to be a Collective Agreement of like what are we going to work on together and sometimes we focus on like the one issue that we don't agree in versus 90% of the things that we do agree in that we could actually be making like improvements are and we get stuck in this like space and that's that's where you see a lot of boards um not moving forward and then the the actual works just kind of gets thrown by the wayside and they enter into this personality conflix

089and it gets really bad it gets really it's not a good space to be in so um I think I had an exercise on here oh this is just a good way of checking your thinking when you're especially when you're feeling like you're getting and I getting two outside of my Lane here if there's someone that's hired to do that job at the district then it's not my job to do so that's how I'm always like okay I'm not going to get into especially because all of us come with specific skill skill sets from like our professional lives that sometimes we like oh well let me see if I can you know I actually used to do procurement so sometimes I would be like this is so interesting like what there's somebody already that's doing

090that that's not my role to do that part so it's just kind of checking your way of making sure that you're being respectful to staff and superintendent about what your role is on the board and also being responsible for the part that you do get to play because that's really important and that's also like um just built a really good team that like I think one of you guys said about um what was a quality of a team that you really liked was that everybody understood their role and that was very clear and it that is important you're not stepping on each other's toes SP I can I can use your curement idea as an example um so she's like an expert in that area and she was doing that work with the city of

091hillso and what what did happen though is she was able to use her influence and expertise to gradually get some change in that area so we did a series of one-on-one meetings and while Eric was board we met all the time and um during one of our conversation she was telling me about the manner in which procurement was done through the city and how that not only saved money but um it centered the equity work that and in the decisions that were even being made around procurement and over the course of the year we made a lot of Headway in that and if you were to look at our procurement system now based on what it was before Erica's Implement it's totally Chang um she she was aware aware that it wasn't her job to

092change and if she would have waited into that too quickly it probably would have slowed things down but just to provide it with resource I think you we actually had you meet with some people and I went to you to tell you I didn't go The Bu business office or show up and or start beiling everybody over there what are you doing right yeah so so even though it's not your work your influence and your interest areas and show up as positive change as you as you do your work okay so we're going to have a fun exercise again and you have another handout in your folder that scenarios so you have four scenarios on here and you're assigned um with a partner and this time you get to choose so maybe choose someone that

093you haven't worked for before and you're going to discuss one of the scenarios that's been assigned and be prepared to share out what course of action would be so oop so pick someone different this time and um why you go stand so we can get is it we had a break right after this so actually if you guys want to take a break maybe now do your break now be ready to go at 101 10 after 10 this one's a single one and then there's some farther down so someone can have yeah at break look at us yeah back on track after our slow start i' think [Music] do you live in Gladstone Wilsonville Wilson yeah over here I do yeah good commute is healthy not too long but if I can fit in a

094half a podcast on the way that's that's better for way to unwind better for everybody [Music] recording is this the mouse that yeah I think you can go to the laptop though and hit Escape so that you can actually yeah have access yeah you like City Hall not supposed to do [Music] okay so you're all in one two three let's do a c oh yeah we don't we don't want you to see the other scenarios yet okay so I mean we'll talk about it so you're scenario a you guys tled that issue scenario B and scenario C so this is happening what is what is the course of action and then you are going to share out I know you this is like a scenario [Music] I so it is yeah you because you feel

095was dimension even well what do you do person it's kind of seared in the back of head when I interact know I you know the only time the personality com kind of situ has I would try to you know what this [Music] steady I wouldn't be like you know I would suest than you know in scenarios like this first so I'm like wrap it up in the next 30 seconds or so always you know I need we're gonna compete with [Music] so these are completely made up they doble they're very real suspiciously real okay so we're gonna start we're going to start the other way around now so we'll start with Group C if you want to read us your scenario and then tell us what you right next we are all out at the

096farmers market one Saturday and District employe stops you see to tell you how unhappy they on their new assignment this year how do you respond Ela get the answer wow I hear you that must be really tough I understand I've been in situations like that in my own job in my life I really encourage you to reach out to your admin or your the superintendent whoever that assignment and you know talk with them about it have you expressed I hear you please contact the appropriate person resolve let's do the thumb gring system so yeah you think she got it right pretty close here work so what do you think got right I also would air on always letting the superintendent know this person out because not that the to say the superintendent should do anything

097about it but I'd like them to know if somebody's going to the the great happing FYI my scenario C is different than that scenario he did that first and that's why I had her take the answer yeah that you you and your board members receive an email about special curriculum being offered by a vendor that promises to increase their reading scores by 50% one of your board members is convinced we need to purchase this through district and it's frustrated this has not been added to the agenda STS du to reach your resolution yeah what did you come up with um we talked about so in our current board structure at the end um we're always asked at the end of our meetings we're asked if the board members have any topics of discussion they'd like

098to add so be utilizing that for and ask for a presentation by the vendor to the entire just to learn more about it and then be able to discuss how it fits into the budget or compare it to the existing ccum including everyone Deion together and M was recommended to Jeremiah so that he can put to the team that already deals with curriculum and if you feel necessary to pass along to them and they can be the judge of that it's not our job to implement curriculum oh jeremi [Music] yeah that's a good tell them what you uh so I see that time at the end of board meetings um a little differently I think if there's a no matter what the topic is if there's an agenda item that would be a board chair

099and vice chair fun so you go to them and say hey not sure if this is appropriate but you're the people who need to determine whether it's appropriate to add something to the agenda I I kind of view that public commentary at the end of board meetings has an opportunity for you to speak about your OBS how how has this period of time as a public servant been for you what what did you um get to celebrate get to ask about how did you what events did you attend that kind of a thing um so my purpose be be a little bit more internal of a process that's the one thing sa similarly um because if you throw something out too fast like that it could get some unintended consequences and then I would just

100yeah I would um probably more ask if I was interested in curriculum say could you present to us about your curriculum adoption process what's been I mean which we already are but like if I had questions about curriculum and what was being used I might rather than saying hey you should look at this company I would say tell me more about um what C we're using and is it being effective just that R yeah if you uh if you invite to present it's like you're setting yourself up opening the G the flood gates for any other vendor that might want to sell you what's the one I always get a gloves for some reason cell phone I just got an email about that the cell phone yep how many they just sold to a recent

101school district but that was as an administrator I received that as a school board member so as a school board member you're like there's somebody that's in charge of those kinds of purchases yeah so it's let them decide like even if it's something that you think like oh this looks like a really good deal or like something I heard about this at a conference or something that that's another way you get apprach that confence bring that information and share it to superintendent they can figure out what this is why every time you go to like or NBA you walk around the Expo I like my a little bit give be amaz how many people jump up you start a conversation like oh you're like a superintendent from an it's like former superintendent who's trying to

102sell you a thing because I'm now basically lobbying for a couple you can imagine over the last years with the conferences like how many facilitators for superintendent leadership transition I've had people sort of like trying to bend my ear okay we're gonna switch gears do we cover BNA oh one more sorry Jeremiah we have let's one of your board members starts a group text because their child indicated there was their school the board members asking more information about situation we said uh stop and text imediately remind our uh board member that about Quorum and uh to contact the superintendent if they want more information um individually people should reach out to the superintend but then we talked about um we have had that experience where the superintendent has kept us informed of things but just

103re three reminding more members that if you if something comes up that you haven't heard yet from the superintendent just reach out to them directly [Music] thumbs umun community members child recess princip well um this one rather put the thumb on the scale as like you know as a board M we can do anything involving the principal it's more just sort of making them understand that like principales following policy sort of humanizing the process a little bit making the parent understand that like you know there's a a process with which this is reformed but they're not getting uh um the results are at least being heard in the way that they looking for maybe the escalate to the superintendent maybe to reach out um uh laterally maybe reaching out to either a teacher or a

104counselor to sort of uh get restitution in some form because again it's like there's nothing a board member should be doing to sort of pressure principal in any way um you know I talked about sort of like thinking to the ones of not about having direct relationships with the people in the district as a board member it's about sort of like playing the position playing the seat so like you know being very clear Lucid about like as a board member you know the process in which you're you're following the talk princi appropriate if you're not getting what you need maybe which I think you were essentially alluding to but I would also remind them of the a complaint process if they yes if this is our policy if you feel like that's not being implemented

105they can go complaint where they yeah yeah I was not assuming that there was a a complaints so far as of this stage because of like you know the the principal's not doing anything about it right yes and just if community members are listening you don't have to go the formal complaint process elevating that to the next person and having a problem solving session that works too and that next person and we don't have very many layers right we do have one yeah and so uh you know the director of schol can be a real problem solver or sleep to figure out if there is a [Music] problem still like to know as you get to know Scott appreciate this skill set and you do want to solve the problem at the lowest level where

106it's actually happening and people have all the detail as opposed to like at the board and what this actually just happened to me like last month I think and for me it was I just called superintendent that this parent reached out to me they're going through a process or they're having but I just wanted to make you aware I contact with you and I told the parent there's a process and you know um talk to the principal or you know they were already engaging in that the other thing that also um something similar happened a while ago and it wasn't about this scenario but something about process and as a board me board members we had to go in and review the process and we were like well they follow the process but that doesn't

107mean the process was great but that's within our purview so then apart from that situation we wanted to add this item to our agenda to look at this policy because we didn't think the policy was um serving or or just um as best as it could be so one of our prerogatives as board members was like yeah actually you know what everybody did the right thing as part of the policy but the policy maybe needs to looked at again then we add it as a feature item to go back and look at the policy and we made some changes because we wanted it to just function okay now we are yeah we have a we have a few more team slides then we're going to get to some yeah you can go back to the

108reason we've been so delived about spending time on the team building and just on some of the processes necessary is that if it were easy everybody would be getting it just right and you wouldn't have books like this everyone certain function of if if this weren't easy to fall into the dysfunction side of things then there wouldn't be three million books sold it wouldn't be in 20 some languages and you wouldn't have entire organizations doing professional it would just be so much easier and I think the the whole notion of dysfunction and um that can present itself at any time I want to tell you little about how it presented itself in the kindergarten kindergarten classroom that I was involved with um I was going around and I I do school buids I spent about

109half a day a week in schools and was visiting different classrooms and um just just being around the district and I was in the I was in a kindergarten classroom on the 100th day of school now does anyone here know about the 100th day of scho big deal I have no idea I T Middle School my whole career so I say it's a lot like the 99 I had no idea so I walk in and I there's like 10 minutes left in the school and they they all strips of paper and they're they are coloring a star for each day that they've been in school and they're going to saf these strips of paper together they make a crown that they wear home to celebrate their care at school I sit down with two kids

110Sophia and Daniel you know and um I'm asking them all kinds of questions and the the girl at the table she was paying the little mind she was very focused on her task but the guy he was chatting me up and um so we were talking and he finally says hey if you're gonna ask me all these questions would you help me color absolutely he hands me the broken red pray on the no paper left on and I'm thinking I found my people here um so we start coloring and our coloring is adequate and we finish up and we get the thing stapled together he puts his hat on goes to start loading back up and so Sophia's still been sitting there she's probably on Star only two and the clock's ticking and so I

111still have my red cray on because Daniel didn't bother to take it back and so I grabbed one of her strip I reach for one of her strips and I start to pull it towards me I'm thinking I'm going to help her and she's doing a fancy covering where you outline in dark and and so I like I can do that and so I start to pull it towards me and she goes she pulls it back and says don't touch my stuff and I was so taken back that uh well I got up and move tables honestly but when I when I thought about what had happened there in relationship to like the five dysfunctions of a team we hit I think all five of the dysfunctions that are possible clearly my lack of attention

112to DET was not it wasn't going to order for it and lack of attention to certain things is one of the dysfunctions um accountability or lack of accountability and she clearly didn't like the way that my self account accountability explain into my color skills um commitment to the task maybe I didn't measure up there either um she had no trust in my ability to do that work and um fear of conflict I had that that's why I moved so we get all of the dysfunctions very quickly all of those same dysfunctions can carry over when you have new team members and when you are trying to um form yourselves as a new team and do work as you're moving together so I wanted to share that story just so way to illustrate that if you're

113not deliberate about this word and if you're not um predicting how this work is going to go and the potential downfalls it's easy to fall into that pit of so this is me um I think one of the things that um Jeremiah talked about like storming and norming and there's actually like a this is the whole thing that happens when you when people come together and a team and every time you add a person to a team this whole process starts to all over and it's called storming forming norming performing and a journey so there's this development that happens and it's kind of um staggered for board members because you only get to do this in a very prescribed time and day so when you first come together that's the forming part where you meet

114each other you start to get to know each other and then I'm going to go to the next slide because this actually has a better illustration of what's happening in in each stage so in this um forming I think you talked about the getting over the neness part there's a lot of service surface level politeness in this um you know forming stage there's small talk you very you disclose very uh limited things about your life or yourself you focus on General things um once you get into the storming phas this is when it there's conflict there's um um competition maybe personal agendas come about um there is um you know who's going to lead how it's kind of a a power struggle a little bit and then you go into normally and this is where

115you have more collaborative work happening you focus on the group rather than your own individual T agendas there's more self-disclosure there's recognition of other people's ideas there's clear commitment to the leadership of the group um and that's how you can get to performing where you're actually really enthusiastic about the things that you want to accomplish there's a lot of constructive criticism um people are straight talking um in a respectful way but you're saying what you mean and you mean what you say and you go a little bit deeper um there's also a lot of use more of humor and um and making work fun and um then there's the adjourning phase where you um you know let go of things or um celebrate wins you also acknowledge people um one of the things I wanted

116to call into it is sometimes groups or teams can stay just in the forming stage they can just keep things very like professional if you will like very surface level they never really get into week because they don't want they don't want to do the conflict they think that conflict is bad and um they avoid getting into the space um especially in boards because it's all very public right and so you're doing this trying to do this work in a very public facing forum and how how you get to do this well in a board is through your working agreements how you get to engage with each other you have these kind of almost like Rules of Engagement that you get with your working agreements as a board that let you do this part of

117it so that you can get into the norming and Performing once you get into norming and Performing that's when you got your goal your board goals that you all collectively come together and do and you see them through and you get to evaluate yourselves and to see how successful you are but every time there's a new person in the group you start back at the beginning whether it's a new superintendent whether it's a new board member it throws up the kind of the the cards back up at the table right because you're you're having to put this new person into this Dynamic it creates a new group D so you're going to start doing this over is there something on here that it was like a aha for you all or like maybe just stop

118provoking or like oh I can see this any thoughts to share I think the the restarting because we've had so much change in our board the last and we're do gonna go do a thir again seats well and like we now need to replace Genie and so it's you know it's hard to like how do we get to performing if we're in constant turn and starting over again how do we get there quickly enough so that we stop Ming around yeah I I also am really interested in like knowing that this is going to beator today about like KN we have to talk about a new board member in onboarding like I think onboarding you know I've been on the board for two years now and I feel like part of the forming stage of

119it is that like as a new board member especially when that doesn't come with an educ background kind of not knowing the lay of the land not knowing sort of like the hierarchy of structures with the district as well as the unspoken power dynamics within districts like the faster we on you more members in that way explicitly would be really beneficial get us out foring and starting to get into not only storming but moving I think it's interesting there's a distinction between norming and Performing those feel like I don't know like once you get out of storming and into norming it feels like maybe you're like starting to get into being more High performing so I I don't know I just that just struck me of it being kind of interesting that it's like there's

120another that doesn't stop right once you get to norming like there's another level that you can keep moving forward to and and keep improving it before you're done with your work as that team so I I also like that you said that that's the area where you start to use you know humor and that it's a little bit more yeah seems like you finally kind of got into the most human part of that cycle as as recognizing people as individuals but then also allowing you to you know be real like there also has the constructive criticism and straight talking and um like arriving at being able to be respectful and have fun but still getting the most work done at that point this is where people get stuck either here or here and I feel

121like sometimes depending on the group like I don't feel like we have a I mean I feel like we we kind of are going forward we're kind of skipping that I don't know I feel like that's more conflict based I I let me disagree with you for one second I don't know that well like obviously you're performing good job I I like the stormy thing because like I think what's really interesting and this is maybe just my own internal whatever nonsense but like the part about like personal agendas emerging I think every board member goes in with like a perception of what they can do want to do or should do and kind of getting out of that mindset when you kind of realize what the body function is how it syncs up with the

122collaboration with the district and superintendent like I can see how like you know this is a great map of this gives me like a really interesting short hand of like oh I can clock different districts or where they're at in any process you know like I think about like you know the things that are happening with neighboring districts I think about the subs in the news they like oh yeah the politicized school boards are forever going to be informing storing foring storing and until they sort of unify or have a vision that feel pragmatic they're never going to get out of that gear you know with this team in they not competition High think I've ever helped that and that seems like of a lot of conflicts I mean I think that we moved a

123lot faster into norming yeah as a team even I would agree with that I just was thinking about too when new people come on we do did have that c level Small Talk um generalities and is there process we want to go through when we bring on new people that is an onboarding I mean there's onboarding for the district but there's onboarding for the board too and so it's um so that person doesn't feel like you guys were recent and I there's a quiet period right where you just sit and like take in and don't feel like you have something offer and Y all went through that so that is where we're forming yeah and they're feeling like a member of the Border feeling like they have things to contribute and it takes a little

124bit to get to that your whole team's not the forming Bas or comfortable to ad there you're going to be stuck on that well unknown so is there something we can do in terms of our system of board on boarding yeah so you're not skipping it you're accelerating accelerating it collaborated full team not bolstered by the ratio that we have of Educators on our board versus you know those of who are not coming from education I mentioned before about you know kind of having the Imposter syndrome I getting started and not really sure where my personal skills were contributing because I wasn't as familiar with the education you know landscape yet so I feel very grateful to have learned and quickly you know kind of even when it's been like a little bit putting your

125face it's like oh that's not how admin works or that's not you know that was a helpful part of onboarding I know not to that part but also expectations of a board member not just the rules and regulations but how much time how many meetings what are you expected to do you know that kind of thing for it's so strange to me you know what I mean like it is those responsibilities that go beyond just the meetings and the committee work where you're like oh you need to show up and be known and be kind of like approachable while also not being like um letting it get to to a spot where you feel like you're being disruptive because like the community wants you to advocate for certain things you know finding that balance as

126part of an onboarding process like I wish there was more articulation of that and unight you know and then again just recognizing it's kind of a slow process because we can't really do it together in any sort of format so it's a little bit like more one onone so I just wanted to show this graph because it tells you depending on where you are how you're going to the performance of the team go so the consequences of staying in the niceties and pleasantries also means you don't really get much stuff done right because you're avoiding going through the conflict to get Stu done and I mean even this morning when we started that's a conversation around Equity how many board members don't even go there right or boards don't want to have that conver that

127conversation so then nothing changes or you don't see um that part go out so and as different areas as well I just wanted to mention to you you said about you know that's another thing that I always think about as board members and like um you're a volunteer that is not pay so yes you have to be accessible but it also means that you can you can say when you're accessible so sometimes if people like come up to you in the mark farmer Mark be like oh actually I'm here with my family today but if you want to email me and we can find a time to chat doesn't mean that you're accessible to everyone else and your time is also yours so there's a time and place to have those conversations okay we're going

128to go um I think we're this is setting us up for our board operating agreements um but yes group formation there's there's predictable the thing I like about that is that when you're in that storming that it just reassures you that you're in the right place that it may feel chaotic but you're going through the right things even if it's feels difficult and chaotic at that time so like I mentioned having operating agreements or working Agreements are we call them here um that is something that can help you work through that um storming face okay one of the things that I liked about that graph that Eric showed um it it illustrates that quicker you can give through those stages the more you can get to the good work and the difference that the bigger

129difference that you're going to make and why everybody being on the same page withing responsibilities and operating it takes away so much of the things that you can storm about right or that you can be in Conflict about it helps you move through those processes or through those stages much more quickly and we think like I always think like as a board member we really have maybe nine to 10 months to accomplish something within a year like we don't have a full year right we have like eight is nine months so what as a board what when we talk about our goals what do we want to accomplish this year for us as board members then I think about okay smart gos that it has to be realistic you know so that kind of makes

130me a little bit more grounded and less philosop philosophical and aspirational about like the the whole thing that would like to change but like what exactly this year that I could measure by the end of you know in May measure ourselves and evaluate ourselves if we did XYZ so it's kind of centuring a little bit more on what's realistic for us within the year and what can we accomplish um but we'll get into that when we talk a lot more so right now you have in your folders a copy of your operating agreement so here's the exercise for you um first we're going to you're going to review your operating agreements and then um see what's working or is there something that's missing that would help you function more effectively uh um something that needs

131more clarity or something that needs to be removed and we'll give you it says 15 minutes on there but we'll we'll see how you we'll wait to hear the awkward silence and keep in mind that this morning when we spoke about we've gone through some scenarios that allow you to think a little bit about what your what role you would play in certain things or what the right way to approach you is we we've talked about the istics of an effective team we've talked a lot about what the the team development stages or what exactly your responsibilities are think about all of that as you do this exercise and and really be mindful are these working agreements that's not the problem for operating operating for operating do you for operating agreement are they accomplishing what

132you need them to accomplish and if not then those three questions up there will help us get to what it needs there what it needs to include yeah and I think especially for some of you that are newer to the board that don't come from an educational background what would you maybe have like to have in here that you don't see I didn't remember that happen Tracy mind like Tracy went found it probably the last time they were discussed was February 8th 2023 it's not very long ago but even in that year and a half I forgot you one of the things that see that makes me sad when I was the chair follow most of them that didn't know that thec existed yeah it was also maybe my lens at the time yeah right

133because it's about and it wasn't my relationship one of the things that we've seen a number of boards do is once they get their operating agreements dial in and they're specific enough and they're easy to understand they laminate them and they put them at the place of each board member and each Cabinet member that's in the board and it's just such a good reminder right that here they are here's how we do business and then on I've also seen on the other side of that laminated card is just the basics of Robert FS ad or because that's a mystery to a lot of people so anyway second thank you I add I actually mentioned this in my one-onone with jeremi recently but um I was president of a professional board for a while and we

134would have um a different board member read our mission statement before we started any meeting and I felt like it was just a nice me I don't know we have a lot of different values I guess growing great people is kind of our suct mission statement so I don't know if there's something else but it was just a nice way to like Center you know the Touchstone of why we were doing what we were about to um what we were about to do and make decisions on and that's great I you okay I'm going to set the timer for 10 minutes to check in with you after that and that's your copy feel free to mark it up e e e indid right now are we working with a partner individually okay e e e

135it's you doing any more time wrap up yeah okay um so we can just we just kind of do this as we call out you just call out to respond with here so if you were looking at this are there parts that you saw that were missing that would be helpful to have on there and just so just so you know what we're going to be doing is taking a few notes and then the the idea here would be that we're going to take your responses and and then Jeremiah and board leadership then we're trying to bake this into um maybe a new Revis a new improved addition of operating agreements if necessary all right so let's hear what you came up with have one for the first one okay um I guess I just

136been thinking about kind of going into of the why we're doing what we're doing um so it seemed like it might be a nice thing to add like through the lens of student achievement in um that all that our focus on government is because we're trying to support the students right and make that an effable experience really add the missing I found War but I've read this a bunch preparing for this but I didn't find it until today on number three on the second section that operate make decisions it talks about using the process to place items on the agenda but that process is absent from the first section yeah I agree that was it's in it's kind of inferred just says that chair sets the agenda that it doesn't say how to and then

137under board expectations for superintendent number five arrange a meeting with a with a board member and another staff member as needed no it's implying that we wouldn't just um meet with them but that's an a respon that's already stated really in the responsibility of the board and I was thinking when would that come up like when when would I say I need you to make arrange a meeting that the superintendent would arrange meeting for another staff member not a staff member I feel like the more appropriate would be if there was like Committee of sorts that board members would be involved on or like manager talk about lighting he arranged with him to meet me talk about I'm assuming the that last year was probably more along L if there's a situation that members priority

138on ARR it's not just the superintendent speaking on behalf of whatever it is it's bringing the the direct stakeholder and whatever that is is it yeah it necessarily be let's say that um I wanted to talk to a certain staff member about their program or about something I wouldn't just directly reach out to that staff member I went through the superintendent right right and that's kind of like number four right where if we needed more information I guess not that specifically about an agenda item but if we needed more information it's the expectation of the board that the superintendent would get that information for us and if that includes having somebody else like oh hey you need that more information so I'm gonna pull this other person but it doesn't have to be I remember

139a situation where um Eric rter wanted to get more information about you know specific to the secondary school so Bob arranged a meeting between Heather and but I guess it wasn't Heather and Kevin and Eric too and he may Bob may even been there to facilitate that's kind of what but it's F you brought that up that was the other the only other one that said to the osda that I circled let me say just like probably worth their time to talk through how it gets set up one of the ways that I've sorry one of the ways that I've seen that bringing an expert in bring some of more information is let's say Jeremiah was meeting with one of you and you had a question about something and there's a one-on-one meeting maybe we

140invite the the CFO into for 15 minutes of that meeting to provide Clarity on something maybe there's a budget question or maybe there's questions like really specific questions about facility invite the facilties personally you know answer those Ty of questions that and and then because it's happening in that manner Jeremiah would have access to that conversation not only build the specific knowledge for both of you but it keeps him in the loop of what's important for you to know about so that's another way that I've seen it be pretty successful I mean like for what R read and how that's structured is that like board expectations of the superintendent that number five point is just making sure that the superintendent he just mdan information of whatever it is for members for you know like if

141I wanted some specifics on like you know situations of in classrooms you know and I wanted to hear about it from like a mental health perspective and like the expectation is that the superintendent would be willing to bring along like a counselor or an educator ended that meeting rather than just superintendent if anything it might just be a little too like prescriptive because it could be something else in the meeting could just be getting information to you VI an email or something maybe making that superintendent will arrange for you to get addition it could be a meeting it could be a phone call or email I I have a question you all both of you here's some advice that I've been given is to in in that process of oneon-one and so there's seven different

142potentially oneon-one means in a given period of time the the advice was sounds like really sound advice what what one board member knows every board member knows and yet to me that actually sounds a little exhausting because uh I keep just even keeping track because something can come up organically between Don and I in conversation and then I I I feel this worry if that's the kind of a expectation and I think it's a sound expectation generally how do I capture that and make sure that you know one1 with Charlie we've also touched on that one1 with Elsa what if Charlie first yeah yeah the I don't how do you deal with that well a couple thoughts and then Eric fix my answer for um one of the things that we did is we had

143if questions were asked during a board meeting but if it's by a specific for and typically you get a heads up that am going to ask these questions we have time to prepare for it but sometimes just in conversation there's questions that come up um we would typically add the responses to that with the information that was requested in the board update um at the at the end of the week so that was one way that things that were more globally um there was a there was a broader view to know from the entire board as opposed to just a specific you know if if Donna asks you a question hey tell me about that fence at the middle school and you know I keep hearing about this fence and whatever maybe that really happen

144um then I could tell her about the V right but I don't know if you all need to know about the vents um if there's a question that comes up about a curriculum issue or if there's a question that comes up about um student resource offices that that seems like something bigger that you all need to know that so we had some processes in place that would facilitate that think you would add yeah I think we always have you know when you have one on one every person is interested in different topics or things but that's just what they're interested but if there's something that's like we're getting a lot of community feedback well that's something that we should share with everybody around that topic and we would either do that the board update or

145sometimes you would even say you know ask that question during the board during discussion time so that then everybody hears it at the same time I mean is it worth adding a point to the how we operate make decisions where like maybe that's an expectation within us Bo where like there are things that the encounter in conversation with the superintendent the district office like that we're aware to to want to maybe having an agenda I bring share so that like the rest of the board is on the same page a whatever that discretion I think if he feels that that pertinent to the rest of the board to be if it's individual topic about LED lights I don't think you guys care no but like like I give you a perfect example right so let's

146say like again disrup Le thing that's that's coming up within our district like every other District but like if there a 101 Jeremiah and there's something that's discussed whether that's something that as an individual board member that comes up in a one me that might be worth either like at Jeremiah's discretion or for me as a board member communicated in the board chair we're like we probably need to have this be an agenda item so we have it as part form so we're all kind of like having a presentation and so that way it isn't just up to the discretion of the superintendent and we're assuming that information is shared that way does that make sense it's just so that like it makes us as board members kind of a little bit more self-aware about

147making sure that we're not assuming everyone knows I don't know if this format is possible with the way all the open meeting ws and everything but we had an FAQ log with someone that kind of of manage some of these type of things where it was like if you were having a lot of one-on-one meetings where you could list what the question was the superintendent could list what his answer was if somebody wants to know what's going on with the fence at the middle school you know they can read it and then it also kind of like pre-populated some of the things that needed to go on to become agenda item discussions which was helpful it was almost like a Reddit you know version of just so that everybody could go back and reference it

148the the team that I'm thinking of that we did this we were having a problem because we had a bunch of people that were joining after one of those questions might have been answered in an email chain that they weren't on because they didn't exist at the organization yet and so additionally it made a nice like historical document to be like you know when Jennifer joins the board and is like hey what's going on with the fence the most we can say actually they you know we we documented that like you can go reference this document um but I don't I don't know if that format would work for us or not I like that and I also have reservations because it could start to us slowing down a path of outside of our lane

149and I'm like I might be like again seeing bit of like things that I'm interested in like that's the point of the one-on ones right and and then I start to go to the question of what problem are we trying to solve do we have a problem yeah but you had a question which is like how do you keep us informed and I think that it's I don't know the right answer to it exactly it so it's a great question except I think about I just want to trust you to say if that's a that feels like a really great question others might be interested in then um it could be in the the email update or you could say to that board member that might be a good thing to consider as a future

150agenda item yeah but I would kind of my last thought sorry is that our responsibility is more if we have an item that we think we're pretty like feeling strongly about it's our responsibility then to go back to that process of getting it on the agenda to say hey board chair I would really like this to be considered on the agenda I don't think it would be we should pass that responsibility off to the superintendent to decide what should or shouldn't make it there but if you know that is part of our responsibility to say to to help inform that or something that we think is that important I think you kind of saw when you had multiple La members may be asking about certain topic okay I'm gonna give an update on this that's

151exactly when you Jeremiah will start to see a pattern of okay I've got a couple questions there put my response in the bo think and um one of the things that he's done I put together a pretty comprehensive communication plan to run by you all later to and um maybe one of the things to do is put in there that hey let's check back after 12 weeks and see how this is working and make sure that the filter or the criteria that he's using to share things with everybody as opposed to just have a conversation make sure that's working for everybody that might be another way just to start calibrating those stands um one thing I had on my list that I thought might be nice to add to the board expectations of the superintendent

152was as a new board member coming from outside of Education I like it would have been a helpful onboarding just to have a like a quick transparency and clear expectations of what the district level roles and responsibilities are for the the staff at the district level just because like I can understand that there's principal and teachers and you know supporting staff at each of the schools and what those people do and you know what they're responsible for but I think it would have been helpful to know I mean HR School District can work very differently than like corporate HR and kind of the world that I'm coming at it from and and just kind of having like a like yeah you know like a transparent review of what what the district structure I guess is

153for those staff is there still the board member finder do part of the Wonder like again it's maybe big ass but I mean like you know maybe putting in a policy that like we have an ongoing process that Happ with members you know like having a formalized sort of like session where they have conversations present the hierarchy you know beyond just the B binder is very overwhelming very policy focused where like again I think there's a lot of like soft dynamics that are not necessarily explicit but I think a word certain blank um just making sure that board members are kind of aware of again if we're trying to shorten that weird imposter syndrome sh where you're a new board member you're you're coming into the meetings you don't want to be disruptive and like

154it's the things that you don't know a question and things that you don't know what you're missing you know sort of that that would shorten that Gap like in my experience I feel like that's I'm still in that phase but like that was mostly my first year maybe it's a maybe you put it in the AR so you can have more specific yeah yeah like something that is like again just a process yeah that is an interesting because we don't actually have like an orientation you're like I swear okay laminated she but even with the listing I mean just you don't have to put this per se but really what the basic expectations are of a board member and you know maybe some people won't apply and that'll cut some of the Riff Raff out

155that can't handle the responsibilities or the time or the nights or more of a jobl listing yeah yeah I mean like again triangulating for new board members like this is what like you know classified staff certified staff the unions the trade organizations the pfos basics all of the alphabets would be helpful I I think no I mean again I don't come from an education background you know I'm the parent of uh uh a 10-year-old at this point started in the business district and like a lot of this stuff even with years in having a student here I I had a lot of assumptions of how things are learn and how things are organized and I think thinking about future board members is kind of like if you just sort of info dump that in the

156first month after they're sworn in you just save so much time so that like they're more engaged quicker they have more of a foundational understanding of of the situation of play I'm wondering what I'm processing as I'm hearing this is perhaps if there's an addition it would kind of like the the previous discussion where um maybe we mean that there's a test for what the Board needs to know you don't have to say what the test is but that there kind of is one and in this case it would be possible addition on the third part and the first part nods to superintendent's office has a responsibility for onboarding and the board chair and VI have responsibility for organizing yeah the internal onboarding yeah well maybe when we get to that onboarding portion we start

157brainstorming what goes under each category I I agree I was thinking chair it could definitely be chair and vice chair it can also fit into uh work sessions where because if the chair and vice chair on boarded there's a component that helps bring them and get them information but it doesn't do the the collective collaborative we get to know them as a board but a work session would allow us to get to know that new board member I orientation that's part of a that's part of a work session yeah it doesn't have to be the entire thing it might be nice refresher for you're on the board for a while just like when when we've gone through the things like with the with the come and and you know those those bring me together closer

158as a board working through um a process and having those you know get to know like I learned things about my board members with through their picture that I didn't know you know so that that kind of stuff that I know that can feel fluffy but it is important to like know each other at a deeper level what we're doing and maybe highlights of what we've done one of our some of our bious colish new superintendent you know other things we've had to do that are tough decisions budget you know me tough thing to do even though this is like a very like a little bit of likely definition I mean like maybe that that that work session can be tagged around like it's new member orientation building yeah you know because then it gives

159us a catchall where like yeah we can do it where we structure it around onboarding new board members and even if like we're off cycle in the way that like you know we have to replace a board member in in the short term that being kind of a spot where it can be team building for us who have been on the board but that also might be a nice trigger where like that's a moment to sort of like audit and assess what the current operating agreement is and so any any sort of like board document discussion and that's number five too that's where I was like um some of this and and I'll take ownership of like I helped create this I let I led our team our board for doing this but then leadership

160changes and I didn't say oh hey board we need to go through our self evaluation which I do feel strongly about that as a board and I think that that is then also part of that helping create you know are we that creates continuity between orientation and also what is the past done you know yeah can I kind of piggy back on that idea for number six because I was wondering I haven't been through this process yet they establishing the goals and objectives so maybe it's already like this but just stting when it says and the district like how how data driven is that I I guess I just enjoyed when we were able to use like survey apparatus and hearing from the community and the staff when we were evaluating superintendent H are there

161ways that we could do that to hear what kind of the hopes and dreams and and also the long-range facilities planning um process honestly when we've like asked the people that are living in our schools and you know going through that experience what their goals for the district would be or what you know their ask would be I I understand that we you know would have our own goals for how we're operating but just as it extends to what's going on in the district is there are we asking for feedback that we can like roll into creating those goals or well my answer I guess I don't is that because I know you've been on the board built into the district process of establishing goals there's already been mechanisms for doing that in the time

162that I've been on the board we've gone through that because typically through Oran Department of Education the school districts required to go through these processes and through the the funding um that we've been getting you know that that we had updates about we went through that process of establishing goals and what I what I read in this one is that we are the board is part of that establishing it isn't that we set our own goals I've seen a board do that um unfortunately in a district where the board is a long time ago but set goals and said the board was like these are our goals and the district like these are our goals and I'm like they're not the same how that you don't you we don't want to do that as a

163board these are our goals and they are very disconnected to what the district work is so that one for me is making sure that whether it's a process already established that the district is going through or it's one that the board saying we don't have a process as a district we need one but we need to be doing it collaboratively and maybe that's the word that's missing in that number six is that it's participating in it but it's not it it means to me that we're Yeah in our district we have um so we have our strategic plan that was a very Community Driven collaborative process that has established goals for the district yeah so the board goals are in alignment with our strategic that's what our kind of Agreements are that we're not going

164to have more gos that are at a left field that have not connected to our strategic plan but the board goals that we come up with are board goals for the board to do not to task that to do like how you're going to execute the Strategic plan for example maybe one of our board goals was we want to be more visible in our community so we're going to make an effort as a board to go out and engage ining activity that's our goal for our selling support it's not something we're taxing staff to go out and do and did you guys establish those after a board evaluation self- evaluation process well we establish it during a retreat for the beginning of the year we do cap we want to work on the year as

165a board another one was around maybe shared vocabulary around eity was one of the things that we had as well everybody had a different level understanding so we wanted to have a plan on professional development for the board for us to get on the same kind of level of understanding what f means and we're using the the WR vocabulary so as part of our work plan for us we had some um training during so those were goal for us as a board but we we'll talk more about that into it but it is close and they they supported the work of the Strategic plan and those two examples Erica just gave part of the Strategic plan had to do with engagement Community engagement so being more visible and Comm clearly assisted with that and there

166was always Equity goals built into that and then take that a step further the board would put their goals into place and then my goals would be around the Strategic plan as well and it would be supporting the same Concepts so there were many years where my my superintendent I had one goal and that was to support year three work of the Strategic plan because year three work was all these SP down and so I wasn't saying and I want to investigate this I it was it was just a strategic plan for better or worse I think we are drifting into the conversation about goals but we can come back to it both goals and and maybe communication SP as well but For Better or Worse recently we have because we're doing so much more

167work than we had been doing at the vest of the Department of Education um around the Student Success act essensially now what they call Integrated programs like the the student outcome goals that we have arrived at are essentially exactly a mirror of what the the state is asking us to to provide um and that might be good in the sense that it kind of keeps it skinny it's probably not healthy in the sense that it's not a holistic strategic plan it's just about the student outcomes it doesn't have doesn't mention like our long-term investment facilities it doesn't mention um engagement with the public or like these softer more Community Centric things so probably something but to your work to your um working your agreements there is you're talking about how you set these goals so

168that there might be some words in there do you think about these operating agreements that you're that you're looking at right now and you think about the scenarios that you went through anything come to mind that would been helpful to have some something outlined inre that would help make the answer to those SC super OB all honest like you know looking at this like a year after it dist drafted I'm actually this pretty you know I think like small pretty solid I think like you know as a looking ahead I think something we're all a little bit hungry for is like you know stronger articulation reinforcement of what are State goals are looking forward you know like in the board roles and responsibilities we have like you know6 participate annually and EST objectives for themselves

169in the districts right I don't know if it's like do we need to maybe change that by anually or is it like an ongoing thing so we're constantly self auditing where we're at with the goal so we're you know doing a look back and kind of you know here's where we'd like to be or this is what we're looking towards making it so that we have ongoing sort of check in as like What's the progress be you know this touches upon things that are are important for us like you know Equity work and tightening our Equity stance and getting more engagement with it and so much of the power of the school board is us having the public meetings and it being kind of a fully PLL bit and so our reinforcement of what we

170view as priorities and goals is kind of the meaningful work in a lot way is you know and being able to sort of rearticulate what we're trying to do so what was the board's development of a strategic plan is that something that should or is that led by the superintendent in facilitating the community and then the board just making polls we had a we had a consultant that came in and help facilitate a lot of the work sessions with staff at different levels from different schools community members Business board members were part of the conversation together they brought but it wasn't like a board well response but it wasn't like board work developing a strategic plan they just kind of it's such detailed work yeah that um it went through the process but Erica was

171b share at the time so whenever we had a strategic planning meeting she and I would kick it off and kind of throw our weight behind it and then the process in the end it Bears out a strategic plan very specific to the district and then the board votes on them so the the board's task is to adopt it but they've been involved all the way through so they're it's not like you're getting big surprise yeah you're kind of presented by the Consultants come at your board meeting and we share here's what we've done so here's where we are there a milestone we met with this group this is what they sh out as they're building it they reporting up to so what it Mak sense to say like I mean they're participating anually and

172establishing goals and objectives for themselves in the districts like aligned with strategic plans or or align with the district go yeah if you don't have a strategic plan you would be aligned with the district go and again like a lot of what we're going to have to articulate for those goals is kind of what you know you can look at a lazy Port the future holds for us right we have like um contract negotiations coming up we have facility long-term facilities planning like a lot of these things we have so much coming for our our district that like it's very obvious the stuff that will need our attention and it's going to be for work so it's not like we're going to go fishing for new goals that are like a morphous in any way

173I think it's going to be pretty clear you know it's going to be a lot of more centered around budgeting we resources but all helpful information for onboarding anybody but into it like understand The Strokes of's yes I'd say I wish I would have known more about public complaints and process and how to deal with them when they're sent directly to you versus to the board as a whole I have no idea we had a public complaints in our website pulled up now know that would have been nice to be able to share that I would just advised you say receive thank you which made me feel okay where does that go public the commines you know when they talk at the board meeting talk Bob where do they go well you know sometimes this

174wared will pass it down I don't need to do anything but they're telling to me the board so like I would like to have a little clar Clarity on that part of it but you know I have a question um and it led me to what might be missing on um the question was the parenthetical check with Opa on this one whether or not we got an answer uh to that so we it's kind of like a like that that parenthetical probably wants to get removed from how we communicate but it led me to um is there is there a missing something missing from the making decisions component that speaks to seeking legal advice how does the board seek legal advice in way we haven't had as much historically we haven't had as much opportunity

175to do that as we have right now so we may need a l that involves policy very specific or just like how when when legal advice is needed how does that get routed and where does it go right any as I understand it any board member can call osba and speak to somebody there but probably more appropriately the board chair and vice chair decide hey we need in consultation with superintendent we need uh to to seek we advice on this one that will guide how we make the decision yeah also board members and never commer I'm current with right and then Matt to answer your question about thing it's interesting because like I think like the timing of of when you were on board or selected for the board like I remember I became I

176became part of the board I think in June and I think at the osba immediately after later that fall public comment has been like a major topic for you know Statewide so like I got a lot more context and information I have't seen that more than anything within the for poliy even though like again we do follow policy we have the Opera currently but you know it's a live issue put that way terms of next steps for us do you well first of all there any other things that you'd like to be considered in operating agreements anything anything that that you haven't been able to share yet it something they need more clarity on take out of there needs to be added we used to have in my past boards if you miss consecutive meetings

177without a reputable reason or a good reason then um something need to be happened or addressed missing me meetings and not having a full board really takes away and makes it look weak in my opinion you you might have a board policy how but to spell something like that out in here would be very convenient yeah yeah I mean four rules and responsibility that be having we add a point participation engagements um I mean it which could add something about making sure um that we are cating for the board meetings are reading our for packet your homework be ready yeah do the basically around that in some ways and I just just know Jeremiah I love in your update you were like here's two articles you'll want to read these like I'm like yes I

178do want to read those I'm gon read them right now I don't know they're just that little part of accountability that's like I'm good with personally I'm good with you tasking and saying do this um because in our busy lives without some clarity around what's really important it can get lost and we get a lot of emils and stuff so for me personally I I don't know if that's an expectation we have of Jeremiah but I appreciate I was thinking about you all when I was like okay I've got a word email I've got a personal Emil you guys have a work email a personal and then you got this other one like do I all right but if it's regular and consistent like that this is when communication comes out um and then maybe

179this is something we want to add to and just that he said okay I'll do this group text so that if there's something in between it's really helpful when you send the text because especially on board meeting nights I just I don't get to see that email and then I show up and I'm in the dark about something that came out during the day because I literally go from like my day to the board meeting and and then sometimes on the way or in the parment like go oh gosh is there something I missed I I would not be offended if like whether that comes directly from superintendent or like you know the the board secretary where like an email Artic say read this before Mee I will you know the district office wants to

180make it explicit that like be prepared for this it's GNA beting meeting yeah like again I think all of us do our best to kind of like read all the agendas and packet going into the meeting we're probably reading it quickly and times I I I love and appreciate one of the things that we eventually ended up putting in our Board of on Fridays was two different sections there was a section on upcoming events like that you're invited to and you might want to be on and just to just a reminder there but um action needed yes and there was like you know you didn't want to overplay that c but respond to this RSVP um let me know what sandwich yeah but it was super helpful for board members and that was literally the

181top thing yeah it could be like oh I have something to do instead of like oh just prove I'll read it later like I'll catch up on the updates later but if there was an action on I know that I need to I've missed events and I'm like I knew nothing about it I know I supposed to be there like that kind of thing that that made me feel bad about myself yeah good good stuff um well next sorry add that we also have these um professional development board home commitments from this was 2324 so this was from last school year that was created after our um our self evaluation right right this the we were talking about this when Jeremiah and and pry and I were talking about this we were talking about do

182we have some current board agreements or what do we have and this is what came to mind first for Tracy and I and for but literally half of our board wasn't there for it's a har that's yeah which might be a really nice thing to talk about about like on boarding or just you know kind of regroup okay so you see next steps up here um and and maybe as Stacy would want to be involved in this as well there's some historical knowledge there Tracy Len oh sorry no I thought it was oh I'm sorry I'm sorry to I thought you were didn't my AC's mix up okay so um anyway just just to take a look at this based on information I took some notes I'll leave Jeremiah also I know other people have

183taking notes but just to get this revised a little bit is always going to be helpful the the more dialed in is I think the more you'll appreciate it we do have one more task before lunch and lunch has arrived so um I think our timing is going to be perfect on this um and that is to use some agenda planning and um a number of things that have come up are going to be beneficial to include in this agenda plan and to to get on everybody's radar who thinks that that we started doing that we were proud of because it worked well for us is the whole idea of board field trips and um when it came to board field trips maybe there was U maybe there were a handful of questions from board

184members on special programs and What's happen what kind of special programs do we have so we started out by by um by doing like a you know like a three- hour afternoon B that didn't work nobody attended um except me and i' already seen the program and then we thought okay why don't we do an hour over people's lunch and literally show up at one school and we're going to show you two different programs and we're going to talk to two those programs just board attendees or like Community just board board and then staff to ready to to explain stuff to you and build your understanding another one was we had a lot of questions about those round nutrition services and um you know how this food get delivered here and there and all that

185and so we met at the nutrition services freezer and we uh we actually showed them that and then walked people through it and and it's kind of interesting or or facilities what what are the facilities folks doing and so we met at the shop and you we talked about the kind of work that they do and so I was just going to add went to the Nutritional and we did it again for a new board members but it's also for staff to see that board members care about their work like how excited they are that year and they walked us through like the nutritional services but then we also went to an elementary school and as board members we got to talk to the little kids having lunch you know you get to have lunch

186with them or talk to them about their lunch and then you go to the high school and with that lunch what it looks like there and conversation with staff and that that's another way of being visible in your school district and that you're going down to like boots on the ground that are doing the work and they're seeing you and the questions that we asked and they were just like oh I'm so glad that you were asking these questions but they know that we're going to make informed decisions not just that we're actually learning more about now very soon um I was we were doing a nutrition service hiss at one time and I was helping out in the kitchen helping just helping serve and we were having popcorn chicken that day and the person

187that was uh helping me get situated he said it's simple you gra five popcorn chicken in this hand five in this hand put on the plate get 10 mood and Midway through I wasn't fast enough there was a line and I got moved down to the pizza i' I've been relieved of jobs before but never mid shift like anyway okay let's uh let's go ahead and move [Music] on okay let's do this agenda planning activity oftentimes and and this was just um to speed us along a little bit um typically when board members are asking for agenda items it comes under one of these five categories there's always going to be policy questions of course and that's your work so that's a great matchup there's always questions about instruction and while you don't um while

188you don't direct the instructional work it's great for you to have a firm understanding of what's Happening instructionally as always things on student services and I would put student services programs actually be the way I would think about that um and then operationally always questions about that and and valid questions because that's often times what you hear about from your neighbor or your Community member that's G you know believe the bus was late and tell me about that and of course if you don't know about that you're you're not going to be able to be a good sensemaker around that then of course there miscellaneous so here's here's the exercise we want to do jeremi is going to fill you in on some of the the things that have to be included in board agendas

189throughout a year throughout the cycle of the year there's just some things that have to be there um he's also got a list of things that are already in the plan to be included and then following you taking a quick look at that we're going to do some brainstorming around what are these other areas that are super high interest you like do you want to know about certain programs do you want to know about you know facilities have you ever been to the bus bar I mean those kinds of things and then um we'll put each idea that you have on a sticky notes and then as you get I don't know 5 10 sticky notes we're going to have you come up share your idea and then put it under the appropriate category that

190good all right so you want to talk about what you already have on there yes and I'm debating internally whether or not and I probably will flash them up um Jennifer here so we have three different three different pieces just send link and email case that's helpful I'm just a little hesitant know I'm dying for I'm gonna go fast I'm gonna go real fast [Music] I got it okay uh the first document will be just to let you know we have paper copies of this document a couple of them here but this is a existing list of this is the the tool that board leadership was using he's checking on my B Spot um so that's available um I also wanted to but like if you're doing your sticky notes and you want to cross

191reference whether or not you can you can see that we have coming so this is a list of by date running list of what is due to the state and often that informs what what populates agenda I'll just we're through octo to October there's right so it's almost not worth it will give you access to that perhaps so you can kind of it but that's what we draw from three agendas and then the Third and I do have a paper copy printed out I didn't make we didn't make 10 copies but um if you're interested in any of those this is more of our internal guy for each month what needs to go onto the agenda and so these are these are the required the must and then our our idea Jennifer's in mind is

192to take this and work with board leadership to populate those those interest and reports that would come on the would like to know so that we have a healthy mix of this is what we must do and these are typically going to be action items whereas these would be reports that you all would like to hear about our e program you would like to hear a little bit more underneath what's going on with um long range facilities plan is an obvious one um but whatever whatever these sticky not these sticky notes in my mind would wind up over here month by month so that we have kind of a year on plan even though we know that um adjustments will have to be made it's nice to time them out and have a a work

193plan it's pretty transparent all what's what's coming up so our idea is to take that first document touch to take that first document and and and kind of reorganize it into this so that it's a month by Monon plan for the entirey that as the background now go go ahead and add in those things that would be in the right hand column and just write each ID on a sticky note and then as you come up you'll just put them up there and this call it out loud so I people another time like if you want to take a peek at this there's a printed CP first first big agenda thing okay is the plan that we finish this like when is lunch J we planned it for no okay yeah how long do you

194think this operation I long this is probably we're not going to organize the end of the month we're going to just capture IDE braining and just just brainstorm okay can we even perhaps leave it up yeah and then later on if you're stewing later on today you want yeah okay so we'll start now and then we so why don't why don't we say no more than 10 minutes be done by is so this is just just brainstorming concepts of thris correct that's exactly really reports what do you want to hear what do you want that as you come up and put ideas up just call it out to everyone here just [Music] yeah thr there yeah graduation rate flash Improvement goals pte [Music] advancements what is CTE well what we're doing for C and what

195we're looking at neutral l [Music] I have um student achievement what interventions are um are we implementing with data is being collected on that that on the Improvement of those students and next is equity word what PD has been [Music] done got one for that we should put that's a good idea then you can see what the next what lessons have we learned and what actions are we taking to not make those mistakes again seems like policy policy feels like policy I more I think in equity work I feel like same thing like next up what's what is being what's the I feel like Equity work needs its like own action plan if you will for our district and then so what's the work we've done what's what's the work we're going to be doing

196um I'd like policy level of like what's expected and then reports updates of what the district level is doing and what building level is happening um I you know I could say oh I want academic data but I just want what we've been doing which is around attendance and around our academic goals just regular progress updates towards our goals what actions have been taken and what's our outut the data so it can fall under depending on the goal fall under stent Services can follow all of it right yeah there you go and then I do like your suggestion around like I love to hear more about the program's information about the programs and any updates to the programs that's probably here I put mental health support stud getting more information on what's Happening and what

197we're doing okay um this is all tied on Equity work I think I'd love to have like a bias incident a it that sort of does a breakdown of like historical Trends just to get a sense of like you know we talk about Equity but we also need to talk about bias incidents and like what populations are sort of affected I feel like we've had conversations around this that have been mostly anecdotal I also kind of feel like doing this in a formalized way with data would be helpful because I think everyone in the district has a different impression of what this actually means in blasting um and then this uh Student Services Program I've had mult conversations with folks in the community that uh um you know talk about the challenges of access to

198school resources that are tied around Transportation very specifically especially for families that are in the low lower e socio economic scale so the line of questioning for me here is less about our district and and and school transportation than it is sort of like what's the audit of what's available if you live in our part of our community what access you have to to public transportation R share and sort of getting a sense of it this is all kind of like coming enough conversations I've had with you know a couple of Educators and some parents about like you know we have after school programming and summer programming but there are families who can't get to that because they literally just don't have um and then this is just knowing we're going up against uh uh

199larger conversations about contract negotiations next year and just getting a presentation around our district versus State Staffing trends you know I'd love to have a sense of what turnover looks like as well as salary and versus inflation and kind of like a demographic overview of this area sorry you backing on what you had us read that I loved my homework um the Educational Funding like keeping updated of course that is always but just want to name it that we definitely want to keep a priz of what the what's happening around funding um and then any other OD updates which is budget and then I put programs for example things are always coming out of OD right like the new umal standards and the work that's happening there so then what's our district what is Gladstone

200doing in response to some of those new things that come out of OD where I've got access to school property programs for the community an example of that is principal middle school has a parent group the parents can come in high Latino presence we had to have an interpreter so in that engagement over multiple uh months they put together a group that we using the library and learning English and I think that's very very cool to be able to implement that from just that one event so having more Outreach and availability for the community to have activities at our [Music] school that I wrot down other people they might just this is where like I'm very acely aware that like in any given year are B 12 standard readings yeah before we get into work

201well the last one I wrote just kind of thinking about what Matt just said about um was uh opportunities for cultural celebration event so maybe have that ties into kind of the positive celebration of the equity like irrit culture um I am still probably because my kids are young like a little bit don't really understand all of the ways that the State Testing affects like what the teachers have to actually stop what they're doing in their class and instructing to proudler you know take time for that so it just be a little interesed to learn what happens there um definitely would like to understand in more lady britty our special education programs I feel like we've had a lot of parents you know come to talk to us about what's working or what's not and

202um just how just how it all works you know and and the inclusion and um how that might be impact you know class clear outs or a lot of things are interr related with that um cell phone policies which you all know had a question about um uh maybe if there have been more National or Oregan Statewide studies um or if people are trying action around the disruptive learning so we certainly heard about it from the localizar more of what what's going on that um that would be um just learning what are um and for both student and staff again with the Mental Health Des AR said but like what the suicide prevention program actually teaches specifically at the high school level we've had some cly questions around that and I I don't really no

203this I actually open it up to not so I think that um student services maybe yeah um I've been kind of curious about again like just the our apparatus for data collection and surveys um and maybe even having an exit survey when a student leaves the district are just kind of like a what could be dat or you know just having the data around that could happen for various reasons maybe they're you know family mve out of the state or something I just kind of wonder what um that would be a good thing to collect so operations or um love to learn more about the nutrition services I think we we have a very Chef Dave is the one who leads that for our district and there's been a really positive embracing of him he's

204been here what for a year now um and they're doing the free meals for the kids in the summer which we've definitely been around with our kids too so just a way to kind of celebrate the good of that um you've also students um I'd like to learn a little bit more about like what are especially at the High School level um what classes are articulated for college credit I me I obviously know the CTE one but maybe the other AP or honors courses or this kind of other programs I don't even know if we have t to gift it anymore if that they call it um okay I'm almost done I promise uh maybe I had heard a little bit about at the nsba speaking of pitching services but they were talking there's a

205lot of talk about bus electrification um and I did a little bit of research on my came back and it sounds like PGE has actually been working with um some districts that coordinate with first buses to um make buses electric instead of the diesel um and so maybe later in the fall just kind of keeping an eye out for Grant application op as also student services um love to learn more about the district office or structure and then also to Charlie's point just what to expect as a board member about the staff negotiations when we're going to be having two groups at once and um yeah hav't been through that because I'm not from education we get warmer in here I just you and they kind of piggy back on what Elsa said one is

206disrupted learning so what kind of behavior interventions do we have um what in school Behavior Mental Health Resources do we have what what are some action steps moving forward we provide for our staff and our families so I don't know is that gonna be more yeah we'll get them slow and the last one um what kind of like you said what kind of programs resources do we have for our neuro Divergence students Services y so for your 27 meetings this year um you're going to have plenty of content um we're going to lead this up throughout the day and I think there will be other ideas that can come to you so let's put them up there and then again Jeremiah will work with my board leadership to start getting these dialed in and you

207might have more than a Year's worth of stuff here I mean truly some of it it'll be a report some of it's maybe just some information you need but um what doesn't get done this year that doesn't mean it goes away for it just means there's got to be prioritize let's keep adding to this as we go um during lunch there is going to be one little bit of homework I know someone said they left homework right um yes there it is it's all you have to do there's an index card on your spot or near your spot somewhere just put your name at the top don't let other people see it put your name at the top and then put uh bullet points that says first or worst job biggest pet peeve bucket list

208item first concert you attended favorite school lunch of the kids all you got to and turn them into yeah then I'll come by and again how long do you want to take for lunch do you want um you want to get rolling again in 20 minutes you want to make it 30 you want 20 okay we'll do a [Music] that we what do they call those natural features pools water we we're sure gonna go who are you going with um so my daughter's going she's taking share my best friends growing up she's gonna go she lives on the east coast and so we Weare [Music] that's a bit of a okay let's go ahead and get started all right so throughout the afternoon when it feels like you need pick me up I'm going to

209read a fun fact about one of you all or several of you and you just have to guess who it is pretty simple huh all right this person's first concert was the food Fighters yes we won't keep score first conert will age let's do all the con okay um well this this is not first concert but best concert was Taylor scrip oh Jeremiah everyone else in [Laughter] my There It Is by my daughter this person I think [Music] are these just about us or are you guys included we not we did not or wait seriously the legend I wish that was my okay this person um answered the motels know that is all right we've got George Straight when she was when she was young assuming during her countryin George stra oh fantastic when Taylor

210Smith was just brand new Young they were together yeah he she she opened yeah wow a main well that worked out for her yeah Cur having trouble with some handwriting [Music] there oh yeah that is inappropriate DC to yeah that's like presential [Laughter] 90s all right more to come but we've got some work to do here so uh Eric is taking this okay let's stand it so we're going to talk about one of your processes that we want to look at today it's coming up it's your board member replacement so one of the things one of the things that we're going to do is we're going to work on mapping what's current so I took a little liberty of imagining that this is a current process we might make some changes um but this is

211where I feel like maybe this is what's happening in an appointment process right like an election s um uh selection is different but when you have Nation that's a starting point somebody res then there is maybe an announcement and recruitment effort there's um the applications are submitted on here then the board reviews applications that might be another step where maybe administration reviews them for completeness or they're missing something I don't know I don't this is just my own then the applications are selected for interviews maybe you have a selection process of like which ones to make the short list to be interviewed then you hold interviews somebody nominates an applicate an applicant um then you vote for the nomination that's on the board and then you go to your session and have a motion to

212actually appoint the board number then you either after that onboard then you have a separate the end point is that they get warn in and they part so the brandace want so it's kind of is this kind of what's happening or what steps am I missing here that yes um we've never like uh so we've always interviewed all the hav't had enough to short we don't do a short okay that's not would you let's say one year you would get 20 appli I guess I'm hesitant I'm like isn't that someone making a decision against someone that I don't know I mean I don't know I feel like you'd have to do that I don't know what that process would be I think when like the first time I went up for school board told me

213about a time when they were 14 yeah I think that was was well before that did they narrow I don't know yeah we'll just imagine that this isn't happening right now so I'm just going to cross it off and this and then what we did the last couple of times I think I changed it when I was chair was rather than nominate one person we nominated multiple but whomever so that the the worry of the process of saying okay one person nominates someone forward then there's not you have to go to vote before you know who else else is being nominated so we did like an open nomination or a vote if you would so I just put nominate act yeah so that multiple could be but we also ended up doing multiple votes and

214that's case I don't know if that needs to be captured or if it's already inherent in this flow but where it was the if they didn't win the majority then we went back and voted again so there would be another round of discussion yeah and then sitting right there okay so I put vote for nominated applicants in under here there may be multiple depending on hi and things like that what is there another step missing or that that was all in one s right we did the interviews and then voted before vot that goes cidate second in in and then disc so this goes over here make a motion then we vote then you vote and then this I didn't know this could either be flip it could you SAR in the person then you

215do on boarding or you on and thenar Okay so usually okay you did your so this is we feel pretty good this is the existing so you all have sticky notes and if you finish them all have um what I would want you to write on the sticky notes is on on the way to this process under each kind of thing that's that's happening there um one you can you can write like what's what is the what that's happen not who's doing it but like what's happening and the announcement and recruitment is they're like and this might be something more than adment might not might know more about than board members but like you know the announcement gets posted on the website or we send out a newslet whatever it is that's happening don't worry

216about who's doing it just what is happening under these activities and then um you can come up and post uh those things on there the other thing that I want and I'll make a separate line at the bottom based on that area what are the existing challenges or pain points of that Pro so for example maybe an announcement recruitment we we don't get enough applications okay that's a challenge P um so that's kind of the idea is I want you to think about what's challenging about these steps in these process and also like what is actually happening so I'll write it out out there and you can stick it in the right does that make sense okay are we all going to write things for each y if you already see it here just and

217basically we should the on brainstorming like things that we find that could be approv of change right I'm sorry what did you say like we're just brainstorming post storing here and this is your current spot hey do our post [Music] yeah right thank you than hear process we had a predetermined list of questions ask but I foret you question we put these up yeah put them up somebody wanted to ask another question and they weren't allowed to yeah that would be the challenge and that that has me forever it's just been noodling in my mind forever I think it was be actually develop criteria and Matt you recently went to this process right yeah you might know like what's there's no there was no warning you just showed up and Bob gave everyone just a

218quick walk through what was going to happen all e you need two references references you maybe not for that my neighbor must have my neighbors trying to get our family to join and sounds very strange they will ask you what I'm initiation process is pretty pretty fun was that part of it they will ask you that and the dancing around part was fun though I enjoyed that oh yeah e for e you that's awkward you should color [Music] I think everybody has had a time I'll give you like another 30 seconds to last talk before I go up and okay so what's happening here there's an email to the superintendent notifying camera her that there's a resignation um or say some folks ask for time with superintendent maybe that falls more recruitment folks did anybody

219want to see this application there's a developed criteria on here as well on to what's happening there's a creation of an application pocket there's a posting communicate the opening there's calendar and deadlines that are created create questions scoring sheets posted on website social media newslet and board compost from Thea website then in the fill the application there's a PDF application form that's being filled out and completed and turn it into the distri which JZ reviewed files then the candidate um applications are now to the board email to the board em okay then you have public meetings and individual or group what does that mean they're either individual interviews or they're group interview oh yeah they all like one person at a time comes up or they sit and we ask them the questions okay ask

220okay you discuss the candidate in open in Open Session ask the questions to each candidate time ability I'm yeah how much time they have okay and this is seems like a more says it up there there you vote for a nominated motion makes a motion M we all know about this okay let's look at the pain points here uh challenging the pain points should resignation go to the entire is it only so the only person that's aware is superintend right now so it doesn't there's nothing that says in the whole board so you might be unaware okay getting people interested the number of applicants that's the challenge rement of people to be on the board and good quality candidates need to have job description expectations upfront and clear process that's a challenge right there job

221listing better overview of gos and responsibility so creating like a job list on so you can know what you're signing up for and better form collector like a Google form oh so like making this a better easier process than the PDF okay right now email's address PF pH out question some have been handwritten so the challenge is that sometimes it's hard to follow you comparing different uh some applications are very short some are not and not in okay is there anything that would disqualify someone application or maybe there should be something added for like the minimum of I would argue if you are short in your application that's you self- disqualifying a that we you have a standard on that you can't just make a it's what you we have to have a standard on

222that it's because you have some that's short worded or to the point do it mean someone who's longwinded is better qualified than specific application that's applied a few times that has kind of done themselves a disservice by not expanding more so I don't know if it would be helpful just to set the expectation I remember one afan being feeling so confident inter personally based on relationships that respons forward s so that's where I'm kind of like that's different than being long winded even though we we cross it off if we did get to a point where we had too many and we need some criteria on the application itself like we review them but they're just sometimes isn't enough for so like I think the clarity of what needs to be included and then I

223also want don't want to be like biased in it and that I'm like oh well just because it was this or that so there's not really an evaluation criteria for the applications of here everybody's interpreting them on on their own well the application form we have it's literally just like a PDF sheet and then there's like there's a prompt and then a box and it's kind of like engineered to be something filled out by hand ostensibly you know so like depending on what people's PTI fill maybe should have like a a rating or something not to disqualify but maybe just to help go into the interviews if we reviewed their application just so that we have an idea going in before interviews or I don't know we'll break through them a little bit more over

224here in the interviews part there's no opportunity challenges there's no followup questions discussions can't clarify questions it's awkward it's awkward awward review of nomination vote with new board members and there's okay and then over here on the last B we need a better process for onboarding more robust proit for on boarding so this challenge though about like the awkwardness is because it's a public meeting to and we cannot do this process outside of the public so there's some things that it's just going to be what it is because that's how it has to be but I will tell you like um I think we had a one appointment process maybe I'm thinking um maybe we have to know and one of it is like that we do interview them one at a time not in

225a group but then we say you welcome to stay or you can leave you know but people say an open meeting so there's really to do about that but maybe designating a process where is it individual or it gr so you don't change it like it's a that process people know what to expect when they're coming in like you're telling them ahead of time here's what's going to look like that feel like better that's more like how the superintendent interviews were you get like a complete interview experience of one candidate because anytime you're in a group interview it's awkward because you don't want to say exactly what the person just said for you to the same question that you're getting answered and then I mean when it was only three in a row I could

226imagine what that would be like if you were interv 10 people like he it it'ss hard to like set yourself apart in any way I don't know it's also how you respond I mean on the Fly you don't know what questions are being door at you and you know you got to be able to respond how you respond and how you conduct yourself so I didn't like it by any mean it was awkward but it's efficient it's interviews are used in organizations all the time not like not not a thing um I mean strong opinions either way but the more people you want to see if you're doing 10 interviews you know at a time you don't know but I think you know the pain point of like love to hear not what you're thinking

227about that being able to ask followup questions like when a candidate leaves you would never be able to go back and ask them followup questions before you made a decision they've left but because they're still in the room for some reason then people sitting there want to go well let me ask them that happened to your right we can't pretend they're not here right so even that's where I'm like that made it even more nering because someone wanted to ask pup question and then you guys were having a discussion then that made it even more nervous the process wasn't torturing it wasn't finalized you guys were questioning yourselves on what you could and couldn't do which made me feel even more so so the Board needs to go in knowing what they can do and

228I think the candidate to a certain point needs to have an understanding of this is the process because oh yep here come to this meeting I email Jenifer like how many candidates are there there's three I'm like okay no more information than that I don't know what this is going to entail I don't know if I have to do physical pull-ups or something three pullups that like if somebody knows that there's not an opportunity to follow question that your application is what we're going to go back to maybe they think about like yeah what they have they're more thoughtful and feeling like that if they know what the process is like right because some people might be like oh I do better in person interviews and like all right that's just what they're thinking but

229in this process you actually can't do this back and forth well the application is basically their like voter's pamphlet of information so we before we get more into brainstorming I just wanted to think about when when was this process um like Prett it's always been this way St since you it was this way when you and I so Stacy and I applied for a position the only thing that changed that I changed was how we voted the nomination the nomination and voting so this process has been here since 10 any of you right since that what has changed in our environment like just in like B Serv and work what's changed what's happened in the last 10 years it's more politicized had the one side about people leaving support because it was law it seems

230like it's from your to recruiting to the board I think Community pressure is different got a lot of comments you know it Community pressure Community pressure what was already um pretty thanless job has become even more thanless I I would I would I would change that language as the antagonistic I think there's a Lev more of that that scary what about a yeah do that have an impact it made all those things yeah yeah made all those things happen yeah to your point about like the legal form technology change I mean like written written applications now we have thread of like things like and less authentic answers Tech change graphic like who who in your community yeah what does your community look like I don't know how much this change but I always find it

231an extremely figing statistic that only 20% of our probably goes in with demographics but that there's maybe not as much of a recruiting pool a lot of people talk about like representation in demograph like what does your student body look like and what does your board look like what about um um I think can we add representation up there because I think that's that is important last when there we did have conversation about debriefing about who we have on the board who we need on the board we did have a conversation Pi what El change yeah there was Financial pressure man our funding has changed has it have there been any new regulations rules OD a lot about recording the me yeah this is now on TV and forever captured [Music] yeah public meeting one

232in some ways I feel like these things make some people less swelling and others more energized to be involved student needs have those changed they another way of saying that that there's there's barriers in place for some people that didn't exist how how else would you say what you I think that it makes some people more apprehensive they're like it's too daunting like H this is just too much I would like to be involved but this is a lot of pressure yeah um and I don't think I don't think I you know they if they had hesitations they like that's just too much and then other people who are more activist minded who feel frustration over students needs funding um maybe politics uh how they perceive it affecting school then they're going to be um

233mobilized and saying well I want to be [Music] involved um the relationship so I'll put up here I don't know how to categorize this if it's labor labor relations but our associations have become actively involved in Recruitment and oh yes that's and support the you go what about media media attention just like mental attention go both ways there there are no newspapers anymore right some ways we have less coverage but we have social media now so I think you say you you learned about this appointment through Facebook or yeah so you have you're so all these things have changed but our process is still the same pretty much and we have these challenges around recruitment around modernizing the application process maybe around um the interactions that we have during the interview process and then the

234onboarding well to ask a really basic question because our process for taking a new school board rooted in policy like this is how we're supposed to do it from a policy perspective or is this something that was established previously that we just following some of both some of both yeah like what's the bare minimum from a policy perspective we have to follow you must have a process and it must be you know a fair process and you must follow follow process at the end Robert Wes nomination seconding the vote that's the terminal point but everything past that as far as like the announcement application and the interview process in and of itself like the fact that we can't do follow-ups that's not policy that's just the way we it's been previously established I believe that's

235relatively F and and the reason because is because of the fairness part because if you ask one candidate and the other ones have left the other ones don't have the opportunity to be asked all of questions so it's not fair oh I see this but we could hypothetically we had a list of questions we went through in round one and then we could reinie rein you could narrow it down and say well we're unsure so we're going to bring these three back for an interview but you then have to schedule is there any rule of policy that would stop us from being able to go into a short executive session as a board start follow questions would be asked I don't think I don't think it qualifies as one of the seven items yeah it's

236not a you can't make so things have changed you have these struggles what are some now like ideas of them improving your process if this is like you were saying this is a set process we have to have this it have to be fair and we have to have a process what changes could we make to alleviate some of these challenging things that mention thinking about the recruiting time and kind of putting together like that job pocket or brochure similar to what we just went through with a superintendent process one of the things that obviously we all know the challenges that are going to be faced but one of the things I thought was nice about that process was the opportunity to highlight the right of what was going on or what was special last

237done and there were you know a couple of paragraphs that maybe adding in some of the like inspirational part from recruiting just to kind of remind people like what's great about this place or why they might want to be involved even with your you know also in it for all the hard stuff like what's good about do selling selling position neity y like selling it may [Music] imp because we know that there are groups who are trying to put certain board members on certain pures they're trying to uh I mean that would then help us if we had more robust application process that then help we did have a screening so you to cross it out we had never done that when you say what's changed and I worry about that it may benefit us

238to actually put a screen process in and have criteria after after the submit where the board reviews applic where you cross out we would be like screening applications in and then inviting interviews after I don't know I think you'd have to have a pretty strong disqualifier like that that have to be pretty light screening for that to be fair process for all applicants right like if they didn't answer question or like but other than that like aren't you kind of screening it with a bias before interviewing them I gu it wasn't it wasn't necessarily meaning that we wouldn't interview them I'm not that could or couldn't be but if our application and I was the one that put like sometimes it doesn't have enough information so in a screening process often there are thinking about

239a job application sometimes you do free background checks so you're getting more information on the candidate before you're bringing them for an interview so you know something going in to interview that's kind of what I'm I mean I'm I'm not saying exactly how it looks but I'm thinking is there any information gathering we would do prior to the actual interview to know something more about that person than what they put on the piece of paper so social media we could do some research that is in you know public information out there about who that person is and what is important to them like any other job they look at your stuff they do they all they look at all of it right they contact references they that kind of thing having refen could be part

240but they don't do that when you run for office to be elected ements you have you have people who if you want it's not a requirement doesn't this doesn't necessarily have to be a requirement per se but I think like we could make it part of the process and this is just brainstorming saying anything is gonna go on a little B get worried about getting accused of being biased and that type of but I I appreciate s what you were saying like I thought you meant like short listing that's what makes me nervous like eliminating between application actually eliminate I think we interview everybody that's what I meant by we interview everybody but what I was suggesting is an option is to put back into put into place would be gathering more information or a

241pre pre- interview process yeah um thinking about like the on the other side of that of instead of you know our set up but additional to like there is that application screen that you're talking about what if you're communicating about what the job is and what you get to do as a what you don't get to do like some people think they get to you not maybe that persuades you know some Bad actors from for position they actually you put out exactly what the role is I um just before I move on from um the recruitment part this is where we're talking about this recruitment part there you have on here demographics and representation you have on here where you're putting this information goes on social media newsletters or some is there anywhere else where

242you might go to and recruit we just been more informal like kind of word of mouth right no I mean like the district has to put out like a public no she's saying in addition to what we've already been community events Communications right if you're you have some Community processes um like your budget committee members like your long range facilities planning committee members who could possibly be I don't know that there's ever been recruitment I'm totally naive to that you mean just like reaching out to people yes there has been that's like on an individual one of the things that could I don't know if you have culturally specific groups that advise the board or that you have conversations with but you could put out the information regarding the opening and show up at one

243of those meetings and share a lot of this information and that's another way to enhance your recruitment is it available on you think about like the process itself like probably harder or easier difficult okay on this part of the submitting application there was an idea here is there any other suggestions or thoughts about [Music] that to that you were saying that these are email to you yeah is there a repository maybe that could be where access them do they get lot or is that work right now probably drive right it was putri I know I put everything in a packet and then three I mean we all have Google Drives as part of our email so I also think the process sometimes depends on the applicant that's why you get some handwritten ones or I

244application was pretty easy have the issueing typing in it or pretty straightforward not sure we need to rethink the application per se but maybe with what's on the application your W someone turned a hand WR yes is that a potential barrier is that a judge thing I mean we're not judging on their are we I mean we're not we're judging on what they're wri how they wrote it for say that's my opinion they Tak the time to write it out typing or writing and written what about um the questions that are in the application when was the last time those were the last time we process you change them as you go or they done the same I know we interview question I don't know about the application what what what what the school application

245questions before we post the commission open I remember that yeah is there a duplication in the application questions and can questions or they're different no yeah the application versus the questions are application's not very deep what question okay Ser yeah we think the application questions are good like there's no need to change that I don't have them in front of me I have experience and anytime I've interviewed is I review them every time because I feel like every time you go through a process you're like oh things have changed you know we're not it's not the same or needs like so I always think that there should always be a process where the the application questions are reviewed and then approved by the board and anything we can ask like we recommend missing one to

246three reasons you know in that so that it helps aage out response LS a little bit so if you get some that are really short versus really long we make a recommendation how long I'm sorry which ones are you um the application question like recomend you you want to be on the school board piing up that one but so it just gives them some guidelines and how long their answer should be they're a little more before the job posted I know job before the position po that I'm pretty confident if I remember correctly we reviewed it at a board meeting our process and the question and we approved it yeah okay so maybe a little TIY but for the most part it seems like the application is fine and it's working this part about the

247interview process any suggestions about what to change or how to make it a little bit SL there jener you have question interviews that point I think when they're invited for the interview the applicate should receive an an information about what the process is like so that they know coming in okay Pretend This is a group interview there'll be X number of people we're GNA like just spell out what's going to happen then so send the appc ANS uh with their we received your application we're scheduling you for an interview here's how the interview will go expectation yeah it's gonna go and also the rest and then we could then the rest of the process or that could be stated within the meeting which is like okay we've interviewed everybody now here's our process is there

248a right now you kind of go sometimes group interviews sometimes individual interviews is it when do you make that decision when D and I did it was individual there were just a few I think and then decision is probably made in the preceding once you know as soon as you know yeah I think I think the decision was just made by the board chair chair and the super I'm not really sure but there it was kind of set up like this is the way we're going to do this we're going to have a line up we're is or we're going to have one person come up one candidate at a time and ask them all the questions and then we set like a prescription about it where it's like one to would it be helpful

249to have a baseline process that can be reviewed and if a tweak is necessary so you're not you're probably not starting over each time but at least a process that has been agreed upon by the board and if a tweak is necessary then that can be done more like for example you're talking about the group about the entire process so that you're not having to it wouldn't be a long starting over discussion it would be a any adjustments need to be made this round so like this process would be documented yes yeah so just so you guys know there's three questions on the application that they fill out and there was nine in the interviews nine questions and the polic the policies you that that apply are very Broad and just spell out that there

250needs to be a process determined that board will determine the procedures to be used in fing with they I do see disadvantage coming a group because you're thinking about that question it it's after you and you answer next person I mean they could be very similar or depend on you know what that question is again I can see the pros and cons are both ways of doing it you put them on the point pressure is added and you see how they respond which is a really good way of seeing how people react otherwise you might be like give different answers if there's individual and what they if they heard other people like oh that's a good piece to add right there yeah I'll add that on there too yeah get a little better personality also

251question I also was thinking about what your comment that you said about making the like if it's five or more the thing is like you all seem like you get along really well this is like a really good board dynamic you enter into maybe somebody's like no I want to interview every single one well if is your process thank you he wants things to be clear so that there's no conflict in the BX whether it's you or a makeup of different Bo so just something to think about a really good point we have to establish a process that accommodates for people that don't necess GRE right you could have a different board later yeah there's people that are like no I don't agree with that or they say I don't think that the board chair

252should have the discretion to say that it shouldn't it be all of us that decided whether they're to interview or not like just whatever you decide to do though that it's process it's could that board change the process if we wanted to yeah I mean we can develop it and say this is what we're going to do any board can no that's not what we're gonna do we're gonna do this so I think the odds though are if you start with the process that's welld developed and and well articulated the odds of it going too far astray probably is red if you have one person B I like the set standards I like the two option you know if we have four less candidates then we do it this route if we have four more

253we do it this route shock there were ever 14 must oh it was you have to remember at the time it was very centered around like what health policy was that's the thing you don't know and at the time those candidates were like not ever interacting with the district you know there was some peacocking involving around you know political issues so I was wondering I mean not to suggest this a policy but when I ran for school board I had someone else in the community try and ask me in the most kind way if I had ever even attended a Schoolboard meeting and I had been to a couple but not as many as that person had and so it was just an interesting I don't know like should one applying or should we make

254like a suggestion in that just if we're going to do a selling of what that is like we recommend that you yeah it's very slippery slope if you start talking about a public office tests yeah I me there's you also have very short Runway like that's the nature of two months at most or be known you could put it in the job listing just so you know here's the UPC understand more about what happens in a board meeting we recommend I I would actually like again we can couch those sort of questions in the application one one like what's your previous engagement SCH you know I think those things are a lot more Illuminating ended so how people wanted to find them paints pretty clear picture of like for reading the yeah what's your connection

255to the district okay so anything else around this process besides that we know it's going to be awkward but at least if we tell them ahead of time that it's going to be awkward that's another clar kind yeah I I agree with that I think clar's kind is really good I think telegraphing expectations for the candidate is going to go quite a long way you know um again I I having only been on the other side of it like two years ago and like kind of not knowing as clearly as viscerally as what you guys went through the year after it's kind of having people understand that like yes you're going to go through an interview process yes you're going to do it in the same room along with the other candidates but also be

256aware the board will deliberate in a public venue about you about you there is not a back and forth like again as long as we're really clear with that language so people understand what that means yeah this is a public meeting discomfort or people will understand that I think that level set that whole idea of expectation versus reality too we talk about sing that with that we received your application but do we send that out before here's what our process looks like that might this to some people that NOP I don't want that like that does not sound like an interview process I want to go through I I I would I would advocate for being clear upfront even if it does dissuade people because i' rather been this surprise no no I'm talking about

257do you send it after you receed the application and say I've received this here's what our interview process is and then they say no but that's that's I think that that that should be before like part of the application before yes before they're actually fing out the application no that's what I'm that's what I'm stating is do you have a clear process of what our process looks like before they're even doing the application so maybe you have kind of the what a school board member do here's our interview application process and here's a link to our application you know give them all the information up front and then they if they want to go they want to go if not then they're not surprised they're not re you know for sending their application yeah nothing

258like that I mean clear is that you know clear processes are the best process like the processes the applications are received and uh what is it on their um review for completeness and you're contacted to interview you interview in a public meeting yeah and there's a vote from the board I I wanted to go speaking of I was like looking that I'm like maybe the arrow forward of the motion I was wrong that is actually more of the old way or I'm not sure exactly I can't remember what we did if we did it that same way but we did nominations and we voted and then if there was a core and then there was a motion is that right well that's true because you have to that's what I yeah I don't that arrow

259goes forward like I thought oh I see didn't you make your motion to approve I don't even know if we did a nomin vote again after the motion right motion to nominate not that YouTube video Bo I'm G have to go back and watch it questions went through my email and then nomination so I'm G to move us to our last bit on changes for the onboarding process it says on here better process more robust I really enjoyed the facilities tour meeting all the principal and vice principal really gave you I'd never been in most of the school so really getting inside of what I saw I like I didn't like just ideas of what was going on how the C looked and just being an introdu you know introduced a few people at each

260school is really really fantastic so almost a district tour abbreviated see every nook and prny yeah see every space I never technically actually got that so like that's already you got inial process is that a fet it's like in retrospect it's more like things I didn't know and wanted till later you know like again didn't even know you could ask for it didn't know I could ask for it and I'm like a single child parent or um or or I have only the one kid the one student you know my experien is exclusively to gccf and and John weton and it's like one of those that like even when I was being on board it's like I knew I would get to it eventually but having it formalized like having a facility sword like I

261didn't have it you know what I mean and I don't think it's like an oversight her as though like I was like I missed something it was definitely one of those like probably should have asked for it but I didn't know to well there's no formalized process so you didn't get yeah yeah so thinking about the new person that you're going to be on boarding what are the things that should be part of this on board process you're wondering that I have because I've never been a school board member but when we bring people in as administrators or teachers like less s classified employees probably to our detri we assigned them a mentor somebody who's going to do check-in with them s radio I don't know if that's something you want to codify or or

262even entertain but we call them board buddies when you when someone new comes on they're assign that happens naturally you did it naturally which I was just gonna thank you for any let's go to coffee and just you know G the yeah like like when I when I was selected you know Ginger gravitated towards me Eric took me out breakfast War rules form rules difficult because it's also like you can't have like the entire board take some out and you get like an informal conversation IE with that idea because especially with how quickly things fired up when I got on WE rammed up very quickly on things that I felt behind on everything that I was like like what's going on here keep I do think that's a great idea to at least they can

263pose a question versus having to go to you just maybe ask few questions that they feel you know insecure about ask another board member that's been through that process and understands that be helpable I think is it more um comfortable that that's an organic because so I imagine that if somebody organically settles up to you and says hey perhaps they're poit they perceive that they're politically aligned with you or is that something that the board would want to out front say your board buddy is always the person who came on just before you or whatever it is so that it's like objective the last chair next chair get to hear the board buddy I don't hate that I don't more objective I don't I think that's a really good I actually when I was elected

264I got a call before the first board meeting from the the current chair and just said I just want to give you a heads up on what that's what being on the board's all about know if you have any questions and we just had a conversation but so there was a process but it was I don't know if it was official I think great you took off Cofe five minutes after nobody me for coffee no that D I got a board I got a board no give me a board you didn't get to enter in casuals I got to Matt didn't it also take three votes to let not bring up old that was the awkward for what it's worth I I think this conversation is really really fruitful I think like whoever ends up

265being next board never go forward at that this is a really healthy process for us to be very Lo about and I was just going to say thinking about your roles and responsibilities document I mean I think that was such a great it's not formalized but the idea of the chair contacting whoever is newly elected or appointed and saying like they know the superintendent does that but the as the board the leadership that would be something that's really a great thing to make that person feel like who because that time you don't even know who to who to act you don't even know who's who we talked about we're only as strong as all the rest of the team members and that would be a great way of steing some confidence and reassurance there is

266also the question about like you know bandwidth about being a board buddy that might be something that depending on your board makeup and who's there who has capacity to do that that might be more of a discussion Point within the board that you talk about and say we're going to have two new board members or one or whatever who has capacity to be a board me for so maybe the chair is responsible for facilitating a discussion with of who will be the board buddy to the on board that's a great idea I mean it could change for the candidate I mean a female female might be better than a male female or vice versa or whatever what they're comfortable with and if somebody already knows the person some kind of connection right that's true can

267I review for you the um onboarding improvements you've suggested so far and then see if we can get any more to go with it so a district tour of some type assigned a board bud with a process facilitated by the board chair to figure out who that is um call or meet with the board chair um roles and responsibilities overview and that could be the board chair and the superintendent together and overview of operating earlier about on our next work session having being intentional about that I think what we select and do in our in our work session right after their oh orientation yeah s we're doing some uh collaborative like building orientation you may already have agenda that I think I think giving giving new board members like a an organization map of the

268different groups um that uh that they will interface with as a board member not only within the district but I mean like again I had no idea osba was a thing until I joined the board and then like I got a very rapid education on that and OCA GTA nsba nsba and also kind of the lens that those different groups might be coming up because some of the stuff that you can come in really naive to the politics of things if you don't really know like I think um it might also be helpful just to talk about like if you're going to go meet with the GCA like here's kind of what to expect they you know things that they're going to talk to you about or how they respond or how not to respond

269like I would love if every board member on the first week after they're picked has to understand how like schools are funded you know just a catch all of like property taxes you know like I feel like there's more than a few people who go up for school board under the intention of making sure that property taxes don't go up because of their taxes and that this is a passive position if you just have like one agenda kind of a thing and that's entirely born out of how public education so that getting thate of back one year one year we did an idea we did this first couple years where new board members rotated through the various cabinet members and so there would be an opportunity to meet the CFO there would be opportunity to

270meet with uh instruction teaching and learning um so maybe there's two or three people that they would go through if they or and likely the superintendent would be there to help with understanding as well that yeah I mean I I don't know I mean like I would put that under the superintendent's discretion because again the size of our district is also like kind of like it's great we're a small district and and for for those sort of opportunities you just may have to walk to a different room with Jeremiah yeah you know that's like for New Super that's that's a one building same person plus you're in the right office you can hear what's going on maybe this doesn't me to be prescriptive but one thing I have found nice is that County currently is

271enjoying some pretty good relations it seems between the different School members like it's been nice just to know that um the school they' GA or just to kind of understand you know there's a lot less competition and a lot more collaboration between the different school districts seem yeah that I would like you know it' be nice just to impart with that I I definitely benefited from a lot of contextual information just by able to chat with like members of the col caucus and osba who kind of like we're adding me immediately at my first osba conference um and like sort of you know those sort of organ gational groups are really great for people to have access to we haven't asked Jennifer she has a front row seat what do you wish they knew well

272but I not sure did you go through your binder a lot like I don't I don't know how somebody have to walk Bob gave it my first meeting Bob went through and gave the binder and went through the key points of and I asked him I mean the superintendent meetings were really how I got super up to speed on what was going on if I didn't question what are these acronyms who is you know generally it's after the board me I'm like what is this what was this so I think you get up to speed pretty quickly and then it's to Wild roide from there on things you're going to come up that no matter how much he in a binder it's still it's going to hit you or like you might have reviewed at

273one point and it wasn't applicable at all then if you forget to go back and reference it in the binder when that's happening real time yeah maybe a process to look at like what's in there that's maybe needs to be changed beneficial to help the process so you you bring up an interesting idea that what if I mean all of this stuff is happening in the first month or so let's say and what if there was a check back in four months to say okay you've had four months what do you what do you need to know now yeah because it'll be a different LD well it's kind of different too just also back to the like the things coming up on the agenda that are new that you're like well wait what's that um

274so it's yes a check back in but it's almost like within the first year where that's where the board Mentor can say okay we get our agenda for the next word week here's the things we haven't seen yet let me explain to you because there's going to be things every month that first year that are going to be first times especially a lot of the compliance things that just don't make any sense your boorn bu to help you with that one yeah that's what I saying we got a spret September unpack it a little for them more so than yeah like I I feel very like all the unexciting things of the things that in retrospect for me ended up being the most powerful things I think having a foundational understanding of like snapshot of

275where budget committee had landed and what the last approved budget was and the game state of what happened with the state budgets for educational L by enum like the most unexciting conversation topic you could possibly think of right but like again we think about the the um the board meeting for we' talked about budgets and staff issues and like framing those around what's going on in neighboring districts in the state that is really really really you know relevant to everything that we deal with you know meeting to meeting and then kind of going into the near and distant future of planning and man getting board members to have that be be understood quickly as powerful so I'm gonna just thank you for this brainstorming side the other thing I want to kind of have you

276Ponder is like what happens if we don't change this prop it stays the same that we get another so there's some like there could be some consequences that's not changing like people AR on boarded back to that storming norming and performing it takes you longer yeah to build that to get to the Performing your maybe not um representation or demographics maybe you don't that goal um there's that unknown and awkwardness that stays and people still come in feeling like I don't know what to expect but maybe they come in a little bit more comfortable knowing what's happening there's some like really good opportunities here to have this process a little bit we we we do benefit from a bit quite a bit of buffer from the fact that growing District like that's kind of like

277one of the real powerful strengths Gladstone is that yeah there's a lot that that makes a lot of this complic at if we just stay with the process as is you know Cy jerky and awkward as it may be but I mean like again like and alsoa our last two you know Jean was great and like you know this community we have a really great board and I think like openly will continue to stand on I was thinking about like just did I ever get the job description and I guess mine was the GTA had been telling all the staff hey we Mo the school B this my husband told me two days before the file and I was freaking out that I didn't really understand you know whether the roles and responsibilities were in

278the commitment I had a two-year-old so it was like I don't want to go through this process if it's not something that's viable and so you know I emailed a bunch of people that they didn't know and soy responded to me and I had a phone call with her but I mean she's kind of the board buddy in that aspect and walked me through like both the good and the bad of like what the students with the challenges that have been facing and what she enjoyed about it and I think even like having a little bit of almost like her board experience testimonial was influential for me deciding to you know to run so I think that like that selling of the and along with the the application or the the Recruitment and announcement is

279a pretty helpful part of what could be process as well I there a bull rider waiting for that shoot to open see what happen I mean that really good thing like something something that you could have as an idea is also having like personal quach from you all existing board members I'm like what do you enjoy about I don't know man I mean aside from all the money that you make but um we wrote down all the suggestions we're going to put them together and give them Jeremiah to work revise this process and see what updates are realistic within the time that you have to go through this process like what can actually change to now and then and there's like phases to good news is we covered two topics instead of one um yeah

280the next steps will be yeah we'll share this information and then um Jeremiah and board leadership will come back with suggestions to both these processes that you can then react to and hopefully formalize it and and make it part of what you do I just got to say sitting back here that I kind of reposition myself because this was your discussion that one of the most rich discussions I've seen the school board have um similar to the working agance you now that I'm thinking more about remembering those works but um from my vage point it's facilitation of the conversations so thank you so we're g to take a little break so you get can stretch your legs a while and then we'll come back come back with more index cards topics fun facts fun facts

281and then well do we need that I agree and then I'll leave notes with her and then okay as we get going here fun facts about your friends let's do bucket list items uh this person would like to let me change the order you guys cheat this all right B item um travel for two weeks do week travel that's not that's me I travel because I was like I there so I know my vacations are these little like couple days bit I don't only the most expensive times to travel SE been travel for two weeks I mean I's on the list um Switzerland there's a whole all kinds of have you been to Aly this [Music] time okay this person bucket list item year long nomadic trip that's yeah yeah no a year a year

282no nothing I want like an infinite airplane ticket SL training just not even have a PL black Hotel personal hot air ball I'll take wife and kids I'll go alone I don't care either way just I just want to not tell anybody and just disappear for a year you know it's like have my own Batman Origin story what you have one maybe on the way we don't know about all right this person would like to skyd what's that seems very cheap my wife might not let me until the kids are old enough until you sign that one doc yeah I know I see I did the not the same the danger not there this this process was supposed to be judgement free but we've this person want visit it's definitely could be food but food

283weather just just place I'm really it's on the top of my there I have a lot of places like this person wants to travel to the national parks was a question about traveling did I miss something best trip I ever took was during Co to ystone and Technology didn't work just like the family had to be unit books on te the whole that's the cor all right um see the Northern Lights in scand I want to see the sky away this person's bucket list item is to be in Spanish I'm sure I have to try [Music] also very that be nice don't try to learn Italian after you learn Spanish cancel all right let's transition into um communication plan and jerem's gonna walk um you come into the the process as grueling as it actually

284was for me for you all too one of the themes that came out of that I heard had to do with internal Communications which I hadn't really thought that much about honestly came on me for having been assistant superintendent for eight years and I would paid enough attention with that but it came clear as came as a clear theme and need for us and one of the things I think you'll learn about me is I got to write things down I've got to really I've got to put out in writing to clarify my own thinking and then and then can I get feedback about that um that's the origin story of this document I'm intending for it to be a public document on our website something that to which I I could be accountable can

285should be accountable um because I see that the Communications Department such as it is Li R jener myself as Communications team um that's a big part of of my RO um more recently two things happened you didn't hear about it first we had an assassination attempts on our former president and I thought about it for about an hour on Saturday afternoon and woke up on Sunday morning and wrote I wrote a um statement about it this is what to isn't it I wrote a statement and then I had Ben and Raymond read it in J and pretty quickly for feedack just like a starting Place Prett very neutral saving um and they all three nously and then extended cabinet reaffirmed on Monday morning nope we don't think you should s it up and we don't

286think you should put on the website it's too fresh um there's not enough of direct connection to our students and their lives right now if School were in session it might be different probably would be different because it would be showing up in school um so I totally agree but we didn't have anything cified or written down about what's our litness test for when we do uh so we're working on that that's go find that not in the second thing that happened that you also didn't hear about because I forgot to put it in our in my fr know didn't want to HG you with another one of the weekend we were in the middle um we are in the middle pushing out crowd strike Balon oh no I wish I had NE we I

287could renegotiate that contract for starting this week but it's the best time to buy F we' been using an inferior tool for end point detection response because I've IMM lighting as technology director I know a lot more about two Factor what what what dangers districts around us are are facing it so I mentioned it only because I forgot to put it on the Friday myy wouldn't you have wanted to know that it it is the industry standard that's why it's imped so many people big Tech corporations so if you'll get about the product we got lucky because it um we had installed it on we have all the computers every teacher computer we got Fresh So we had installed it all the high school staff comp powered them down the update there's your wow um

288so I wanted to just go through this with you I I'll try and go pretty quickly um and I would really welcome feedback from you I've already I've already had feedback from the extended cabinet and um when it's good ready I'd like to push it out but it's got to be pretty well big U so you'll see I sh is that correlating the July 17th or July 17 was the seventh time touch um you know pretty obvious why why we should have a communication plan more important maybe are the goals on on page two so a lot of things I've heard today have Landing fixes I feel in these one just to strengthen our good me another is to make sure that we're we're making people aware of what's available to them commun that our

289schools are connected one another sometimes our schools at more than I would like at this Islands it's natural because they serve different age groups but there' be a little bit of unification of consistency across them uh that two-way communication and feedback feedback grps for the community that we' actually have some more way places for those things and out Leach efforts and then um that we wouldn't be fible when there is a or when there is an important issue that there's a singular voice that there's a we're prepared we've even got draft Communications that we can edit as but we kind of have a bank of things so that we're ready on page three put some of our fundamental documents stealing a little bit of my own punchline in um if you think about strategic planning

290think about Community Values processes we have nine guiding principles and no and I've been interviewing staff and you all about those and nobody knows who there everybody knows our mission nobody knows our getting principles and in my mind that means that we don't have nine getting principles we have zero they're great statements but they're just SU because we're not clear about them and it's impossible to memorize them so I'd like to get to a place throughout this year through strategic work how whatever title we put on it that um could develop I actually think the city of Bon has done a really nice job slowly and intentionally starting to Rebrand itself or brand itself for the first time in a long time um this is there's our sign there's sign in every part there's a

291we could do that too and this is this is part of that excited that we're going to talk about our B stance so then I go into some activities and rather than bore you with those now necessarily um because I'd like to stop talking in a moment and have some just discussion about what your needs are around Communications um but per goal I've got tangible activities that could happen and then I summarize those at the end of it this this top benchmarks and timeline is meant to be something that we can me do we in fact when we get to a final version of this document do we actually have we done all of these things and do we have next year's plan ready to go based on what we've done and so in my

292mind it's possible that you all decide during the course of this year to refer upon and everything that I do that enhances communication and bolsters up our communication efforts um and reaching a broader audience would would put us in a better position to be successful that and if you don't decide to do that all we have done has got better our process so sort of no lose no lose effort doing these listening sessions these are I think I'm up to like 40 something that were scheduled or I got them I I do feel like some really I'm starting to get some really good themes out of those and can't tell you wasar a spoil the five board MERS that I haven't done that with yet but um Cody and Amy are working on an Athletics

293and activities Playbook this is a place where there's just been a lot of tension lately folks not knowing what the process is how do we get something funded why coach why can't a coach not use this fund to buy uh hats for their their volunteer basically assistant bu why and by the way which fund can be it's just simple things like that make things a lot more clear it could also be used for on boarding of new coaches uh you'll we're GNA spend it an awful lot of time I kind of agree with you sty about board meetings we're missing dinner we're missing bedtime well I don't want to keep you there till 10 o'clock but I want a packet full of meaningful stuff while we're there and it does include the celebrations like that

294last for meeting um right before graduation was beautiful um so you you'll hear on August 7th a pretty extensive um report from the longrange facilities planning committee and you're going to get a file at pick ahead of time probably as early as this Frid because we have it we got it we it so you can feel you've had time to review that uh I would like to extend that one-on-one idea into in the fall time engagement so going to each School having an evening event going to our Affinity groups uh having events there work where we start to curate just general feedback how how well are we meeting the student needs we know we've got so five four populations whose needs we're not meeting right now I expect this year's report will reveal the same

295same four groups um so really getting some kind status check on how we're doing which will help us revise our SSA plan for the next vium I'm kind of a snob about style and so like to do a inexpensive land guideline devolop some brand guidelines what What mo is Mo what G is the G we it sounds I think to a lot of folks it will feel kind of silly but um I think I think it's important I think it's time it'll help us kind I think it'll help us cere on what our our district ID is so it really has nothing to do with sports really has to do with I'll come to you with a listening session report so here here's all things I heard here are the que as I see them

296how do you all react to them obviously we'll publish the communications plan once you feel like it's uh acceptable you all we will um we will also have a capital facilities plan right that that would be part of uh what what a if if we form up a bond committee they'll be putting things very much in order and that at that point do we have price tags Associated so you'll know what we're dealing with we know for example that one of the items uh on tier one of the committee's report we already know what the cost is it's but i' just like to know what the brutal truth is for every uh we would need to engage in community polling probably just after January if people going to go down that road and we have

297already engaged a Community Affairs firm to help us figure that out figure out what those questions would be uh the brand guidelines will be complete at the end of the year I issue a culminating report about our Communications about just how the school year win and that might we might consider that as an an annual exercise probably on the heels that's about the time you'll be evaluating me it's a little goofy that it's May 15th is the deadline for evaluating me only because our student outcome data is we don't have we won't have it all we'll know is how we're doing defend more or less are on track graduate dat but why is it that dat is that set by the it's in the job description and in the policy right now is that something

298that could be amended or Not by us if it makes more sense to wait until there's you would want it to preced June and you can't go too far from it because you you have to decide if you want to continue [Laughter] app but I'd be open to to our facilitators feedback on that love for that goal setting you know it really calls for our goal setting should be in the springtime so coming into the summer we already have those PR PS and then we push out final piece we push out here's next year's and there are some ways to to to measure all of those things but I think if you get a chance to read this um and offer your feedback maybe in the next we can talk about board meeting we can

299talk about it in one-on ones we can talk however however you all like to do that I just love to be with do that and then I'll startop talking question is what do you need from you P being know we' be working for you is the length working for you do you want more pictures and more fun stuff or you want more ious and hardcore St I do like what they said about any upcoming activities I mean we're fastpac you're way more the know than I am per se I'd like to be more present I'd like to be in front of people so if they do have questions talk like to see what I me your you know kids are doing so right and then a right up front and then you know everything else

300that's going on and obviously if there's obviously a crisis you know you'll be buy us but you know I think you're doing great with what it is and what you're writing it's informative and good point so um I was happy to see the school newsletters kind of unifying a little bit their format and like how often they're coming out seems you know experiencing now all the levels it's been very very erratic um and now I mean I'll still have one in the high school but I would love if the school newsletters were linked in some way or shared with us because I don't have a student in GC so I won't see it and John Won and and craftburger and you know in a couple years won't have one at the high school either so

301whether it's linked in your Friday report yeah I would love to have the spoon's letters put in there and that way I mean that's even also where we'll get to see some of what's coming up too is just by seeing their newsletters um I don't know how much people are using the app I don't think I've seen much on there that's not it's been very yeah not that's not fully answering your question but this is all good yeah the app itself like I was like oh this is so cool and then I wasn't able to find like there's like a go like three weeks with nothing like I'm trying to find out an event that I know that's happening at the high school and it wouldn't be on there you know like I get it

302takes another person to put all that stuff on there but it is a great resource so I just would like to see it used for because that is a way for us to be able to see more what's happening if things are actually making it on the on the Facebook should go into that everything should be updated same time I wish there was a way of like and this probably may already be happening and it's just hard to see it CU like yeah I'm a John weton parent I mean like having like the district site having a very clear repository of like like District calendars and comings and goings and things like that so that like if I knew nothing and I just went to the district website it was like no more than two

303clicks to get to knowing you know hey there's a soccer game how do I find out the info of all of that stuff having whoever is sort of like managing and coordinating that information whether it's Raymond or whoever else just being very aware of making it like the lack of VOR kind of idiot proof so that it doesn't require a lot of so um so it's more intuitive to find that information probably me zoing out of my Wayan a bit um I actually have a meeting with Jeremiah on Friday to show him some website mapping that I some recommendations for the district having more parent information where it would be the same on every single website so that it's not redundant or you're not like catching an update on only one out of the four

304um I had some frustrations with the user experience of going to the website so for example if you click on dining there is no dining at the districtwide there certainly is for like the lunch menus you know at each of the schools but it doesn't connect to anything and then you just think that it's broken and you don't realize you need to be on the school website to get to the appropriate menu that you're probably looking for for so there's just some things that were structured strangely um that I have some recommendations about how I think could be cleaned up and a little more organized and a little more cohesive or like consistent between the websites the menus the navigation menus are have similar but not exactly the same and they're in different order on

305each of the sites so I don't know how many parents are jumping you know back and forth between the sites but there are probably multiple parents who have kids in um different schools so yeah there might be might be asking a lot to have more sort of like Unity of a vision of how our our our website presence is sort of like you know engaged with so it's relatively consistent build building yeah I don't the webs offes on the links and get Base information before you go deep in weeks anything else but did some really good points show it to me earlier and she some deep Dives on how other schools are doing it that are just easy I mean you just want it one click and they know parent get information need bus routes

306you know Dad doesn't know what bus route I mean where's my kid at s I'm not usually super critical but I got the biggest fan of wom I have some ideas to but vend didn't come to you trying to sell you something no that's trueix is the vendor got because we got civil rights concern about the accessibility of former website yeah so especially the visually impaired would have had a hard time I think the hard part is though like a lot of larger places might have that one Department that's doing all our you know all of their districts where all the different departments yeah secretaries of school like theirs right so we just need consistency which how about how about um anything else on the weekly communication as far as just with the board talk

307just to the board just to you I mean like I think info dumps weekly is great as it currently stands like the big thing I would love to be able to have access to and I don't know how much this was like appropriate but I mean like like maybe a monthly sense of what kind of like coming and going of what trends or things that are sort of like happening at the schools you know like I know the the teachers associations and and like the staff when they get sort of like unified around a subject they do a presentation front of the board it would be great if we can get ahead of it so that we know things are maybe not necessarily coming but things are sort of bubbling or like we're resourc po

308to address certain things so that by the time we get a presentation we're kind of like maybe if we're not like 100% prepped to have a dialogue about it it's just like we know these things are sort of coming because they're tied to like Statewide Trends or Nationwide Trends you know I think like those are things that um you know you and and Bob historically have done pretty well in the one-on ones but I think having that be a little bit more systemized so that way we kind of have a sense of for lack of a better term The Meta Narrative of what's all going on districtwide would be really really beneficial I likeed the communication so far a lot like I shared earlier I felt like they're clear and concise and so I can't

309think of anything that I feel like is missing um I think you give detail but just like the right amount it has felt good to me I have wondered because Bob wanted us to hit reply just so he knew we saw it and I thought that do you want us to reply so you know we read it never expressed that to me you got it I never repli that conversation happened during the district tour you don't need to maybe be because he think me times of the only people so so my question for you is what would you want from us yeah it would be great because it also gives you the opportunity It's like got because enem is I got it but right now I don't have any questions about it whereas the absence

310of knowing I don't know if you have any question so that kind of kind of kept waiting for example after the last one like better be ready for Matt's questions about the safy system I did buy the book I haven't started reading yet very informative I'm listening to B on at like two speed because the only I can get through any sort of books with my I like recommendations I like that a lot actually just started it on yeah um yeah like well it would be really helpful if you get a chance I've got some homework to do after this meeting so maybe if you would permit to Red pinning this or parting it with your questions um or suggestions just for the next time we check in so we Canon one so we can

311and by the time around rather since school when the school year launches I'll be ready she out I haven't been careful not to share with staff besides a couple staff who work at the high school who I'd like to share with as well this the communication that just seems like sharing information that's going on I do really appreciate the cence and all set up that the principles come in and that we at least can get like the individual school I think it's nice that it comes directly um and get the that seems like the only interaction we've had with them so Bo and just wanted to out enjoyed know hearing those updates and supplement to the newsletters and other things my secret it's healthy for them too because otherwise how how if they don't have

312a child you don't have a child how do they form relationship how do they start to and I I think it goes two ways it helps us stay informed know them and they get to tell their scho Story and there's lots of ways to do that they can do it through what how they're communicating with their families but through a board meeting it gives them an opportunity to say here's what we're doing here's the work we're proud of here's what we're but sometimes I do feel bad I like I would care to know if there's something that they're struggling with do it as a showcase and I get that we want to celebrate but we also want to hear what's hard and I don't know celebration sandwich like when they do written reports or something

313like that if it's hard to make go you know that public with it but um is that something that like in the involvement of developing a strategic plan as a community I was kind of wondering that or there could be like almost a work go setting session with the board and the admin um just because you know then they're kind of Representative of what the needs are of their individual schools which I know you represent to us but again would it be wor at certain Institute maybe having from from time to time as well well you're going to be getting a lot of presentations based on this list which I think is great great thing to do because if I ask if I ask four different groups in a meeting to prepare a presentation and

314they're only having to do one of those things I usually don't have to be the first sharing that with you but I like I experienced the other day I was touring Scot around just taking a walk around middle school and he bumped right into kti bookshelf CL bookshelf you I had to say in Something Mike talked about earlier we could ABS that is a phenomenal operation and almost no one knows much about it but walking into that one one book one room one modular is like their production room that's where they're cleaning books getting them sorted getting them ready pushing them back out the room looks like PS except it's a loding it's really cool and people really appreciate that service I thought we can start a board meeting 15 minutes early or for those

315members who wanted to come and take a quick tour of that and then we can come back and celebrate partnership with C bookshelf or Latino Network or whomever yeah so there's some things like that reinstitute we used to do more often I think that celebrating of highlighting really big exciting there's a lot of Doom and Gloom in the world and really just highlighting all the qu attributs that we have in our community and within our district and for our students really highlight that so for people that don't even know that that I only knew about it weeks ago my neighbor talked about how she volunteered it's the like time she get ever house to go volunteer for that well to your point that's nice not only for the board members being tour and see it

316but for the people like you're saying you know like oh my gosh they're here and they're seeing what we do for where our freezer is like still I will say to add to this word like um you know beyond having to be a celebration if we get presentations for something like the CL in the spook right having them articulate like hey this is great that's that's wonderful right I think like if we just have it as a just as a celebration the community kind of take gred a little bit I would love to have those presentations be like not only the celebration but like hey these are the obstacles that we Face to execute on this goal and this is how we problem solve to make this happen so that way it's not only a

317celebration but an acknowledgement of the hard work and problem solving that whoever was organizing and working towards those goals actually were able to sort of capitalize on so it's not just they could use they exist for a reason yes yes what's thaton what's that purpose and how does that connect to our yeah because like I I did like the Middle School visit when they were giving away books of the kids and I think that was shocking they had two tablespo books and usually when you hear that like oh hey these books going into the community you think like oh these are going to be torn up like left you know sort of like remainder copies and it was like like like baller titles that are kind of current for now like I was shocked but

318they also from the sale of used books and then go buy new books to and and it's like a really subtle distinction where like again this is like the the publishing side of me where I was like more impressed than I think like if a random parent had seen that because I kind of recognized that like oh this is not a normal selection that other districts might have executed the same concept you know this is like deeply impressive another thing that I'd like to start sharing with you probably in the form of just PDFs just just what about doing with staff um so that you're feel like you're a little uh a big difference between Bob and I probably based on our levels of experience um we're doing a lot of this a lot of

319normal right we have not done and I'm sure that some of the staff are kind of rolling their eyes or feeling like July is supposed to be their chill time but we're not chilling and I'm being much more directive about what we're going to do how we're going to do it because I feel that that we need that and they're telling me that we need that um so we're coming up with operating agreements we're coming up with Norms we're coming up with areas of focus for the school year I don't I don't if we try to do too many things we're not going to do any with them so giving a little bit more Direction i' love to give you guys a little bit more insight on the front about what's that looking like and

320even if they're in draft format you can kind of see get insight as to how how we're trying to operate internally have they have staff been asked what they might like to come present the board I mean is that something that can Beed into the monthly tabs like to kind of forecast it out a little bit Yeah there'll be a lot of crossover uh was striking to me how much interest there is in knowing much more about special services that's just that was I see open attention pain and you know the internal Communications is something I that often accidentally gets ignored and that's detrimental on that Happ it's tough on staff Mor it's tough on staff Mor where you g you'll see it in here but we're instituting we're just in the beta it's a

321half big thing but we are creating beta version to see how it works so it's just a fake version but we're creating a onepage report front back something we compl in every employees every month it just says here's what's going on in technology here's what we we' accomplished here's where we're heading un resources operations [Music] rounds so we so we're gonna think we're gonna do our draft version fix it up and we're goingon to see people appreciate it or TR keep people know a lot more good yeah wish you guys have some observations anything you want to go over this or you like you're I I'll leave it to you all it's nice to hear like that you're talking about the library of maybe like three statements that can be wa as appropriate um mean

322even as a parent like I'm not as sure I know like like there's like a major emergency or something like if we have to um BAC schools for example and might relocate the students i f that they might go s ab area is that correct like just more details around what the emergency prepared is May agenda and that's I'll put [Music] another to your question and I'll tell you where our relocation there yeah there's certain level of um there's one thing that was brought up in a parent email that really struck me and I've been sitting on it since December is the ability for the kids to transfer and you know we have the technology now we have the Chromebook if there's nothing in weather we' not be able to plan in advance keep those

323days going without missing I mean but if a hilly area seem like even the slightest of the weather can put us out for days especially with you know what we've seen is that an option and again that can be something we add to a work session or talking point but been noodling around in my brain for a long time now that I see other school distri been able to achieve it yeah I think I give you my off not simar to the questiones which is I'd like to see that work I'd like to see that work because I fundamentally it's hard to argue it and I believe that I'd like to be convinced because I think my outside perspective is school districts that are doing that are selfing they're pretending to doing that agree I

324again I'm not advocating one way or another I just it was a great point that made me think and then I had researched other school districts that are doing it and like I said is it productive is it detrimental in the teachers that are at home with their kids you know I totally understand that it might be worth us having that conversation and that could be something that we put out there thatone has researched this and found out that it's maybe not as beneficial as one might think so again I don't have any issue with us talking about what we've done as the board and say that we have looked into this issue and this is what we can with course is not putting out any information just have people asking me why aren't they

325doing it all great till Crow strike ru did you believe that I was just glad Flying Alaska that day tell me where we are with well you know you heard that I think A two stage disaster it was the crowd strike uh update that crashed everything and then Microsoft trying to fixed on their and made it worse that never happens thanks I here I covered a lot of these slides so um you want to keep you kind of just had a break right yes you still okay keep going okay just keep you awake let me read a little something all right um first job slash or worst job um Counting bottles and [Music] cans I'm [Music] terrible safe W horrible I had the same job and back in the day you had to separate him

326into [Music] who okay next one um first wow um music video director production assistant not a big What music video is it I worked for terrible human being who not be name I was set for's Child Say My Name uh there's a band called Muse which sounds like British knockof a head well that's my car at the time s [Music] KN okay a wakeboard boat Pro tester head leg every vot around for an hour no vibrations put back on the trer take the propop off one on we got so good we're doing triangles on skis I driving skis and getting on other people wasn't really real family friends did you ones we actually did so yeah so we generally Test new employees so we would take a b of theirs go out there and if

327there's no vibration and they move on to big big projects with them so wow yeah all right we're we're fishing V vessel in Alaska ger wish I did what was your job I was an inspector so um blazs I me we went from catching them to Flying them to packaging so I inspected them for parasites or anything else like oh that's terrible the terrible part was seven days a week I worked I worked yeah on 2 pm at 8:00 p.m. I had 8:00 p.m. 2 a.m. off and then I had to come back at 2 a.m. to 8:00 a.m. so you work 12 hours a day but six hour shifts seven days a week the good thing is you make a ton of money my dad did keing crap fishing with all the daz of

328the deadliest cat show all those yeah he knows parasites aren't going to remove themselves translated from migrant a starting age R AG of 14 you work per minute for the work uh work for the National Park Service lapping fish mind what you what are you doing is that yeah what's that we would go to a section of Creek and uh cordin it off about 40 yards and three of us would W weed in with hip waiters in the M the lead dude would uh the actual Ranger would had car battery on a backpack zap the F zap the fish zap the Water tag them the wand to stun them and then I would net them and put them into a bucket on Shore the guy would um actually use Alka-Seltzer to kind of to keep

329them passive and then you would tattoo them with a specific die pattern neon d pattern so that later on they could snorkel with black lights and and see which fish had returned come back you know come back fascinating not terrible oh they just put him in just take him from the bucket to a little little smaller bucket and the Alka are in there de oxygenate a little bit and they' go passive so you could do it they recover can you imagine what kind of a confusing day that would be for the fish like you're just swimming along anding youing you you get a tattoo some Bas coming at you like you never believe happen to me oh wow all right uh Cheese Factory scraping moldy cheese you up in I grew up in TC and

330I worked at the TC Cheese Factory and I got to come home every break from college and they would always put me to work at one time offseason they had room into plant and I had to I had to literally wear a garbage bag to like Shield myself from the yuck when you opened up 40 pound block of very old cheese can you eat cheese yes but not age cheese this was stuff that was like the if you guys like AG cheese it was the like black the gold the black wrapper highly aged stuff so we had to take those 40 lb blocks and cut up the bag with the juice you call it mold scrap so now when I actually now I see M cut it off different because when you see a fish

331you just want Shing tattoo you right okay have a black all right from that to board goals and evaluation there's no smooth transition for that so um we only have a couple topics left so thank you for hanging in there I want to talk a little bit about board goals and evaluations and specifically just spending some time talking about the criteria by which you form your board goals when you get to that in a month um so we found that often times if we spend time just talking about the criteria first then the likelihood of coming up to and then do some brainstorming around gold the likelihood of getting that passed and adopted sooner goes way up so here and just to get you started and to move us along and get it set in

332the right direction here's some potential questions to ask yourself when considering board goals that you would set for yourself I'll just let you read those and the reason that integrated plan is up there is that there's no recurrent strategic plan but there is an integrated plan that's required by the state and so that's the best document or best alignment tool that we have when it comes to making sure goals are aligned with the rest of the work that's happening so when you see those questions is there anything missing or anything you would change or anything you want to know before you did some brainstorming around gold and using that of the criteria to guide your brainstorm I guess what's coming to mind and I don't have it fully articulated yet but is that that idea

333um of the shortterm long term or short you know long range versus like how does this support what does this look like in three to five years or is this just a he in the moment goal you know what I mean that like an immediate goal versus like what will this what are the potential that does that make sense yep the longterm impact yeah because I liked what you said about there's board members who have that Visionary Outlook and then there's but it's also easy to get caught up in what's right in front of you and not think that long turn and forget what's out in front of us um so it I think that maybe it's beneficial to have both it's not like it's a bad thing if one of them short range but

334if we're never looking further out that could be bad because we're not anticipating or thinking a few steps ahead yeah or maybe even if it's tears similar to how the the things that we're addressing for the longrange facilities PL where like we know that these are going to be immediately need to be addressed these can a little bit longer but done and is could the question be based on what you're saying could the question be is there a balance between short-term and long-term goals is that what you would I think so because admittedly I can get hung up in what's right here and now absolutely and so I want to think okay well let's make sure I'm also thinking about this is Dan and TR well in that like you know I guess a good

335example too is Bob did a good job of reminding us okay the Bond's coming the Bond's coming this is the things you need to do and we I don't want us to forget about and with poor changeover to forget about the things that are coming up or to also you know B Bob and you're had things that happened and you would share or not for a board member with this you know forward thinking we wouldn't have gccf just a board member that's very generalistic but you know what I mean of that like think outside the box a little bit or think about think about what's changed think about where we're headed what what were what our hopes and dreams be yeah want to go Ying I have a lot of things that for me that

336par around very difficult to like quantify like I just think Transportation right now it's going to be a huge issue districtwide whether people can kind of put their finger on it or not whether it involves like School busing but more importantly like app programming families and Affinity groups being able to engage with the things that are happening within our districts you know um you know families lower socioeconomic scale not being able to have kids to have school clubs things like that right and sports um and then there's also things like uh everybody talks about academics being the most important thing for schools like the families and Community all talk about those schools but when you get to the midi gritt what that means I don't know how to quantify those as a goal for the

337board where like you know I think it would be great if we started tracking student outcomes within our district of like let's you know pick some students out of the high school where they end up with like you know postgraduation and like you know two to five years what school did they go to or did they enter a trade or did they end five years from then and then sort of work our way backwards and see like what their path through our district was and then use that as a way of sort of like figuring out what what what worked what didn't work you know and do something with data driven but that's I'm thinking you know 5 10 years out before we have data that can actually used um again I don't know those

338being sort of launching gos I think I like before there's a lot of kid all the way through and or ad all the way through but they be in the exact same class oh no I I agree but what I'm saying is that like when you looking at the outcome to sort of form the choices that we make for while they're in what grabbing the students before they start failing you know but I don't know in in each individual School what they're doing to plag these kids and saying these people and kids kids need extra attention and making sure that we get to them before those kids get that mindset where they're just lost in the world and they yeah fugging at school maybe struggling at home whatever the case is and you know really

339helping we've seen the mental health effect you know right students students struggling and so that mental health aspect with the learning and other social EnV you know environments that are going on on that you know we're going to get significant seems like with social media and expectations clothing and all this other stuff that goes on that you know we might maybe look into what our counselors are doing do we need to re look at how our counseling system is set up for anonymity that was brought up with facilities that kids don't want to be seeing going to the counselor they don't want to [Music] know yeah little things like thatal aspect core kids involve more in athletics and other activities outside wonder show academic performance improves on they actually are engaged in extracurricular just because

340they're plugging into a community Better Way AR what I'm saying that like I wish there was a better way of starting to have a little bit of a postmortem of students experiences at gladon and seeing where that leads them as a way of figuring out you know what are the things that are beneficial for us to do now you know at like the elementary middle and high school level that I sort of like oh these five students end up here later in life and you know here are the common things that that they experience within our district you know I think it would be more focused on students that have less privilege uh as as an effect of what we could do within the district but again I feel like I'm getting a little abstract

341as where it feels like we're transitioning into the brainstorming bad because we are going to take a few minutes to do that but in terms of criteria if you we'll refresh this in a minute but as you if you add to this longterm a balance of longterm and short-term any other criteria that you would use like let's let's say that you brainstorm 10 goals that you might want to focus on that's entirely too many so how are we going to narrow it down and by having that criteria and being able to PRI PRI prioritize based on that criteria is going to be helpful yeah the other thing I was thinking about was yeah we could select every we want to do um I also kind of go back to idea of the board evaluation and

342that it is addressing an area where we need to grow so is it a focus that our Board needs because we haven't been we haven't met kind of our goals in that area that's kind of back to your Elsa love to that like statement of the like what is it when anytime you enter a project what is the personal growth we need so what is the growth our Board needs and it should show up in our goals um is it synonymous with the district goals and saying like is that is there a connection yeah like I'm wondering if that does that mean that the board Go is aign is a district goal is that that or is that to me it means isn't but it maybe rhymes with it's the board version of yeah the

343district is the district is in in Weeds on M um the board might say our goal this year is to understand the landscape of what we are doing and what our needs needs assess so that' be the same direction a whole different model an integrated plan is basically District well that okay the outcomes integrated plan for example are regular attendants improving that metric third grade reading many create on track High School graduation and 5 computer rid those are the five there anything that needs to more blatantly see like is this student focused I I guess like all of the work that we're doing should be yeah does it benefit to yeah I mean that's like the first question that I would ask but I know inherent who I think AR I bet it's a good

344point but arguably anything we do would be but I think it's in some ways it might stretch because it's like well we're talking about board policy and sometimes it's operating policy which doesn't have as much of an impact so I don't want to eliminate something if it's something that function better asent outomes but I mean I'm find having it on there students arguably we doing [Music] how fast the long range planning committee was willing to throw that out I mean we have to have flushing toilets at all AR and no fluffy and no fluff all right so if you look at this criteria now want to go back couple there it is if you were to team up with somebody else could you brainstorm for five minutes is and have a conversation about some board

345goals that you might want this just right now if you have brainstorm what would be some of the board goals that you would come up with for the 2425 school year and then we'll marinate on that a bit because you may get some other ideas and then at a future board meeting near you this will come [Music] back maybe yeah so non-binding non-exhaust there to some of us have never been through this exercise to an example all so this was go commitment number one col School District board will maintain the process of culture and climate by utilizing collaborative governance approach where the board understands trusts and respects the rule and respons possibilities of the superintendent and then it has action steps through action steps is that yeah the board and superintendent will review and or

346create board superintendent operating agreement to understand board's Authority and limits specifically when board work is more indirect versus direct and the board will continue to maintain knowledge and receive information about the district budgeting process District revenues and expenses and understand board's Ro overseeing the budget to ensure resources are aligned with District RS or commitment to blackon School District board will hold high expectations for themselves the superintendent and the school district uh the action step did we read the action steps too the board will regularly assess and reflect on their performance by reviewing their board professional development goals commitments annually the board will complete a board self- evaluation assessment annually by anually and C under at least one to three professional development trainings based on the results before each school year begins the board will collaboratively

347with superintendent and key stakeholders review and ensure the district's mission and goals remain in alignment with the needs of all students number four the board will create a monitoring plan and calendar each uh during each school year a minimum of two to three data word monitoring work sessions with a superintend and key stakeholders to review and measure specific data line with District goals and goal commitment three glasson School District board will find meaningful ways to collaborate with superintendent and stakeholders to help make informed decisions on policy budgets Etc action steps there are two the board will calendar professional development training to discuss and assess their Community engagement efforts and understand their role with Community engagement and the board will review their student representative policy and engage with more students from diverse backgrounds the board will

348create a safe inviting place where students feel seen heard and understood was were last year two years ago 23 24 right no not last year not last year so let's just divide up into two groups and in your groups that you make sure that you've had someone that's gone through this process before and each of those groups and new folks as well let's go ahead and divide up and just we're going to take five minutes and don't worry about word smithing it does not have to sound yeah just really easy really simple and um let's just go five minutes and okay all right one of two one of three um V and rookies a mixure a mixture so that you can at least one person who's been should we just be this group and we're

349here we've arrived okay we go what are your thoughts [Music] there [Music] she [Music] Poli or you know change hard yeah reason again short term long she was she [Music] sure open EnV I hear you you're going down Det Artic May [Music] yeah and like whether we call what they're doing [Music] they also let's go about one more minute should touch [Music] one just just ideas yeah okay so we're going to capture your ideas as you as we share some did anyone give a sticky note not really we're gonna have you we're gonna have you share well before we jump in like I think we were struggling with like wanting like more kind of examples of like practic sound like because it feels like the difference between what a board goal would be against something

350that would fall under the integrated plan like again we have things like Equity you know having an ongoing monitoring plan that makes sure that all board activities and vision planning are kind of data driven it's like you know it's easy to get really abstract fast I think we're and those neither of those sound like a problem to me um I would say let's just capture ideas right now and not spend any time we're sping let's just capture ideas and see if we can find a pattern okay so all right um we have four three okay um first rewrite the equity stats and have action steps for the district ort super our new superintending by supporting The five district ws and help me out I would on this one ining those into our we understand that

351this be more of a short term goal for this year as you're new in the position but just being really intentional about making sure that our board goals are very aligned with the district yeah would they would be but and make sure that they're that they do support you your Pur can you repeat two again sorry oh the first one reite and action steps for the district and the second support our new superintendent district we have another 20 year superintendent there you go you only get one year 19 years nine months um ultimately passing the bond major but having um Community engagement and and really investing and really explaining to our community members that we need to invest in our community resources of our buildings and um really work with consti constituents like um continue

352to build a positive relationship with city council and the City of blindstone and and Outreach with Community groups the one last thing on that is that if they form the new UN advisory Council and since a lot of on students [Music] might and the last thing we we talked that it would be really nice to um recognize student achievement and recognition of Staff monthly would be really cool and not really sure how it's going to look or or anything but just to IDE yeah yeah so just that recognizing all the time that everybody's that meshes well with your goal to pass the bond lot of positive um we kind of same thing just have like large topics but bond is one of them because and being engaged in that we recognize there's going to be

353a lot of work as the more is we go for a bomb and put it on the ballot the thing is that to be engaged engaged with our community in that um I don't know how that b would sound but something around that um um I agree we agreed or I agree with Equity I think I would love to see the board symbols around Equity that also that aligns with the districts work fo provides some overarching guidance to the district and to the schools to say coming from the board bubble um something like that um I think to build on what we already had something around the D being data driven and having a monitoring plan which we have done we have been getting reports um but a very intentional like a plan we can

354count on that says here's the data we receive this year and here's the sequence or the when it'll come because I know that sometimes like board members would ask questions of like what about academic data well our you know our midyear data cycle start is here so if we knew ahead of time here here is all the data attendance academics well social emotional you know when when what's the data we uh could receive and what's the you know timeline we' be receiving it so that we know that and we have a we we're being intentional around what data we want to see and why In fairness St you were mostly getting data on the data point we were most proud of which is attendance waiting for my new sign or whatever that's um wellbeing just

355the uh understand I mean that just ties in with everything too but just the the well-being I put I put that because I thought that's of our whole all of our our students our staff our families I I I I you know maybe this isation maybe you know talking about being social is important to their AC St you know and then budget and funding like I think when I was talking about that long range that's that long term we have to be so much more Forward Thinking and planning for and I think we've done a good job I don't think it's that we haven't um I just want to make sure we keep looking to the Horizon and and know it's Evol till we don't know exactly what's going to happen which which is why

356we need to be more planning for um we saw the cliff coming and um so there were some things that we did this time but um I want to make sure we keep being fiscally responsible with the the and taking that um important you know decision making but based one of the things that whether I don't know if it was not because we didn't communicate it as much as that we felt informed along the way about the process and what we needed to do but our community didn't seem to to know or feel the same way and so that were we as informed I'm getting that like if there's knowing that we're GNA be negotiating with both groups and how obviously that impacts like the the fiscal and budget if there's anything around our intentionality

357of that relationship or something that can be sa in the go around that there's a part of me that kind of wants to catch that around sense of opportunistic you know practicality because like again you know some of the great things in this community been center around like not only like last B measure intentionally one that we may trying to draft and then that's to this future but also the things that yield the gccf you know I I would couch those things that are sort of the beacons within our district as being part of not only respons but also being ambitious with how we use our resources you know um that and then to survive as a little District I think the things J my already doing the being intentional about communication branding our district

358um it is something I think that that godone has done well but what is our our board's role in helping to make make sure our district thrives and people are like we want to go to bladstone um and I don't know what that answer is yet but I think those things are connected I I almost wrote down something around that about um getting our district on the now um it might be as simple as like you know making it a priority the board sort of Express a level of regional Pride around that make us un you part that could be those celebrations that you're planning to [Music] acknowledge right um I think the other thing I just touch on your point about maybe the the biggest little District um it's also that what ti the

359goal for new particular board is to be active in those like in LBA or those groups where sometimes the bigger districts tend to have more um like representation and the smaller districts like there's like if you look at osba 4 there's like 20 seats on there and they also have legislative representation so having members from smaller district is like a big deal and that might be something at the board collectively you want a goal is to ser I'm already like trying to volunteer state representatives campaign you're saying it's natural I'm already planning on being super the other thing you can do is bright that you have like the attendance that's a big deal that you you all have done around that I'm doing a present presentation with Jeremiah something like that you just yeah has

360annual conference in November if you're already a member of OSB you can volunteer to do be famous so good brainstorming and again this is just a starting point right you've got a month or so for you have to dial on this stuff but um but a good starting point to have the criteria to we captur all the goals and are put it in your slides actually the brainstorm that you did so um you take that and start to refine it and then bring it back for a discussion that really starts to narrow it down and lands within a couple and and probably the thing to do at that same meeting would be to have a review of the integrated guidance and to make sure that it is Thoroughly alive really glad the bond issue came

361up Jeremiah asked that we not cover that this time around you want to talk about that for a second so why would put on partially because you know you don't have enough information yeah yeah it would be unfair of you to ask you to have a serious discussion about a bond prior to hearing about long range facility you know what the community's process has been is so just that what things actually cost what a pole says um those things are going to be coming at you in a pretty rapid fire from here on out for the remainer of this year so that if you decide to refer you're ready and and the staff know that should the board decide you know my statement to them is should the board decide to refer we will be

362ready we will have what they need ahead of so I just didn't want to interfere or be presumptive yeah um want your focus right now to be on these healthy conversations and on um very short they going to bring somebody else things to the F and that'll be your first order of business after setting goals um quite honestly I can't not share this with you U beautiful is it but it says Triple B backr this is just like what what would I what would Jeremiah hope this is a month ago weeks ago um Equity applications so how do we apply our Equity St well-being of students in staff ntss tier one instructions to the non Educators uh multi-tier systems of support so how are we uh getting getting better looking at data and and intervening

363correctly so AB the only thing absent from that quite honestly the whole discussion from both groups grou which pretty much matched up is the fiscal part because that's not something I would hand over to the schools to say do this I'm very very nothing better than when your triple Ben diagram lines up I got czy on camera okay one more note card one more um topic and then we will wrap up I'm GNA do both at the same time this person pet peeve with Lon favorite school lunch turkey gravy and homemade Wier wraps wait what was the pet L lime all right very good next not Ser this person um pet peeve inconsistency or unreliability and favorite lunch favorite school lunch was Pizza [Music] H I realized in sold the out for pizza probably would

364P for us having a TV station all right this one um eating with mouth open or smacking and turkey gravy makes another appearance you guys are good where turkey gravy from that's very specific I haven't even had on school I've been on school board I've been waiting to watch that menu I need more information this person pet peeve is when they lose something favorite school lunch turkey gravy and mashed wow grave get over wrong you never had turkey gravy the pizza guy sold out for I think Pizza Bell was L where' you go all right littering favorite lunch [Laughter] Pizza it is all right person um Jeremiah PIR the really like ancient R gosh there's the entire SNL skit about ran goling hating for slot that I so my other that that's like the lemonade

365sand and the other one is mustard water I really hate when you go to squeeze mustard out of the bottle and it just comes out water any okay um board members don't get go to counseling session staff all right Sam Just Pizza Snapple and Hostess cupcake that's quite a Lun only have S and the Hostess cupcake most of my middle school all right last person pet peeve is pet peeve is clutter you may have noticed him walking around picking up empty containers already today and smash peanut butter and Joel yeah put at the bottom of the balifornia warm there some nice mustard water all right excellent um he moves forward to superintendent evaluation we can SC this no you were almost there you were almost there and then you failed out wow this is interesting

366I think you're going the wrong way I know I can't tell the differ there we go little smiley faces right keep going right there okay here we go so we want to talk a little bit when there is a new superintendent board a number of new board members perfect time to not only at board goals and that kind of thing and to reup on a lot of what we've been talking about today but also an important time to talk about superintendent evaluation osba would tell you that there are a number of districts in the state that never do superintendent evaluation there's a number of districts in the state that don't come up with criteria prior to doing those board or those superintended valuations if you are um really concerned about super longevity and meeting your

367goals and those kind of things then this is an area that you want to embrace and you want to invest little time and um and I don't I don't know if any of I this right I think it's something that you need to constantly rebuild it and make sure that you're feeling good about the process that you have and making sure that it's fair to the superintendent and meaningful for the board well so that's what we're going to spend just a little bit talking about today so think about this for a second what would you put um just uh we won't jot them down just because we we've run that sticky note thing the ground right now but um what is it that you're hoping to accomplish when you evaluate the like what comes to

368mind what are you trying to do there no wrong answer d you know being that the superintendent is our only employee we have a responsibility not only put the right person and position but [Music] also in in a healthy way hold that position accountable for achieving goals um for reflecting and communicating to the board into the community um what you know accomplishments and setting new goals so I think that some of it is is both like the hope to accomplish is seeing through our responsibility of like this is we can't we just don't take a passive role we take an active role um and we bring we elevate it to our community to say you know here's their chance to see and hear um I think it gives a superintendent an opportunity to share their

369work in things that we we found in the previous one that there was stuff like wait we don't know um because we hadn't asked those questions before so it helps inform the board too a little bit more about what are the things that we should be paying attention to um but if we don't know that then perhaps we that's a blind spot for us we want to know more about and an opportunity for the superintendent say w be hear let me tell you I you know again talking about coming from a district where our last superent was with us for very very long time year um you know I think the the ongoing evaluation of the superintendent is is we giving meaningful ongoing tangent feedback for that superintendent on areas of growth and expectation setting

370um but as a vehicle of deepening the collaboration between the district office school that was but I appreciate I show with Jeremiah that actually also often exercise called keep TOS Creek and kind of asked that what should I keep doing more of like what going well what should I do less of that's the only thing more I'll say about that but I think that that's like nice you know tangible thing what's working what not we need to create start has become evident to work together I'm curious during so what you just said during the different District's way of doing this evaluation does do superintendents ever self evaluate based on the same criteria like is it like corporate employee review or totally different okay in fact one of the things that I think superintendent have a

371responsibility to do is do such a thorough self- evaluation that it doesn't leave you with questions in some areas that may be super I so sick of um but mine was super long and and I had self-reflections of each of the criteria that I was being doctor what was super long do that mean Nar around no no but like how long is super long yeah it was a lot 10 but it made it easier for us because sometimes like I don't know yeah like example one of them that would be good that would yeah and then he has examples and so I can go in and be like oh that's right he did do that or like you know like when I'm doing my evaluation I actually have and 16 you know you wanted the

372the goal is norming feedback and that should be every level of the system it it constantly surprises me how much I hear Express either and again this is in context of a previous but like whether it's community members or even Educators you like I don't know District does yeah you know and then like usually that's like a kind of like a glip complaint that's kind of out of context sure but I think like these are opportunities where like I don't know that I want distr is making the assumption that people understand what they do and the vessel you know using the school board in this process to be able to either like soft communicate that or us having an understanding I think that just enriches I I always felt like board members should never have

373to guess what the work is the work that's going on at dist and so that's your board updates those are your interim updates that's your um you know the the self self- evalu or the self reflection because that's all of those things that makes that information so much more accessible to you and that allows you to be good sense makers in the community and if you don't have that information then you're left wondering or you're not able to fill in the I mean to be to be really reductive I mean in a practical sense right now like you know there's a lot of chatter around like staff members questioning like why does a district office have this much sack you know and this is like a a vehicle for us to have more insight of

374like when that question is asked it's kind of like well because you know this office touches these things you know and and just having it be very clear school I think to critical I agree and also think like we're hoping to accomplish our team and we're working together I would like to hear from Jeremiah's perspective as he learns how we can best support him and the district pools and like getting that feedback too of like what our items and this team you know next year forward after having reflected on how the first year is good way to also on his planning and assessment is how he strategically gathers analyzes and uses a variety of data to guide planning decision making consistent with his establishing guidelines policies and procedures that result in student academic Congress using

375our data points that we keep talking about now we use those numbers to start actually tracking that success rate and that all factors how we Fosters that relationship with teachers staff andate other supern as well so question so if we think about um just to just to roll a few things out there and there there are some well vetted evaluation systems that are out there that you could possibly borrow from or just use in whole and when you think about um how to do that in a fair manner there's certain things that you have to make sure in place so for example you could say we're holding him accountable for all student achievement and then you could have pmic and he likely didn't create the pandemic but we also don't want him to wear it

376if it's if it's not earned right and so we need to be careful about the evaluation criteria that's chosen so that it meets The Board needs and it's fair to the person being valuated um you can you can see here these are some fairly obvious things but one of the things that we want to do is come to agreement early so that Jeremiah has 10 11 months to meet these to meet this Criterion and to give him a clear understanding of the Target that he's time to get and that can only be done if you all agree on what that is and you communicate it really well and so we're going to let me I'm just going to put the i w i w read these to but there's a couple pages of things that

377you can do that are going to help you come up with a process that is not only comprehensive that might be the same you want me to go yeah um these just some of the criteria that you can come up with I yeah let's stop here for a second these are the ones that are embraced by osba um I had nine criteria there's eight up here and very similar they're different words because we did our own a few years back and then and then this came out and then um and then the ninth one for me was it was very specific about Equity um our board wanted to um the our board wanted to separate Equity out to make sure that it was being addressed and everything that we did and so I actually had

378nine criteria and I provided um feedback on all nine of those every year in a really comprehensive so as as you take a look at these is there there anything here that's missing for you is there any criteria that you're thinking I wish that one was there you know the additional the equality standpoint yeah because everyone can talk about this yeah to do this in this but actually doing it is different you used osa's superintendent evaluation so it included all of those um the thing that is added to it is the specific reflection around the superintendent's goals so if there was a goal that was previously set it was kind of almost like like fill in right then in reflection on like the goal the superintendent had and that was I think the intent was

379that through the evaluation process a goal would be developed and then there'd be reflection the next year of like okay so we set this goal based on this evaluation how you done in that goal specifically you super you plan or no so based on their evaluation so like when you're being evaluated employee and there's here's your evaluation here's your areas of strength here's some potential areas for growth and not employ that you said a goal okay I'm GNA Pi a goal around communication and community relations here's my community here's my communication plan and then the goal specifically addressing one of the criteria the standards um what is the rating scale for OC like is it numerical is it satisfy satisfy like one two yeah that was TI to like criteria there was there was descriptions

380for each number [Music] always whenever gets five I were ex session we did the process with our previous did we re look at the job description [Music] of sh The Firm that we search the the the contract yeah refers refers to the position description so it points to position description as it was posted there's a 36 page uh superintendent evaluation workbook on osba that we used and Co do they have the downloaded version because they didn't have that available anymore we did their didn't we use Janet for that or did I just need it that's the last time we did it didn't I just let you guys I just used oh yeah we used OSB last time I used their previous version work and I made it into a Google doc and everybody rated and

381gave comments and then we synthesize the comments and agreed on the reading pretty standard and then then the step that we worked in this was a year that we needed to work this St um we worked in that during an executive session um I would come in I would provide the self- refle and I would come in and answer questions to the board any are there any gaps anything commit and I would also hear reading a couple letter that the public letter the evaluation so that I would get a head as well and had an opportunity to be thinking about maybe where are those areas for improvement with so you're saying that the board had already drafted their summary evaluation prior to hearing from you the board no no no no no no thank you

382that that happened after after yes that happened and it is it is we didn't actually go public birthday evaluation should is it we had this super painful um practice where they would leave they would read the evaluation that Al board oh my gosh so painful I you don't know where to make eye contact you're sweating the whole time yeah it's much better anyway here's here's a recommendation for next as you it sounds like if you're already using OSB and you're pretty familiar with uh having some pretty comprehensive criteria that you can use for evaluation but here would be a recommendation because you have a new superintendent and there may be some steps along the way that you want to bolster a little bit so think about putting together a couple board members that would be

383willing to read Jeremiah and if it's helpful investigate other evaluation systems that are out there I mean that's literally a phone call to some other boards or to some other superintendent if you're happy with what you have then then focus on osba and just fill any the gaps that are necessary and then the recommendation would be that you bring this back within the next month or so so that you this can be approved and agreed upon prior to the school you're starting so that Jeremiah can use that evaluation again to have a clear idea of what's on the party that he's trying to get just make a the search firm it was J and thank you not remembering um the services that we engaged from them did not include I remember we talked about like

384some of them had like 100 days of transition into the role that it didn't include anything for for contendant evaluation right based on their Ro description that we established we don't have any extra services for like post okay I just want to make sure go back I don't engaged um I'm I'm in their file right now trying to see but it might take me I got a lot in this file um I thought I remember only like something I thought I thought if he or something yeah that was what they would come back oh that's right if it didn't work out they would their Fe for finding we spent so much time establishing you know in the workshop with with diov and everything on what a a successful superintendent would be for us maybe it

385would be interesting so look at what that criteria was um like at the same time as the osba evaluation I I don't know I just I thought that that was really valuable exercise kind of thinking what Glass St wanted as a super I I don't see anything but I see a performance guarantee um about um if the selected superintendent resigns the position or is dismissed by the board during the two years of the employment they will conduct a comparable search for replacement so I don't see anything on uh evaluation other than we may have to just ask Tracy because I feel like it f your a point like dick had as Workshop sort of like the state gos what we we have that but then we have what was created yeah we have what was

386created with uh no I mean we have the what we did with the thck is what translated into hiring them hiring yeah I think that's a good point to to take a look at that I do also like staying within the lane of like the standards for the profession standards like that are you know that exist that are Professional Standards you like I do but I don't mind bringing in other I I wouldn't want to Veer too my personal opinion is not to Veer away from the Professional Standards and see that what exists in there not a nice process to tailor specifically what our community was looking for I agree the recommendation about having a couple board members do a a little bit of a research research would be to look at that piece look

387at OS and see if there's anything that is missing that you really lik or that you highlighted and maybe bring it back to the whole board and say this is something that we said was going to be a successful superintendent black but it's not meur not yeah figure out if it's I like those agid I there including quality that but maybe we do get another you know one more on there that is really good last piece on there think we need to reinvent the wheel on this particular much but we should also borrow the description of glassstone and why it's great for the board member recruiting from [Laughter] theing I couple board members be willing to step up and meet with Jeremiah thank you that wraps up the you know the uh the concepts that

388we wanted to be sure to cover one little wrap up activity in two sentences share a takeaway or Insight from today and one word that describes how you're feeling about your work for the upcoming year no hyphen one word anyone want to K some feel very happy with what was produced today with the ideas I'm very happy for just the ties off relationship with my other board members great conversations and that connection number two excited can be most offensive for the studed optimistic I'm being honest I feel anxious we we have a lot like we have a lot in our do I mean I'm I'm also simultaneously very proud and excited about the the board and District that we can do all this work in and like I am by no means under any Illusions

389about the the sheer volume of of bar responsibilities um I think in terms of like takeaway or Insight I guess I feel like feel I'm GNA blop in my bird confident I feel it makes me feel optimistic and confident going into the year and that our board is this is my takeaway we're position in a place to be really effective um and we'll get a new person on and I think we we're being really int we're ready to be intentional and do really good work thank you uh I my I'm GNA do this in Reverse so my word is hopeful um just that we have a lot of opportunities ahead of us this year um to do some really great things and my takeaway is in coming up with our with our operating agreements and

390really putting out there our mission statement and making it very well known like I really like the idea of get it laminated spots yeah I really board meeting like just revisiting that and keeping those just really FR so um I would like to change my award I said excited I think energy I feel the energy I feel like we're going to be making a lot of little tweaks a lot of little different areas that are going to make a big difference so lot energ do oh yeah sure um coherence is the work I'm I'm thinking about a big Insight I know this this this is a very simplistic Insight but actually I think use this terminology in other other places Michel understand so don't get it quite like that but I actually think right now

391uh I'm thinking of a placement for each of you it has our Equity stance as it evolves our aligning value our our our values that we're going to Center on not nine uh in our gos and Ms so that they are kind of ever present when we're doing the work I I really feel like school board meetings are business meetings and want to treat them like that and I feel like that's respectful of your time to treat them like that it's going to be challenging to kind of GRA so here still and very very well facilitated oh thank experience I think you should still be a superintendent pretty happy doing I'm they actually on the night they were picking the new superint the board called me and had me on speaker oh yeah it's like

39210:00 at night Erica was one of the cheap institut behind it and um I get colon we just we got to ask you a question we weren't able to get there where we needed to go and would you come back as an in for six months and I'm like just silence on the phone like are you kidding me and then they and they what was your answer GNA be I would have done it or because it was you know I'm so invested in the isue right but I will tell you this um we we've had the opportunity to do Retreats a lot and the amount of forward thinking that Jeremiah did on this and putting together helping put together this agenda for us and uh just the pre that was done so it would go

393well really really sell and we rarely I'll say this right you should feel really good about where you're at as a board I mean the the understanding that you have of your role and respon roles and responsibilities and your willingness to work together and with a board superintendent is really really Advanced so I it just feels like there's a level of leadership maturity as a group that you just don't always come by so I I hope you feel really optimistic about your coming year because you're are poised to do really great things with Jeremiah's leadership and your experience and the attitude that you're bring into super strong so I will add that you have a really good dynamic as a board I mean we go and do the Zs and sometimes we can just feel

394the energy going in but there is tension going room then imagine I can imagine how hard it is for board members to even want to show up to do the work or during board meetings because it's difficult already in um their Shi I it's really nice to see that just this I like to see it feels good feels good because you're doing it for the [Music] students not gonna lie when I heard Retreat I thought like Camp till rope Bridge not budget yeah a very nice very we're very fortunate to have a board that's aligned in the same direction towards like the success you know the question I that is Weighing on me is that like right now can we capitalize on that for the needs of our community and the needs of our district

395and it's just being very mindful of the she depths of the situation in so that's the thing that makes me very excited but also very nervous and I'm a nervous Nell also the new board member again we got to keep this cohesion and this Unity going on and only takes one person to be a now have a good onboarding plan yeah you board bu I just need the state to give us a proper budget no big deal thank you guys thank you out yeah also I'd like to journ the glass School District 115 schoolg work session for July 23rd 2024 at 4:05 p.m.